BHARATI VIDYAPEETH UNIVERSITY

(Deemed to be University), Pune, (India)

INSTITUTE OF MANAGEMENT AND ENTREPRENEURSHIP DEVELOPMENT,

PUNE

“RECRUITMENT & SELECTION PROCESS”

A Summer Training Project Report

Submitted In Partial Fulfilment of the Requirements for the

Award of Degree of Master of Business Administration

2021-2023

Submitted By: Alim khan

Roll No. : 04

Division: MBA (HR) Guided By: Dr. Anuradha Yesugade

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 COMPANY CERTIFICATE

This is to certify that Alim Khan son of Mr. Jamshed Ali pursuing MBA from Institute of
Management and Entrepreneurship Development, Pune has successfully completed the
Project Report in our organization on the topic titled, “Recruitment & Selection Process”
from 3rd May 2022 to 3rd August 2022. During his project tenure in the
organization/company, we found his hard working, sincere and diligent person and his
behaviour and conduct was good. We wish him all the best for his future endeavours.

Signatory:

Name & Designation: Ayaz Arab & Chief Executive Office

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 CERTIFICATES OF ORIGINALITY

This is certify that the project report entitled “Recruitment & Selection Process” Submitted
to Bharati Vidyapeeth Deemed to be University), Pune in partial fulfillment of the
requirement for the award of the degree of MBA-HR is an original work carried out by Mr.
Alim Khan under the guidance of Dr. Anuradha Yesugade. The matter embodied in this
project is a genuine work done by Mr.Alim Khan to the best of my knowledge and belief has
not been submitted before, neither to this University nor to any other University for the
fulfillment of the requirement of any course of study.

Signature of the Student: Signature of the Guide

Alim Khan Designation:

(Dr. Anuradha Yesugade)

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 CERTIFICATE

This is to certify that the Project titled “Recruitment & Selection Process” is an academic
work done by ―Alim Khan‖ submitted in the partial fulfillment of the requirement for the
award of the Degree of MBA-HR from Bharati Vidyapeeth (Deemed to be University), Pune.
It has been completed under the guidance of ―Dr. Anuradha Yesugade‖. We are thankful to
International Learning Planners (ILP) Overseas for having allowed our student to
undergo project work training. The authenticity of the project work will be examined by the
viva examiner which includes data verification, checking duplicity of information etc. and it
may be rejected due to non-fulfillment of quality standards set by the Institute.

Dr. Sachin S. Vernekar

Dean FMS, BVDU

Director IMED

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 ACKNOWLEDGEMENT

Apart from my efforts, the success of my project depends largely on the encouragement and
guideline of many others. I take this opportunity to express my gratitude to the people who
have been instrumental in the successful completion of this project.

I am gratefully indebted to our esteemed guide Dr. Anuradha Yesugade for his sincere
guidance and priceless support which would have been impossible for us to complete this
project.

I express my gratitude to the staff members of Bharati Vidyapeeth (Deemed to be University)

who directly or indirectly helped me. I would also like to express my sincere gratitude to all
my office colleagues in International Learning Planners (ILP) Overseas.

Finally I thank Institute of Management and entrepreneurship Development (IMED) for

giving me this golden opportunity to do my summer internship in International Learning
Planners (ILP) Overseas.

Name and Signature of the Student:

Alim Khan

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 PREFACE

In this era of fast changing world, mere class room teaching is not sufficient to attain maturity
and perfection for application of theory into practice. The dynamic economy, political and
technological environment in which we live continually place demand on us to change,
improve and learn more about jobs, superiors and subordinates. Two years of continuous
classroom teaching is sufficient for students to implement directly their knowledge in the
market. A practical approach is needed.

The knowledge through project report is an essential requirement for M.B.A students. The
purpose of this project report is to study the Recruitment & Selection Process with special
reference to International Learning Planners (ILP) Overseas.

I have tried my level best to do justice to the project. And I hope the study which was
conducted will help not only the organization but also me and the society too.

Name and Signature of the student:

Alim Khan

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 INDEX

S.NO. TOPIC PAGE NO.

1. Company Profile 8

1.1 Overview of the Industry (Abstract, Introduction) 9-11

1.2 Profile of the company (History, vision, mission, objective) 11-20
1.3 Problem of the Organization 20-22
1.4 Competition in the market 22-25
1.5 SWOT Analysis of the Organization 25-26

2. Research Methodology 27

2.1 Significance of the Problem 28

2.2 Objective & Scope of the Study 28-29
2.3 Managerial Usefulness of Study 29-30
2.4 Types of Research and Research Design 30-31
2.5 Data collection method 31-32
2.6 Limitation of the study 33

3. Conceptual Discussion 34

3.1 Recruitment and selection process in the management 35-39

3.2 Literature Review 39-43
3.3 Current issues (from newspaper, journals – for company and 43
Industry)

4. Data Analysis 44

4.1 Method and Techniques 45

4.2 Data Analysis 46-60

5. My Contribution to the body of knowledge 61

5.1 My role and contribution in the report 62

6. Findings, Conclusion and Suggestion 63

6.1 Findings, Limitation, Conclusion & Suggestion 64-66

7. Summary of the Project 67

7.1 Bibliography & Questionnaire sample 68-70

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 CHAPTER – 1

COMPANY PROFILE

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 INTRODUCTION OF

International Learning Planners (ILP) Overseas

1.1 OVERVIEW OF THE INDUSTRY

(A) ABSTRACT

Purpose of the study:

The main purpose of this study is to provide a new, macro-level model of strategic staffing to
bridge the gap in the knowledge regarding how practices within recruitment and selection
process can work to provide a competitive advantage among various sectors. This study
identifies the various methods of recruitment and selection process through a systematic
review of literature, which would be the right fit for attracting and selecting employees in an
organization.

Design/methodology/approach:

Content analysis method is adopted to review the literature and subcategories were formed to
analyze the research. Literature was collected from 6 articles of a reputed journal from 2017
to 2020.

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Main findings:

The review of literature revealed that the recruitment and selection process is carried out in
organizations by adopting latest technologies like online portals, outsourcing, job fair,
campus interviews, and mobile recruitment applications. The representation of this practice is
to find the best candidate for an organization. Besides adopting the latest technology,
consideration of the expatriate factor would lead to an effective way of recruitment practices
in finding out the right candidate for the right job and thus create a healthier work
environment. The expatriate factors have not been considered well in the Indian context, but
have been given importance in the global context in the process of recruitment and
selection.

Social Implications:

Highlighting the significance of various recruitment practices results in the selection of the
right person in the right job, which enhances a healthier working environment in
organizations, in turn rendering high quality products and services to the society.

Originality of the study:

Prior research has studied various factors that influence internal recruitment, external
recruitment, and selection process. This study is an attempt to analyze the expatriate factors
and other factors through the content analysis method.

