A

SUMMER TRAINING PROJECT REPORT

ON “RECRUITMENT & SELECTION” AT RSPL GROUP

(Submitted in partial fulfilment of Summer Training Project for MBA course)

Submitted to: Submitted by:

Mr. Lokesh Joshi Vaishnavi Singh

(Assistant professor) MBA 2nd year

DAYANAND ACADEMY OF MANAGEMENT STUDIES

AFFILIATED TO A.K.T.U. LUCKNOW

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 PREFACE

Human resource is an important corporate asset and the overall performance of company
depends on the way it is put to use. In order to realize company objectives, it is essential to
recruit people with requisite skills, qualification and experience. While doing so we need to
keep present and future requirements of company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market
conditions. Recruitment is almost central to any management process and failure in recruitment
can create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour shortages, or
problems in management decision making.

Recruitment is however not just a simple selection process but also requires management
decision making and extensive planning to employ the most suitable manpower. Competition
among business organisations for recruiting the best potential has increased focus on
innovation, and management decision making and the selectors aim to recruit only the best
candidates who would suit the corporate culture, ethics and climate specific to the organisation.

The process of recruitment does not however end with application and selection of the right
people but involves maintaining and retaining the employees chosen. Despite of well drawn
plan on recruitment and selection and involvement of qualified management team,
recruitment processes followed by companies can face significant obstacles in
implementation. Theories of HRM may provide insights on the best approaches to
recruitment although companies will have to use their inhouse management skills to apply
generic theories within specific organizational contexts.

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 ACKNOWLEDGEMENT

First and foremost, I would like to thank DAYANAND ACADEMY OF

MANAGEMENT STUDIES for giving me the platform to work with such a prestigious
company in the HR sector. I am thankful to my faculty guide and Mr. Lokesh sir for providing
me help and support throughout the Project Report period who helped, inspired and mentored
me and without their help this project report would not have taken its current shape. Under
their brilliant untiring guidance. I could complete the project being undertaken on the
“RECRUITMENT AND SELECTION PROCESS” successfully in time. Their meticulous
attention and invaluable suggestions have helped me in simplifying the problem involved in the
work. I would also like to thank the overwhelming support of all the people who gave me an
opportunity to learn and gain knowledge about the various aspects of the industry.

I once again express my heartfelt in debt to all-aforesaid. Any omission or error in

acknowledgment is inadvertent. For such oversights and lapses, I tender unconditional apology.

VAISHNAVI SINGH

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 DECLARATION

I hereby declare that “RECRUITMENT AND SELECTION” is the result of the project work
carried out by me under the guidance of Assistant Prof. Mr. LOKESH JOSHI in partial
fulfilment for the award of Master’s Degree in Business Administration by ABDUL KALAM
TECHNICAL UNIVERSITY.

I also declare that this project is the outcome of my own efforts and that it has not been
submitted to any other University or Institute for the award of any other degree or Diploma or
Certificate.

Vaishnavi Singh
MBA 2nd year

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 EXECUTIVE SUMMARY

This project focuses on “Process of Recruitment and Selection at RSPL GROUPS, KANPUR”.
The organization has to be more responsive to the changing scenario and latest trends in,
recruitments and then of selection process. Organizational capabilities need improvement
through continuous updating of latest technique, involving latest trends and methodologies
used for Recruitment and Selection of candidates, formulating recruitment policy and in
designing an effective HR Plan as any failure in HR Planning will be a limiting factor in
achieving the objectives of the organization. Objectives in the present day of stiff challenge
from competitive market, it is ongoing process which requires proper identification of
organizational manpower requirement and also ways of hiring the efficient and right person at
the right time. The scope of the project was to collect data from the selected employees of
company, analyse the significance of the data and the conclusion.

The project starts with the general introduction to what Recruitment and Selection is all about.
Then comes the Company Profile. It consists of an introduction about the organization. Here I
have stated the history of the organization, its objectives, products and capabilities of the
organization. The project provides me excellent opportunity to correlate my theoretical learning
with the ground realities of the industry and the market.

To accomplish the above, around 40 employees were surveyed and interviewed. The core
purpose of the survey was to find out employee perspective towards the Recruitment and
Selection process in the organization. In conclusion, this project will enable one to
understand the concept of Recruitment and Selection process among the employees and
simultaneously it will help the employer in practicing them. This report will also help to
understand benefits and drawbacks of present process of the same.