(B) INTRODUCTION

Human Resource Management is a strategic process of coordinating, planning, organizing,

directing, and controlling the organization system. In order to achieve the goals of an
organization, a team or group of employees must be developed to pave the way for the
recruitment and selection process. It should be handled in a structured manner to select the
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right candidate for suitable positions. Recruitment and selection is the process of getting
human resources into the organizations' departments, sections, and jobs. They use what
might be an even more useful definition of recruitment that is about the art of discovering and
procuring potential applicants for the actual and anticipated vacancies in organizations.
Different strategies are adopted for selecting a candidate between the countries. Scrutinizing
the Indian context, the exogenous factors, such as recruiting policy, human resource planning,
size of the organization, cost involved in recruitment, growth and expansion of an
organization, etc. influences the recruitment strategy. On the other hand, recruiters focus on
job analysis, environmental analysis, and personality traits of the prospective candidate in the
global context. By adding an extension to the process, they make an analysis of
expatriate factors, such as family stress, culture, inflexibility, emotional immaturity, physical
breakdown, responsibility overload, etc. These factors have not been given any prime
importance and are neglected in the Indian context. Thus, in order to bridge this research
gap, the researcher has done a detailed study of recruitment and selection through a
systematic literature review.

Purpose of the study:

The main purpose of this study is to do a systematic literature review analysed by content
analysis on "Recruitment and Selection Process".

1.2 PROFILE OF THE ORGANISATION

(A) HISTORY

International Learning Planners play a vital role in providing quality education to students
who are interested to study in foreign universities. ILP Overseas focuses on providing a
meaningful semester and abroad experience for college-age volunteers which makes a
difference by helping children in foreign countries.
At ILP Overseas we guide every student through the entire exam syllabus. Moreover, we
also provide them the sample paper to make sure that they are confident enough before
appearing for an actual examination.
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We provide unique teaching methodology makes them one of the best coaching institutes.
The International Learning Planners team has more than 14 years of experience in overseas
education counselling, admission counselling, visa counselling, scholarship counselling well
as coaching classes. They have successfully placed more than 10,000 students in the world‘s
best colleges as well as universities around the world.

Achievements of ILP Overseas:

1) We successfully placed more than 10,000+ students abroad in the last 14 years with good
quality of education.
2) We provide a 100% Admission success rate.
3) We provide 100% VISA facilities.
4) High IELTS and TOEFL exam scores for our students.
5) ILP Overseas helps in Independent Recognition from various industry bodies.
6) ILP overseas provides students to experience new countries and lifestyles.
7) Organized a host of education fairs that have resulted in catering to thousands of students
being placed in universities worldwide.

Implementation of ILP Overseas:

ILP Overseas has various meetings with university delegates from foreign countries over
200+ universities for direct interviews, application fee waivers, spot admission offers, and
scholarships.
ILP Overseas has a 100% success rate with an admission of students to colleges/universities
in the USA, UK, Canada, Australia, New Zealand, Singapore, France, Switzerland, and Italy,
etc.
ILP Overseas has a 100% success rate with expert Visa Guidance through personalized tailor
that benefits students to improve their knowledge by made consulting services.
Focus on Scholarships, bursaries, and application fee waivers to help reduce your financial
burden. Small batch size coaching was provided for IELTS, TOEFL & PTE results. Personal
guidance by experts for course, university, and country Selection based on your, career goals,
budget, and other preferences, etc.
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Assistance with university/college application forms, scholarship procurement forms,
document preparation, and editing of documents like essays, recommendation letters,
resumes, etc. Constant follow-up with the university admission officers for admission offer
letters, flyers, and scholarships, etc.
From over 200+ universities for direct help with education loans, airline ticketing with extra
luggage, insurance, housing accommodation, airport pick-up services, foreign exchange, etc.
to ensure you have a smooth landing at your destination.

Services of ILP Overseas:

 Service on Counselling on Admission:

ILP Overseas is the most popular and one of the largest and most well-known foreign
education consultants in India. It makes a student encouraged for counselling. Now, ILP is
renowned throughout the world for its admission counselling because it helps young
teenagers to overcome their studies abroad.

 Service on Counselling on VISA facilities

International Learning Planners has a team of the best visa counsellors in India. In the
history of ILP Overseas there have always been trained professional who help students
achieve their aspirations and full-potential. There are International Learning Planners has a
team of the best visa counsellors in entire India. There are very well trained and have more
than 14 years of experience in the visa counselling process. So, a student can grasp the
opportunity.

 Service related to support of students:

Even though they have a team of experts as they became the friend of students. They
understand that studying abroad for the first time can be a huge challenge for most of us. So,
ILP provides for a host of support services.

 Service on coaching classes:

International Learning Planners provide in-depth knowledge for all the examinations
such as GRE, GMAT, IELTS, and many more. They provide the best coaching classes for all
English entrance exams.
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  Additional Value-adding Services:
The International Learning Planners team has more than 14 years of experience in
overseas education counselling, admission counselling, visa counselling, scholarship
counselling as well as coaching classes. They have successfully placed more than 10,000
students in the world‘s best colleges.

 Service for Scholarship:

ILP has an outstanding track record in procuring scholarships and financial aid for our
students, from universities around the world. Each scholarship application form is submitted
with the utmost precision and all requirements duly fulfilled.

Benefits of ILP Overseas:

 ILP Overseas gives Career changing opportunities:

ILP Overseas wants to work on students in the States after graduation or not, the knowledge
and diploma you will acquire can serve as a great recommendation for companies worldwide.

 ILP Overseas mainly focuses on Approach towards education:

ILP Overseas focus more on practical approach & emphasize more on new talents and they
also focus more on theoretical approach towards education.

 ILP Overseas provides Training sessions to students for free:

ILP Overseas provides various course options, peculiarities to the students from the very
beginning, and free training sessions to students for free whereas, It helps students to pursue
new knowledge of various bodies.

 ILP Overseas provides FUNDS & SCHOLARSHIPS:

ILP provides pursuing education abroad is expensive in overall terms (food, travel), etc. &
they provide a varied number of scholarships to the students and it benefits every single
student to pursue education abroad.

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  ILP Overseas helps teenagers to experience new countries and lifestyles:
A huge benefit of studying abroad is gaining life experience in different countries and
cultures. ILP overseas provides students to experience new countries and lifestyles.

 ILP Overseas helps in Getting a higher quality of education:

One of the main reasons ILP Overseas study abroad is the standard of teaching. Having
access to a higher level of education can help students in their chosen career helps students
get a high quality of education.

 ILP Overseas helps to Apply for further study abroad:

ILP Overseas gives an important aspect of search students who are further studying abroad.
So, students have the benefits to view different country means you will have international
connections and fresh ideas on topics.

 ILP Overseas helps in Admission Counselling:

International Learning Planners also known as ILP is one of the largest and most well-
known foreign education consultants in India. ILP is renowned throughout the world for
its admission counselling.

 ILP Overseas helps to provide VISA facilities:

International Learning Planners has a team of the best visa counsellors in India. There are
International Learning Planners has a team of the best visa counsellors in India. There are
very well trained and have more than 14 years of experience in the visa counselling process.

 ILP Overseas helps to support students:

ILP Overseas even though we have a team of experts, we understand that studying abroad for
the first time can be a huge challenge for most of us. So, ILP provides a host of support
services to young students.

 ILP Overseas provides the best coaching classes:

International Learning Planners provide in-depth knowledge for all the examinations such as
GRE, GMAT, IELTS, and many more. They provide the best coaching classes for all
students.

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  ILP Overseas helps in providing foreign education consultants:
The International Learning Planners team has more than 14 years of experience in overseas
education counselling, admission counselling, visa counselling, scholarship counselling as
well as coaching classes. They have successfully placed more than 10,000 students in the
world‘s best college IDP.

In the press meet Cambridge University:

ILP Overseas are very glad to be a part of Cambridge University Press CUP. CUP is one of
the leading research institutions and it‘s was awarded a noble prize. Of course, such a
precious moment will be regarded as one of the most memorable moments in the history of
ILP Overseas
Cambridge University of Press is Our Official Knowledge and platinum partner. They
encourage students to study abroad, they even facilities students with funds, scholarships, and
other facilities, etc.

ILP Overseas are also very happy to be a part of IDP. IDP is a global leading international
education service with 900 educations counsellors. That helps students to seek overseas study
destinations. They help students to choose the course that suits them.
IDP IELTS is an official partner of test registration partner and they even guide students.

List of foreign countries afflicted with ILP Overseas

 ILP Overseas study in the USA:

ILP Overseas contribute to every student‘s continent in the world choose to study in the USA
because it is a land of opportunity. USA education can afford them the best career prospects
in near future.
American universities are well known to have large campuses that support students in their
academic needs by having 24/7 library access, learning centres, technology centres, and many
other features that boost professional career aspects of a student such as career affairs and
many future ILP Overseas help you with the best IELTS teaching so you can get a good
scholarship.
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  ILP Overseas study in the UK:
ILP Overseas, United Kingdom is also known as the UK, is the second most popular
destination for students in the world.
ILP Overseas UK has the best quality of education in the entire world since it is assessed by
official bodies such as the Quality Assurance Agency. They guarantee that institutes in the
UK maintain the long-standing tradition of excellence in education.

 ILP Overseas study in Canada:

ILP Overseas Canada is considered to have one of the best education systems in the world
with a diverse multi-cultural landscape.
ILP Overseas Canada gives students numerous opportunities to broaden their educational and
cultural horizons and if that‘s not enough, the cost of living and tuition fees for international
students.

 ILP Overseas study in Singapore:

ILP Overseas Singapore is very popular if a student wants to study Agriculture, Business, or
a related field overseas.
ILP Overseas Singapore has a reputation for academic excellence all over the world.
Singapore has been named the best-performing location for the program for International
Student Assessment (PISA) test conducted by the Organization for Economic Co-operation
and Development.

 ILP Overseas study in New Zealand:

New Zealand is a very peaceful country in the entire world.
ILP Overseas New Zealand provides plenty of opportunities to international students in terms
of full-time employment and PR on completion of education but the private, public and
vocational institutions offer sterling facilities.
ILP Overseas qualifications are highly reputable and valued throughout the world.

 ILP Overseas study in Switzerland:

ILP Overseas is a great place to receive higher education in the entire country.
Six universities in Switzerland received awards for international student satisfaction.

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Since ILP Overseas makes most of the universities of Switzerland are highly reputable all
around the world most of the students are confident enough to pursue their graduation in
Switzerland.

 ILP Overseas study in Australia:

Currently, Australia is considered to be the third most popular destination for international
education among Indian students. In addition to that, some countries consider Australia to be
the first choice of study destination. ILP Overseas provides innumerable courses available for
international students to study in Australia.

 ILP Overseas study in Russia:

ILP Overseas Russia is a popular choice of interest for international students because they
provide numerous courses ranging from literature to art, history, and Russian language
studies.
In Russia, international students are likely to receive a quality education in a culturally
diverse environment. Russia is known worldwide for its excellence in literature, ballet,
painting, and classical music.

 ILP Overseas study in Europe:

Many international students opt for European countries for their graduation because of their
friendly nature.
ILP Overseas makes most of the European countries effort to convince their foreign
graduates to stay and work after graduation to students.

(C) MISSION

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 To identify and present skill full intern which can easily satisfy the criterion of ILP
Overseas.
 To generate and promote business opportunities for the benefit of ILP
Overseas.
 To make ILP Overseas a role-model in the world.
 To provide world-class services to ILP members.
 To generate genuine amount of funds for providing better quality
services, facilities and administrative help to ILP members.

(D) VISION

 Offer world-class services (local as well as international) to our interns via our
worldwide network.
 To generate and popularize services which create opportunities for our global interns
and members, keeping in mind their mutual interests.
 To procure an open communication environment, wherein all the members working at
ILP can actively participate in the crucial decision-making process and development
activities.
 To maintain healthy and trust-based relationship between ILP OVERSEAS and its
customers and also among its members.
 To make extensive and fruitful use of our resources in improvement projects that can
increase network competitiveness vs. current global players.
 To follow latest operational policy.
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 (E) OBJECTIVE

Recruitment policy asserts the recruitment objectives and provides a framework for the
implementation of the recruitment program. It may involve the organization system to be
developed for implementing recruitment programs and procedures to be employed.
A good recruitment policy must contain elements such as
1. The organization‘s objective (short term and long term),
2. Identification of the recruitment needs,
3. The preferred source of recruitment,
4. Criteria of Selection and preferences, and
5. The cost of recruitment and its financial implications of the same. Objectives are targets
and goals.

Following are the main objectives of recruitment policy:

• To find and employ the best-qualified person for each job.
• To minimize the cost of recruitment.
• To offer promising careers and security.
• To provide facilities for growth and development.
• To retain the best and most promising ones.
• To reduce the scope of favoritism and malpractice.

1.3 PROBLEM OF ILP OVERSEAS IN RECRUITMENT & SELECTION PROCESS

Recruitment & Selection are the two different processes which are followed in the
organizations. The main differences between these two are as follows

 Recruitment: Overall process of defining jobs profiles and inviting applicants.

 Selection: Specific process of narrowing the focus and selecting the perfect

But organizations are taking both the things under one umbrella which is called as
recruitment process. As the population grows and organization‘s size is increasing day by day
it is difficult for the organizations to search for the true candidates for the organization. There
are many problem faced by the organization‘s HR to select the perfectly fit candidates.
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These main problems are as follows:

1. Difficulty in sourcing unique roles

HR departments of small and large organizations in every sector face a major bottleneck
when hiring for senior roles or for roles that are unique, particularly in techno-commercial
fields. These roles are mission critical in nature and demand niche skill sets which are not
easy to source.

2. Correct Job Analysis

The first main thing when we are going out for sourcing is to find the role and designation for
the candidates so as to make it a public notice. But if this analysis is not done correctly then
whole process will go into the wrong direction and organization will not get the desired
candidates.

3. Pay

According the two-factor theory money will act as a motivator for the youngster but after a
certain period of time money will turn up into the hygiene factor. Money is required but its
absence will not motivate the person. So, pay scale matters for the candidates. Good people
will go for high pay package. There is a difficulty in setting the pay scale of the candidates.

4. Candidates

Talent is the main thing which people acquire in them but it is very difficult to hunt for the
talent and get them on board.

5. Interview Biases

When candidates are called for interview there may be many people in the interview panel
who are gender biased or cast biased which will not attract the good candidates to work with
the organization.

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6. Organizational fit

Organizations are mainly searching for people who are either job fit or organization fit.
Finding people for job fit is easy but making them organization fit or make them aware about
the culture of the organization is very difficult for HR to do.

7. Employee Retention

Once people join the organization it is not easy to retain the employee for long period of time
and people go on seeking job with higher pay then the current salary. Once they get the
opportunity they will run away and leave the job.
These are the main challenges which HR department faces during the Selection and
recruitment process. To overcome this there are good practices which HR have to face in
their life.