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 TABLE OF CONTENT

1. Introduction… ..................................................................................... 9-29

2. Project Overview ................................................................................. 30-62
3. Literature Review ................................................................................ 63-65
4. Research Methodology… .................................................................... 66-71
5. Data Analysis & Interpretation ............................................................ 72-84
6. Finding, Bibliography & Questionnaire ............................................... 85-91
7. Recommendation… ............................................................................. 92-95
8. Conclusion .......................................................................................... 96

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 CHAPTER 1
ABOUT COMPANY PROFILE

RSPL Limited is a non-government company, incorporated on 22 Jun, 1988. It's a public unlisted
company and is classified as company limited by share'. Company's authorized capital stands at Rs
4500.0 lakhs and has 97.85% paid-up capital which is Rs 4403.25 lakhs. RSPL Limited last annual
general meet (AGM) happened on 30 Sep, 2017. The company last updated its financials on 31 Mar,
2017 as per Ministry of Corporate Affairs (MCA).

RSPL Limited is majorly in Manufacturing (Food stuffs) business from last 34 years and
currently, company operations are active. Current board members & directors are RAJINDER
PAL SINGH, JAGANNATH GUPTA, BANSILAL GYANCHANDANI, MURLI DHAR
GYANCHANDANI, BIMAL KUMAR GYANCHANDANI, MANOJ KUMAR, RAHUL
GYANCHANDANI, ROHIT GYANCHANDANI and RENUKA GULATI .

Company is registered in Kanpur (Uttar Pradesh) Registrar Office. RSPL Limited registered address
is 119-121 (Part), Block P&T Fazal Ganj Kanpur UP 208012 IN. RSPL Group is a Fastmoving
Consumer Goods (FMCG) diversified conglomerate committed to value for money propositions &
credited with several innovations over the last 3 decades. The sagacity to weave its business around
consumer needs has conferred RSPL Group with a distinct value and identity. Efficient capital
structure, cutting edge technology, operational discipline, and a widespread distribution network,
have together attributed to enhance RSPL Group and enabled the organization to deliver value to
consumers. We have a strong presence in fabric care, personal care, and home care products for over
31 years of existence. In the laundry market, Ghadi Detergent (RSPL brand) is the largest brand with
approx. 20% market share.

RSPL manufactures detergent powder and cakes, which are sold under the Ghari brand. The company
has 21 detergent manufacturing units across Uttar Pradesh (UP), Madhya Pradesh (MP), Rajasthan,
Uttarakhand, Jharkhand, Karnataka, Bihar, Chhattisgarh and Maharashtra. RSPL also has a toilet-soap
manufacturing unit in Haridwar (Uttarakhand) which commenced production in fiscal 2008.
Additionally, the company has its own units in Greater Noida and Kanpur for manufacturing packaging
material, one unit for manufacturing of AOS in Dhar (MP), one unit in Haridwar for manufacturing of
home and personal care products, and one unit in Greater Noida for hygiene care products. RSPL also
has 5 wind power plants with installed capacity of 50.1 megawatts (MW). We live in fast paced ever
changing world.
RSPL Limited is a non-government company, incorporated on 22 Jun, 1988. It's a public unlisted
company and is classified as company limited by share'.

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Company is registered in Kanpur (Uttar Pradesh) Registrar Office. RSPL Limited registered address
is 119-121 (Part), Block P&T Fazal Ganj Kanpur UP 208012 IN. RSPL Group is a Fastmoving
Consumer Goods (FMCG) diversified conglomerate committed to value for money propositions &
credited with several innovations over the last 3 decades. The sagacity to weave its business around
consumer needs has conferred RSPL Group with a distinct value and identity. Efficient capital
structure, cutting edge technology, operational discipline, and a widespread distribution network,
have together attributed to enhance RSPL Group and enabled the organization to deliver value to
consumers. We have a strong presence in fabric care, personal care, and home care products for over
31 years of existence. In the laundry market, Ghadi Detergent (RSPL brand) is the largest brand with
approx. 20% market share.
RSPL manufactures detergent powder and cakes, which are sold under the Ghari brand. The
company has 21 detergent manufacturing units across Uttar Pradesh (UP), Madhya Pradesh (MP),
Rajasthan, Uttarakhand, Jharkhand, Karnataka, Bihar, Chhattisgarh and Maharashtra. RSPL also has
a toilet-soap manufacturing unit in Haridwar (Uttarakhand) which commenced production in fiscal
2008. Additionally, the company has its own units in Greater Noida and Kanpur for manufacturing
packaging material, one unit for manufacturing of AOS in Dhar (MP), one unit in Haridwar for
manufacturing of home and personal care products, and one unit in Greater Noida for hygiene care
products. RSPL also has 5 wind power plants with installed capacity of 50.1 megawatts (MW). We
live in fast paced ever changing world. These changes affect our lives and lifestyles and therefore it
is crucial to learn to be resilient. Therefore, in an effort to backward integration, RSPL has set up a
plant in the Dev bhumi, Dwarka District of Gujarat to manufacture soda ash (LSA) in Gujarat with
an investment of over Rs 40 billion. The plant has been commissioned in the current Financial Year
19-20. The company is using the standard Solvay process of M/s. NIOCHIM (Ukraine) with dry lime
technology. LSA is the main raw material and contributes around.