1.4 COMPETITION IN THE MARKET OF ILP OVERSEAS

Rival firms can be a source of recruitment. Popularly called poaching or raiding, this method
involves identifying the right people in the rival companies, offering them better terms, and
luring them away. To reduce costs, organizations look into labour markets likely to offer the
required job seekers.
Generally, companies look into the national market for managerial and professional
employees, regional or local markets for technical employees, and local markets for clerical
and blue-collar employees.

Sources of Recruitment

There are basically two sources of supply from where potential employees can be drawn.
These are internal sources and external sources. Internal sources indicate recruiting qualified
people from within the organization itself (from the present working force).
When reference is made to the number of employees already employed by the organization,
we speak of the internal supply.
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Whenever any vacancy occurs, someone from within the organization is upgraded, promoted,
or transferred to another department also goes into the category of an internal source of
recruitment.
External recruitment is concerned with generating a pool of qualified candidates through
external sources of employment.
The external sources of recruitment include – employment at the factory gate, advertisements,
employment exchanges, employment agencies, educational institutes, labour contractors,
recommendations, etc.
Advantages and disadvantages are associated with promoting from within the organization
and hiring outside the organization to fill openings.

Advantages of internal recruiting

 The people responsible for selecting internal candidates for vacant positions have
access to more comprehensive information about their abilities, track record, and
potential achievement than they would have if selecting people originating from an
external source.
 It is motivating to employees, as they are preferred over outsiders when the vacancies
occur. Employees tend to be committed to firms under the circumstances.
 It provides an opportunity for advancement.
 It is economical in terms of time and money.
 It improves employee morale.
 It improves the image of the organization.
 It improves the probability of better performance as the candidate is in a better
position to know the objectives and expectations of the organization.

The demerits of the internal source

 The promotion may be biased in nature and may be based on seniority rather than
merit.
 Possible moral problems emerged for those who have not been promoted.
 Political infighting for promotions.
 An option may be limited in locating the right talents.
 This channel of recruitment discourages new blood from entering the organization.
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  Inhibits innovation and creativity.
 Establishes subjectivity in the promotion.
Promotion from within should be aided by careful employee Selection. The employment
process should Favour those applicants who have the potentials for promotion.
Effective promotion from within also depends on other HR actions. It depends on providing
the education and training needed to help employees identify and develop their promotion
potential. It also requires a career-oriented appraisal.
Advantages of external sources
Recruiting from outside the organization is known as an external source.

All firms more or less rely on external sources. Advantages of external sources are: o It offers
the organization the opportunity to inject new ideas into its operations by utilizing the skills
of external candidates.
 Improves the knowledge and skill of the organization by recruiting from outside
sources.
 Improves and helps in sustaining competitive advantage.
 Brings the economy in the long run.

Disadvantages of external sources

 It is costly.
 It causes brain drain due to fear of lack of growth potential.
 It contributes to a higher probability of employee turnover.
 Demoralization of existing employee for alleged double standard and Favour shown
towards new recruitment from outside by offering better position and pay.

Purpose and Importance of Recruitment

The Purpose and Importance of Recruitment are given below:

 Attract and encourage more and more candidates to apply to the organization.
 Create a talent pool of candidates to enable the Selection of the best candidates for the
organization.
 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
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  Recruitment is the process that links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the Selection Process by decreasing the 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 organization‘s 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.

1.5 SWOT ANANLYSIS

SWOT analysis (or SWOT matrix) is a strategic planning technique used to help a person or
organization identify strengths, weaknesses, opportunities, and threats related to business
competition or project planning.

This technique, which operates by 'peeling back layers of the company‘s designed for use in
the preliminary stages of decision-making processes and can be used as a tool for evaluation
of the strategic position of organizations of many kinds (for-profit enterprises, local and
national governments, NGOs, etc.). It is intended to specify the objectives of the business
venture or project and identify the internal and external factors that are favorable and
unfavorable to achieving those objectives. Users of a SWOT analysis often ask and answer
questions to generate meaningful information for each category to make the tool useful and
identify their competitive advantage. SWOT has been described as the tried-and-true tool of
strategic analysis, but has also been criticized for its limitations.

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THE SWOT ANALYSIS OF ILP OVERSEAS

STRENGHTS WEAKNESSES

 Reduces Hiring Time  User interface

 Reduces On boarding Time  Lack of capital
 Lower Cost to Management  Lack of information
 Encourages Employee  Technology barrier at various parts
Engagement and Morale of India and abroad

OPPORTUNITIES THREATS

 Diverse user base leading to  Creates a Culture of Resentment

diverse users  Many other competitors coming up
 Content sharing platforms are with new technology and features
increasing rapidly helping in new  Technology jargons
opportunities for the platform  Hacking of website.
 Due to social media boom, a lot
of people are looking for such
convenient platforms.

27
 CHAPTER - 2

RESEARCH METHODOLOGY

28
 2.1 SIGNIFICANCE OF THE PROBLEM

• The study will be worth full for the industry to take some update and dedication and
will make them competent within the existing dynamic environment.
• The study will provide the industry clues about what the employees expect or what
modifications they want in the existing process of Recruitment & Selection
programmes more impeccable on the employees.
• This will not only upgrade the morale of employees but also within the faith of the
workers in the Organization‘s policies.
• This will make the employees to work with more confidence.

2.2 OBJECTIVE & SCOPE OF THE STUDY

Objectives of the study

Main Objectives –

• To understand the Recruitment and Selection Practices at ILP Overseas

• To analyze the effectiveness of Recruitment and Selection Practices at ILP Overseas
• To recommend a suitable framework for enhancing the effectiveness of Recruitment
and Selection Practices at ILP Overseas.

Other Objectives –

• To study the techniques of Recruitment & Selection followed by ILP Overseas.

• To get the knowledge that how Recruitment & Selection benefits an organization and
its employees.
• To study that how it has benefited to International Learning Planners in –
 Enhancing productivity.
 Attaining global standards.

29
 • To get the suggestions feedback from the employees of International Learning
Planners about the Recruitment & Selection Process followed in the Organization.
• To study the employees‗ attitude towards present Selection system
• To provide the recommendations to the management, if any, from the study conduct.

Scope of the study

• The scope of the study covers analysis of Recruitment and Selection practices at ILP
Overseas Company.
• The project gives an outline of what Recruitment & Selection is and how it should be
conducted.
• Defining the process of Recruitment & Selection, the person who should be involved
in the process and what should be the criteria involved in Recruitment &Selection.
• To increase the productivity by increasing the level of performance.
• The project would help the employees by improving their knowledge as well as skills.
• The data has been collected through the questionnaire and from various websites and
books and practical aspects of the topic has been taken care by giving information.

2.3 MANAGERIAL USEFULNESS OF STUDY

This project aims at evaluating the effectiveness of Recruitment and Selection Process at ILP
Overseas. Therefore the recommendations from this project will lead to saving cost of the
organization. The cost can be saved in conducting Recruitment and Selection Process. The
time and manpower efforts can be diverted towards more productive work of the
organization. The company can focus on maintaining good retention ratio and can also
minimize attrition rate.

 This study going to help the management in evaluating the Recruitment and Selection
Process at ILP Overseas.
 Through my study the management is able to identify the main reasons of high
employee turnover.
 It going to help the management in saving the cost of the management.
30
  It going to help in saving the time and employees energy.
 It suggested the management of effective Retention measures.
 It help in the employee attribution problem.

2.4 TYPE OF RESEARCH AND RESEARCH DESIGN

(A) Type of Research:

In this report I used the Exploratory Research. Because my aim is to explore the main aspects
of an under researched problem, while exploratory research aims to explain the causes and
consequences of a well-defined problem.

(B) Research Design

Exploratory research design is used. The exploration process is carried out with literature
review and survey method.

Primary Data:

Primary data is sourced from employees, managers, HR Executives of ILP Overseas in order
to understand the effectiveness of Recruitment & Selection Method of the company.

Secondary data:

It is sourced by ILP Overseas annual report, magazines, articles, newspapers, research papers.

Sample size:

50 respondents of the company (employees, managers, HR Executives)

Sample Design:

Simple random sampling

31
Sampling Unit: -

The respondent was asked to fill out questionnaires are the sampling units. All the respondent
are a part of International Learning Planners (ILP) Overseas.

a) Type of Universe/ Population: Finite

b) Sampling Unit: ILP Overseas company
c) Sampling Frame: Seniors and peers
d) Sample Size: 50 respondent
e) Sampling Techniques: Probability technique/Non-probability technique

2.5 DATA COLLECTION METHOD

The study data is collected by using two different methods and those are -

1. Secondary Data:

It is sourced by company website, annual report, magazines, articles, newspapers, research

papers, etc.

All methods of data collection can supply quantitative data (numbers, statics or financial) or
qualitative data (usually words or text). Quantitative data may often be presented in tabular or
graphical form. Secondary data is data that has already collected by someone else for a
different purpose.

Need of using secondary data –

• This Data can be used in the collection of primary data.

• They are one of the cheapest and easiest means of access to information.
• Secondary data may actually provide enough information to resolve the problems
being investigated.
• Secondary data can be a valuable source of new ideas that can be easily explored later
through primary research.
32
 2. Primary Data:

Primary data is sourced from employees, managers, HR Executives of ILP Overseas in order
to understand the effectiveness of Recruitment & Selection Method of the company.

In primary data collection, you collect the data yourself using methods such interviews and
questionnaires. The key point here is that the data you collect is unique to you and your
research and, until you publish, no one else has access to it.
I have tried to collect the data using questionnaires. The key point is that the data collected is
unique and research. It is done to get the real scenario and to get the original data.
In primary data collection, you collect the data yourself using methods such as interview and
questionnaires. The key point here is that the data you collect is unique to you and your
research and until you public, no one else has access to it. There are many methods of
collecting primary data.
Main methods includes:-
• Questionnaires
• Interviews
• Observation
• Case studies
• Critical incidents
• Portfolios

Questionnaire: -

Questionnaires are a popular means of collecting data but are difficult to design and often
require many rewrites before an acceptable questionnaire is produced.
The features included in questionnaire are: -
• Theme
• Instructions for completion
• Types of questions
• Length

33
 2.6 LIMITATIONS TO THE STUDY

There are certain limitations in the study conducted, as few of them are as follows: -

• As the survey was conducted via Google forms, there may be data which is not as
accurate as it is when one conducts a live interview with the user.
• The data can be a mix of reliable and false information.
• Since it was not conducted in the sight of the interviewer, maybe the respondent had
unclear doubts and questions that he/she could have understood.
• Time Constraint.
• Unwillingness of the respondents to share the responses.
• Confidentiality clause of the company.
• Primary data might not be too realistic and may suffer from personal biases of the
respondents.
• The secondary data available is outdate, therefore exactness lack.
• The survey took much time as the employees were busy in their work so responded
with passage of time.

34
 CHAPTER - 3

CONCEPTUAL DISCUSSIONS

35
 3.1 RECRUITMENT & SELECTION PROCESS OF ILP OVERSEAS:

Steps to the Recruitment Process

Now that you know what a good recruitment process looks like, how do you create one for
your business? We‘ve broken things down into simple and actionable recruitment process
steps:

1. Identify Your Needs

Create a list of needs before you create a job posting. It may seem easy to identify the hiring
need when you‘re replacing an employee who just left, but the task gets more difficult if
you‘re creating a new position or changing the responsibilities of a role.

2. Prepare the Job Description

Creating a good job description is a vital piece in crafting an effective recruitment strategy.
Once you understand your business and department‘s needs, you should determine the duties
and responsibilities of the role and write them out.
Job descriptions help communicate the organization‘s needs and expectations to a potential
candidate. It‘s essential to be as specific as possible in the job description to attract and meet
candidates who can sufficiently meet the demands of the role.

3. Create a Recruitment Plan

Save time and energy by creating a recruitment plan. Strategize the best ways to get the word
out about the job. Determine who will be reviewing resumes, scheduling interviews, and
deciding on the right candidates.

4. Start Searching
36
Use keyword recruitment tools to cut down on your search time during the recruitment
process. This can be the most time-consuming part of recruiting, and keyword tools can weed
out unqualified applicants.

5. Recruit Top-Tier Candidates

The best candidates likely have many options, and you‘ll need to maintain timely
communication or they‘ll quickly move on to other opportunities. Use a mobile hiring app to
review top candidates quickly, right on your smartphone, whether you‘re in the office or on
the go.

6. Conduct a Phone Screening

Once you have your eye on certain applicants, conduct a phone screening to narrow down the
Selection Process and make sure you want to take the time to interview the candidates in
person. Make a list of the best interview questions to ask before you get started.

7. Interview in Person

Interviews should be conducted soon after a phone screening—ideally within a week. The
process shouldn‘t stretch on too long, or candidates may lose interest. Communicate with the
interviewee about where you are in the process and how long it will take to get back to them
with your decision. And then be sure to follow up, even if you decide they‘re not a good fit.
Be sure to allot enough time so you can focus and give candidates your undivided attention.

8. Offering the Job

Just because you offer an employee a job doesn‘t mean they‘re going to accept. Take great
care in this step of the process to present a desirable offer the candidates won‘t want to pass
up. Over 90 per cent of people report being contacted by a manager can make them accept a

37
job offer faster, so don‘t be afraid to reach out. But expect the process to take time, and be
ready to negotiate salary and benefits.

On boarding a New Employee

Now that you‘ve determined which candidates will be joining your team, the real work
begins. Implement a new hire on boarding process so, the candidates have a positive
experience and can easily dive into the job you‘ve hired them for.
The on boarding process shouldn‘t simply focus on new hire paperwork—it should focus on
processes and resources that will help new hires transition successfully into the company. For
example, assigning a mentor or a buddy and setting up one-on-one time with managers can
help expedite new hire proficiency.

 Training and Development

 Recruitment & Selection offer an excellent opportunity – perhaps the best that will
ever occur – for a supervisor and subordinate to recognise and agree upon individual
training and development needs.
 During the discussion of an employee‘s work performance, the presence or absence of
work skills can become very obvious – even to those who habitually reject the idea of
training for them!

 Recruitment and Induction

 Recruitment data can be used to monitor the success of the organization‘s Selection
and induction practices. For example, how well are the employees performing who were
hired in the past two years?
 Recruitment data can also be used to monitor the effectiveness of changes in Selection
strategies. By following the yearly data related to new hires (and given sufficient
numbers on which to base the analysis) it is possible to assess whether the general
quality of the workforce is improving, staying steady, or declining.