Company History

RSPL Limited (formerly known as Rohit Surfactants Pvt Ltd) was established in 1988 in Kanpur
(Uttar Pradesh) by late Mr. Dayal Das and his sons, Mr. Murli Dhar and Mr. Bimal Kumar. The
company was renamed as RSPL Pvt Ltd and further reconstituted as a public limited company in
August 2011 as RSPL Ltd. During the past decade, RSPL’s promoters acquired several detergent
manufacturing companies. In the year 2006, four companies−Kanpur Detergents & Chemicals Pvt
Ltd, Rahul Detergents Pvt Ltd., Singh Detergents Pvt Ltd and Rohit Soaps & Detergents Pvt Ltd
were amalgamated with RSPL. In 2008, the promoters amalgamated holding company, Ghari
Industries Pvt Ltd, and its subsidiary, Calcutta Detergents Pvt Ltd. with RSPL and hived-off RSPL’s
real estate division to Nimmi Build Tech Pvt Ltd. (earlier known as Poonam Developers &
Infrastructure India Pvt Ltd). Further, in 2011 RSPL hived off its Leather & Footwear division to
Leayan Global Pvt Ltd.

OUR MISSION
To be a part of consumer's daily life by giving them best value for money through well
researched and ever evolving excellent products.

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 OUR CORE VALUES
 Consumer Centricity

 Continuous Improvement

 Integrity

 Thorough Planning and Execution

Key Achievements
Ghadi Detergent brand is one of the fastest growing brands in the FMCG market. The RSPL
Group stands at Approx Rs 6000 Crore today in-spite of competition, is making great strides in
the Indian Detergent Industry and is currently ranked as largest brand in its category with
Approx 20 % market share and is striving to better its position by constant Endeavor. A family
business which started around 1970 for manufacturing and marketing of oil soap with a
turnover of a couple of Lacs turned into a corporate in the year 1988 by entering in
manufacture of Detergents. 10 With the passage of time, by adopting latest technology and
using premium quality raw materials, it developed a product under the brand name “Ghadi” to
the liking of the masses. The Company then diversified into the dish wash bar segment and
launched "XPERT". Further to the success, the company entered into toilet soap segment and
launched toilet soap under the brand name "VENUS", which is available in various variants.
The Company also through its brand Pro-ease is focusing on female hygiene segment to
leverage low penetration in India. RSPL Limited has achieved a turnover of more than Rupees
4500 Crores during 2018-19 from a mere turnover of Rupees 1.39 Crores in the year 1988-89
with an average growth rate of 15 to 20%.

OBJECTIVE OF THE STUDY

My primary objective here is to study and observe the Recruitment and Selection Process of
RSPL Group under the following heads: —
 To study and analyse the Recruitment and Selection process at RSPL Group.
 To analyse the satisfactory level of the employees about Recruitment and Selection
procedure of an organization.
 To study recruitment and selection methods at RSPL Group.

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MANAGEMENT OF RSPL LIMITED
DIRECTORS ON BOARD

RSPL Group is promoted by Gyanchandani family. The promoter directors are combination of
experienced and young persons.

Shri Murli Dhar

Executive Chairman
Joined the family business of his father Late Dayal Das.
His vision and strong dedication laid the foundation of the ‘RSPL Limited’ Group. He has the
responsibilities of finalizing Corporate Strategy & Planning for the growth of the business of
the Group. Under his leadership the Group has established itself amongst the top manufacturers
of detergent products in a short period of nearly 3 decades. He provides guidance to the
younger generation to venture into new categories.

Bimal Kumar
Managing Director
Joined the family business of his father with his elder brother Shri Murli Dhar.
His responsibilities are to supervise and control management of the entire group. His
contribution to the Human Resource Development in the Group has been enormous and his
media and advertisement strategies have proved to be very efficient in terms of sales
response. His ability to spot trends early has helped to identify new segments the company
should foray into.