38
Selection Factors used in International Learning Planners (ILP) Overseas
There are various factors used for Selection in International Learning Planners (ILP)
Overseas: -
1. Ability to plan, delegate, control and coordinate.
2. Knowledge of the job
3. Clarity about objectives
4. Ability to take decisions
5. Power of expression, written and verbal
6. Cooperation
7. Manner and general bearing
8. Initiative
9. Communication skills
10. Attitude to work
11. Loyalty
12. Sociability

Recruiter & selector

Recruiter and selector are the persons who identifying the need for a job, defining the
requirements of the position and the job holder, advertising the position and choosing the
most appropriate person for the job. Undertaking this process is one of the main objectives of
management.

METHODOLOGY

Data Collection:

In order to accomplish the goals of this study, 5 peoples research paper is reviewed on
Recruitment and Selection Process for the past 7 years were collected from various sources
for analysing the study. The data were collected from various websites.

39
Analysing the collected data:

The analysis of this study was elaborate in several stages with adequate sample and collected
data. The content analysis table shows the year, journal name, author name, title.

3.2 LITERATURE REVIEW

Year Author The name of the study

2020 Sania Usmani Recruitment and Selection Process at Workplace: A

Qualitative, Quantitative and Experimental
Perspective of Physical Attractiveness and Social
Desirability (2020)
The most important results and recommendations
mentioned in this review came to search of three studies
related to the subject of the recruitment process and
selection in the workplace: a qualitative, quantitative and
experimental perspective of physical attractiveness and
social desire. It was concluded that all three studies and
data analysis, and found that physical attractiveness does
not play a role in the selection and employment process
Individually, this review will help shed light on theories
on the factors that affect the recruitment process. The
results of this review will also guide all future studies on
how appearance, confidence, communication skills and
resumption of clarity play an important role in the
recruitment process rather than physical or facial
attractiveness.

40
2020 Dharshini.K.A A Pragmatic study on Human Resources Trends in
& Seleena.R recruitment and selection process in Non-Banking
Financial Companies in Kanniyakumari district (2020)
The most important study recommended that it is
necessary to enhance the new form of talent acquisition,
such as campus recruitment, the trainees program to
employ the appropriate talents, and the evaluation of
candidates during recruitment must be more efficient.
This study provided a conclusion that the recruitment
process and selection among employees of non-banking
financial companies have a positive importance Regarding
their job satisfaction, the company still has to enhance the
level of employment in new formulas for employment of
qualified employees in the coming time period.

2019 Tri Indri Indonesian Language Assistant Program In Australian

Hardini and Schools: Recruitment And Selection Process (2019)
Others It became evident from this study that the UPI Indonesian
recruitment process has several stages. Each stage has its
own purpose to choose the best candidates required by
both UPI and DET. It is expected that each process of
selection processes will thoroughly explore the general
skills and competencies of the candidates. The study
recommended the necessity of sustaining this program,
and it is also necessary to continuously improve the
recruitment and selection system in order to select the best
candidates for the coming years.

2019 Sophia Diana Challenges in Recruitment and Selection Process: An

Rozario and Empirical Study (2019)
Others The study indicated that there are some restrictions and it

41
 was considered an introductory study for future research.
The first limitation relates to the cross-sectional nature of
this study describing participants' feelings and thoughts
about the selection process at a particular time only.
Therefore, the results are based on the participant's
emotions for that period only rather than evidence over a
period of time for all VTA members. Another limitation is
that the results are presented only to the views of the
participants in this study only, and therefore represent a
partial perspective for reviewing the selection process
when considering all other employees in the organization
who did not participate in the study. Based on the results
of this research, one of the important results is to provide a
comprehensive and representative research By involving
more participants from each organization in this sector.
This will greatly enhance the empirical knowledge base on
employee selection as well as provide valuable insights
and comparisons on perceptions of talent acquisition
between different sectors. This will make a valuable
contribution to developing a more comprehensive
understanding of talent acquisition and staff selection in
the recruitment process.

2018 Ahmedabad A Study On Recruitment And Selection Process Of

Airtel (2018)
The study presented several recommendations, the most
important of which was the necessity of an effective
human resources management in the organization that
depends on the effectiveness of many other human
resources activities such as selection and training on the
quality of new employees who are attracted through the
recruitment process. Also on raising awareness about the

42
 risk of wrongful appointments, management must obtain
specific training on the recruitment process. Finally, an
improvement in organizational results was observed as a
result of improved recruitment and selection strategies.
More effectively, the more organizations recruit and
choose candidates, the more likely they will be recruited
and retained. In addition, the effectiveness of the
enterprise selection system can affect low business
outcomes, such as productivity and financial performance.
Therefore, money investment is spent on developing a
comprehensive and valid selection system.

2017 Dr. Amer Hani Recruitment and Selection Practices in Business

Al-Kassem Process Outsourcing Industry (2017)
The study recommended that access to employee services,
develop their skills, and motivate them at high levels of
performance, and in order to ensure the maintenance of
their commitment to the organization, this is necessary to
achieve organizational goals. Also, no organization can
survive without giving importance to its employees.
Moreover, the adoption of different business models, best
practices and strategies is the motto that the institution
must follow to retain its employees. Achieving reasonable
expectations for employees must be an ongoing process.

My review little bit different from the above people -

2022 Alim Khan Internship Report on Recruitment and Selection

Process (2022)
The report made several recommendations; the most

43
important of which was that all the procedures could be
computerized via the Internet so that some work is reduced
and opportunities for manual errors are reduced. It also
recommended that it is necessary to assign more
manpower. There is a need for more manpower in
proportion to work. And the need to give more facilities to
the trainees, and the most important goal was that they
should search for quality instead of quantity in the case of
selecting or employing employees sometimes to achieve
the goal and incentive, they choose some unqualified
people who cannot bear the workload and fall into
depression and finally expel them from the organization.

3.3 CURRENT ISSUES

44
 CHAPTER – 4

DATA ANALYSIS

45
 4.1 METHODS OF DATA COLLECTION

A Google form was used to take a survey; it wasn‘t a good choice to have live interviews
with potential users, a Google form having questions which can be answered in a short type
answers.

Method of data analysis:

Methods used for data analysis are simple percentage analysis, pie charts. MS-excel software
is used to aid the data analysis and presentation of graphs as well as the inbuilt Google survey
charts

Instruments of Data collection:

A structured questionnaire was prepared with close ended multiple choice questions and open
ended questions for discussion and additional information.

Type of questionnaire used-

• Multiple choice
• Long answer questions

Tools of data collection:

Primary data:

The data is original in nature and it is collected at first time for a specific purpose is called as
primary data.
Total no. of participants in the survey – 50
46
 4.2 DATA ANALYSIS

Data Collection Sample Size - 50

Sample Frame - Primary Data from Seniors & Peers.

Sampling method

• Convenience sampling through Google forms.

• The Google form was shared via internet to their peers & seniors who might be interested in
sharing their thoughts.

Q1. Do you have knowledge of Recruitment & Selection Process in your organization?

This question had an option of multiple choices of questions, the choices included
1. Yes
2. No

2%

Yes
No

98%

47
Interpretation

From the above representation we can see that 98 % employees of the organization have
knowledge of the Recruitment & Selection Process in their organization. And 2 % are not
aware about this programme in the organization.

Q2: Is Recruitment & Selection Process necessary for the growth of an organization?

This question had an option of multiple choices of questions, the choices included
1. Yes
2. No

5%

Yes
No
95%

Interpretation

From the above representation it is clear that 95% employees of the organization says
that the Recruitment & Selection Process is necessary for the growth of an organization. And
5% employees say that it is not necessary for the growth of an organization.

48
Q3: What kind of Recruitment & Selection does your organization use?

This question had an option of multiple choices of questions, the choices included
1. Traditional method
2. Modern method

20%

Traditional method
Modern method

80%

Interpretation

From the above representation we can see that 80% employees of the organization
says that modern methods should be used in their organization but 20% of them says that
traditional methods should be used.

49
Q4: Is Recruitment & Selection Process effectively reviewed in your organization?

This question had an option of multiple choices of questions, the choices included
1. Effective
2. Not Effective

7%

Effective
Not Effective

93%

Interpretation

From the above representation it is clear that 93% employees of the organization says that
the Recruitment & Selection Process is effectively reviewed in their organization and 7% of
them says no for this.

50
Q5: How Recruitment & Selection Process benefited for you?

This question had an option of multiple choices of questions, the choices included
1. Monetary
2. Non-Monetary
3. Both

4% 6%

Monetary
Non-Monetary
Both
90%

Interpretation

From the above representation we can see that 96% employees of the organization says
that Recruitment & Selection Process is benefited for them in both monetary and non-
monetary terms and 4% of them says that it is benefited only in monetary terms.

51
Q6: Are you satisfied with your internship responsibilities?

This question had an option of multiple choices of questions, the choices included
1. Yes
2. No

10%

Yes
No

90%

Interpretation

From the above representation it is clear that 90% employees of the organization says
that they are satisfied with their internship responsibilities and 10% of them are not.

52
Q7: Are you satisfied with the type of supervision you receive?

This question had an option of multiple choices of questions, the choices included
1. Yes
2. No

5%

Yes
No

95%

Interpretation

From the above representation we can see that 95% employees of the organization says
that they are satisfied with the type of supervision they have and 5% employees are not
satisfied.

53
Q8: Does the Recruitment & Selection Process require any change?

This question had an option of multiple choices of questions, the choices included
1. Yes
2. No

40%

Yes
60%
No

Interpretation

From the above representation it is clear that 60% employees of the organization says
that the Recruitment & Selection Process requires changes and 405 of them says that it does
require any change.

54
Q9: How often do you want Recruitment & Selection Process to take place?

This question had an option of multiple choices of questions, the choices included
1. Annually
2. Six months
3. Quarterly

3%

12%

Annually
Six months
Quarterly

85%

Interpretation

From the above representation we can see that 85% employees of the organization says
that the process of Recruitment & Selection should take place annually, 12% employees says
that it should take place six monthly and 3% of them also says that it should take place
quarterly.

55
Q10: What is the purpose of Recruitment & Selection?

This question had an option of multiple choices of questions, the choices included
1. Organization growth
2. Social benefits
3. Promotion
4. Increase productivity

3% 10%
2%

Organisation Growth
Social benefits
Promotion
Increase productivity

85%

Interpretation

From the above representation it is clear that 85% employees of the organization says that
the purpose of Recruitment & Selection is organizational growth, 2% of them says that its
purpose is social benefits, 3% of them says that its purpose is promotion and 10% of them
also says that its purpose is productivity increase.

56
Q11: What is your opinion about the Recruitment & Selection Process Policy of Your
Organization?

This question had an option of multiple choices of questions, the choices included
1. Satisfactory
2. Good
3. Need

9%

21%

Satisfactory
Good
70%
Need

Interpretation
From the above representation we can see that 70% employees of the organization think
that the Recruitment & Selection Process Policy of their organization is satisfactory, 21% of
them says that is good and 9% employees says that it is need.

57
Q12: Are you aware of the traits mostly pointed out in the Recruitment & Selection Process?

This question had an option of multiple choices of questions, the choices included
1. Yes
2. No

18%

Yes
No

82%

Interpretation

From the above representation it is clear that 82% employees of the organization are
aware of traits i.e., their strengths and weaknesses mostly pointed out by the Recruitment &
Selection Process and 18% employees gives no comments.

58
Q13: Evaluate yourself on the following factors:
 Need improvement
 Satisfied performing
 Very competent
 Outstanding

This question had an option of multiple choices of questions, the choices included
1. Need improvement
2. Satisfied performing
3. Very competent
4. Outstanding

25% 26%

Need improvement
Satisfied performing
14%
Very competent
35% Outstanding

Interpretation

From the representation we can see that 26% employees of the organization says that they
need improvement, 35% employees are satisfied with their performance, 14% employees
says that their performance is very competent and 25 employees says that their performance
is outstanding.

59
Q14: According to you which type reward motivates you the most?

This question had an option of multiple choices of questions, the choices included
1. Monetary & Non-monetary
2. NO

4%

Monetary & Non-monetary

No
96%

Interpretation

From the above representation it is clear that 96% employees of the organization says that
both monetary and non-monetary type of rewards motivates them and 4% employees give no
comments.

60
Q15: How often do you want Recruitment & Selection Process to take place?

This question had an option of multiple choices of questions, the choices included
1. Annually
2. Quarterly
3. Monthly

3%
12%

Annualy
Quarterly
Monthly

85%

Interpretation
From the above representation we can see that 85% employees of the organization says that
the process of Recruitment & Selection should take place annually, 12% employs says that it
should take place Quarterly and 3% employee says that it should take place Monthly.

61
 CHAPTER - 5

MY CONTRIBUTION TO THE BODY OF

KNOWLEDGE

62
Knowledge is power. Information is liberating. Education is the premise of progress, in every
society, in every family. Though the whole world faced a dilemma with the outbreak of the
covid-19 virus, it is technology that has helped us stay connected and sane, by this been said,
every one of us underwent online work. So I also choose to do my SIP in online mode,
though it was challenging at times but we‘ve learnt something new every day through this
opportunity of SIP given to us.

As an intern in, International Learning Planner Overseas. I learnt a lot of things which helped
me to gain a great experience of Recruitment & Selection Process as an intern. I learnt a basic
knowledge of how to deal with peoples need and preferences at the company and also gained
knowledge regarding how front end and back end teams work harmoniously. Here I also
groomed myself in convincing skills. The most important part and best experience of the
internship was giving me the opportunity to talk to the clients/candidates about their work
and their needs when it comes to submitting their work experience and making a resume
online according to their work. It helped me to actually observe and take into notice the
whole process of needs and what as a HR and how and where it should be channeled. My
contribution to the body of knowledge was to be a hardworking and sincere intern in that
firm.

My roles and contribution to the internship -

 Take charge of the Recruitment & Selection Process position of the company ILP
Overseas.
 Hiring skill full & right candidates for the company.
 Making report about the candidates.
 Screening every candidates resume and information.
 Taking interview of new candidates.
 Onboarding the new candidates.
 Helping the new candidates in their work and given motivation also.
 Submitting my daily work report to my seniors.
 Hiring candidates for different domains like sales marketing, digital marketing & HR.
 Taking different surveys and circulating them among people.
 Worked on LinkedIn optimization for different clients.
 Using LinkedIn for posting hiring post to hire candidates for the company.
 Looking for bugs or things that can be improved on the portal of ILP Overseas.

63
 CHAPTER - 6

FINDING, CONCLUSION AND SUGGESTIONS

64
 6.1 (A) FINDINGS

 The organization has a very transparent environment.

 The interaction between the employees is very healthy.
 One can get access to seniors for purpose easily.
 Facilities provided by the organization are excellent.
 The employees are given timely feedback.
 The organizational goals and the employees go hand in hand.
 The reward system is unbiased and proper recognition is given to the employees.
 Training is given to all employees who have not done well in the current position so
as to identify the gap and to enhance their performance and indirectly to increase the
productivity of the organization. The procedure of the training is latest.
 Most of the employees working in spell are satisfied with their current position.
 The employees in spell are motivated to assist their respective departments in meeting
their goals and objectives.
 The employees are very happy with their Recruitment & Selection system which are
on time and good employees are always recognised.
 The pay benefits and the perks given to the employees are as per the market standards
and therefore the employees are satisfied with packages.
 Employees satisfaction is quite high in the organization.

(B) CONCLUSION

In an ideal circumstance everyone would know everything about what is important and why,
and so be able to select the exact right thing to doat any instance to ensure that the collection
of people that make up the organization do just enough of the right things at the time to get
exactly the outcomes required with minimum efforts. But even in the smallest organization
this rarely happens.
Therefore, it is very important to develop a performance system that accurately reflects the
employee performance in an organization. Recruitment & Selection ensures that goal is
consistently being met in an effective and efficient manner. Doing Recruitment & Selection
in a healthy right and a transparent way motivates an employee in such a way that it also
leads to employee satisfaction. Recruitment & Selection Process is not generic or easily
passed from one company to another, its design and administration must be tailor – made to
match the employee‘s and organizational characteristics and qualities.
Recruitment also facilitates the effective delivery of strategic and operational goals.

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The impact of implementation of good „Recruitment & Selection Process‟ on International
Learning Planners (ILP) Overseas, is that after implementation of Recruitment & Selection,
the Performance of the employees improved and it started working effectively.
Through this study I observed that in an organization Recruitment System is effective but
there is always a scope of improvement so it can be modified and changed to get better
results.
A company which has a sound „Recruitment & Selection Process‟ often wins the
employees, has maximum core competencies and always has a competitive edge over the
other organization.

(C) SUGGESTION & RECOMMENDATIONS

After conducting this study, I came to know about the working of the organization this is
International Learning Planners (ILP) Overseas. I came to know about the system which are
implemented for growth of the organization and for the achieving its objectives. As due to
this study I got an opportunity to interact with the employees of International Learning
Planners (ILP) Overseas, with the help of data collection tool, which I used as my research
tool. I came to know their views about the system which is implemented in the organization.
After studying, analysing and observing I would like to give some suggestions or
recommendations which can be fruitful: -
 The performance of the employees should be reviewed timely at a short period of time
so that they feel motivated and keep on giving positive results.
 The superiors and subordinates both should discuss their thoughts and superior should
accept the suggestions of the subordinates for the smooth working in the organization.
 An impartial committee should assess the performance and management should give
proper suggestions to the company.
 According to the hierarchy the Recruitment & Selection should be done. Each
employee should be motivated and encouraged so that they can give better results.
 An expert professional can be hired to take care of the working and improve the
shortcomings of the system.
 The employees should be observed efficiently and a just and fair judgement should be
done so that there is no interference in harmony of the organization.

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 For the non-executive there should be classes in which they are taught about the
implementation and benefits of the Recruitment & Selection Process in the organization.
 Reviewed performance measurement tools and strategies regularly.
 Employees pointed out about the excessive workload. Sometimes excessive workload
is important for meeting the goals of the organizations but activities should be conducted
in between that can reduce stress level of the employees, e.g., Games, some light
competitions etc.
 Allow the employees to bring to the table his/her hopes and aspiration regarding
future assignments and career development.
 Set forth training and development programme for the employees, provide
information on company performance, goals, and future plans, and answer the employee‘s
questions honestly.
 The Recruitment & Selection instruments should be set up in such a way that they
contain no unsatisfactory rating evaluation scores.
 Provide the opportunity for the broader feedback. Use 360-degree Performance
feedback system that incorporates feedback from the employee‘s peers, customers, people
who may report him.
This seems like a tall order, but it reflects a sound approach to handling
employee Recruitment & Selection where increased employee motivation is the goal.

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 CHAPTER - 7

SUMMARY OF THE PROJECT

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 7.1 BIBLIOGRAPHY

Books –
 K. Ashwathama, Human Resource and Personal Management, Tata Mc Graw Hill.
 Gary Dessler, Human Resource Management, Prentice Hall of India Pvt. Ltd.
 H.R. Manual – 2021, International Learning Planners (ILP) Overseas.
 D. K. Bhattacharya, Research Methodology.

Websites –
 www.economicstimes.com
 www.shrm.org.com
 www.rediff.com
 www.en.wikipedia.org
 www.humanresource.hrvinet
 www.ilpoverseas.com

QUESTIONNAIRE

(Recruitment & Selection Process)

Dear Sir/Madam,

Kindly give your valuable and most accurate response for the following questions
designed to study the effectiveness of Recruitment & Selection Process of ILP OVERSEAS.

Name: -
Designation: -
Department: -
Gender: -
Age: -
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Q1. Do you have knowledge of Recruitment & Selection Process in your organization?
(a)Yes (b) No

Q2. Is Recruitment & Selection Process necessary for the growth of an organization?
(a)Yes (b) No

Q3. What kind of Recruitment & Selection does your organization use?
(a)Traditional Method (b) Modern Methods

Q4. Is Recruitment & Selection effectively reviewed in your organization?

(a)Yes (b) No

Q5. How Recruitment & Selection Process benefited for you?

(a)Monetary (b) non-monetary (c) Both

Q6. Are you satisfied with your job responsibilities?

(a)Yes (b) No

Q7. Are you satisfied with the type of supervision you receive?
(a)Yes (b) No (c) Both

Q8. Does the Recruitment & Selection Process require any Change?
(a)Yes (b) No

Q9. How do you want Recruitment & Selection Process to take place?
(a)Quarterly (b) Six Month (c) Yearly

Q10. What is the Purpose of Recruitment & Selection?

(a)Organizational Growth (b) Promotion
(c) Productivity Increase (d) Social Benefits

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Q11. What is your opinion about the Recruitment & Selection Process policy of your
organization?
(a)Good (b) Satisfactory
(c)Needs (d) Total ineffective

Q12. Are you aware of the traits mostly pointed out by the Recruitment & Selection Process?
(a)Your strength (b)Your weakness
(c)Both (d) No comments

Q13. Evaluate yourself on the following factors:

(a)Outstanding (b) Very Competent
(c)Satisfactory (d) Need Improvement

Q14. According to you which type of reward motivates you the most?
(a)Monetary (b) non-monetary
(c)Both (d) No Comments

Q15. Do you think Recruitment & Selection effective useful in your Job
(a)Yes (b) No

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THANK YOU

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