Manoj Kumar
Director
Joined the business in 1996 at a very young age.
His contribution to the group was the first business diversification in the leather industry. After
establishing Leather and Footwear venture and turning the business into Rs. 100 crores, he is on his
way to create new land marks in Dairy business.

Rahul Gyanchandani
Joint Managing Director
He was appointed Director of the company in the year 2004.
His present responsibilities are operations of Soap & Detergent division of the Company. He is
also actively involved in the planning of new projects. All the expansion plans of soap &
detergent division are moving smoothly under his able direction. He has a vision for backward
integration. Under his able guidance, the company has successfully entered into toilet soap
segment by launching toilet soap under the brand name “VENUS” and foraying into homecare
segment.

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Rohit Gyanchandani
Director
He was inducted to the Board of the Company in the year 2005.
He has the responsibility of planning and monitoring advertising and evolving new strategies
for marketing. He is also looking after real estate business of the Group. One of the Group
company, Nimmi Build Tech Pvt Ltd. is developing residential projects in Kanpur and
Lucknow through SPV.

OUR BRANDS

“In our endeavor to give superior brand experience and value for money to our
consumers”

1- FURO SPORTS

2- PRO EASE

The company has successfully entered into the sanitary napkins segment by launching
sanitary pads under the brand name “Pro-ease” and foraying into hygiene segment

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 3- UNI WASH

4- GHADI DETERGENT

Ghari Detergent powder and cake is manufactured by RSPL; Kanpur based is more than 5000
crore diversified conglomerate in India. The detergent brand was founded by Muralidhar and
Bimal Kumar Gyanchandani in 1987. When Ghari was launched, market was already
dominated by big brands like Surf and Nirma.

Over the years since the launch of Ghari detergent powder, till date there have been
introduction of plethora of brands from biggies like HUL and P&G and many local players. It
came to limelight in late 2012 when it surpassed HUL's wheel detergent and grabbed top spot
in terms of market share. It took almost25 years for Ghari to be the market leader in detergent
market.

5- RED CHIEF

Red Chief Red Chief is one of the leading footwear brands in India since 1997, manufacturing
high quality genuine leather footwear at unbeatable price. The company has recorded an
impressive growth through its enthusiastic and highly motivated marketing team; company has
estimated sales figures of Rs. 900 million in benchmarking standards. In the domestic market it
is one of the most admired footwear brands and holds the valued market share for leather
footwear.

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Red Chief as a brand is constantly evolving to keep pace with the changing trends, styles,
beliefs, and aspirations of people while maintaining the sanctity of certain traditions like
workmanship and good value. Perfection is never ending pursuit for us. With quality as the
hallmark, it is our sincere endeavors that each product that comes through our stateof-art
production line should truly act as the ambassador of goodwill, with the consumers-
reinforcing their conviction in Red Chief.

7- NAMASTE INDIA

RSPL Limited is all set to further consolidate its position in the dairy business with the name of
“Namaste India Foods Private Ltd.” Along with the taste, the milk is full of calcium, protein,
carbohydrates, vitamins, etc., for healthy growth of human body. The Company aims to
provide remunerative returns to the farmers and also serve the interest of consumers by
providing quality products which are good value for money.

NAMASTE INDIA FOODS PVT. LTD.is an Indian Dairy Company that is committed to
supply pure milk & milk products. Situated at Shivrajpur,31 km away from Kanpur Nagar,
company has established a developed Agriculture & Cattle Farm where Agriculture & Cattle
Farming is done by the scientific method. The unit is fully automated with international
standards and plans to collect, process and pasteurize 4 Lakh liter milk per day. Company is
establishing milk chilling center at the distance of every 50 km from its Dairy Plant (around
Kanpur). It strictly follows the rules of cleanliness while processing/pasteurizing its products.
The product portfolio includ Pasteurized Milk, Pure Ghee, SMP & Dairy Whitener, Cheese,
Curd, Flavors Milk and other dairy product.

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8- RENEWABLE ENERGY

In the year 2008, with a view to expand the Wind Power Project, the Group has also
established another Wind Power generation project in Gujarat. The capacity of the project is
9.60 MW with 12WECs’ of 800 KW each.

During the Financial Year 2010-11, the Company has set up another Wind Power Farm, having
a capacity of 10.5 MW, in Tamil Nadu. It has been set up in technical collaboration with
Suzlon Energy Limited. Presently the company has installed capacity of producing 26.1 MW
wind energy. The Wind Energy Project is enjoying 100% exemption from the Income tax for
10 years.

The company also creates clean energy to meet the increasing demand for clean electricity and
to address the pressing challenges of global warming and energy security. Their plan is to grow
to 100mw operational capacity in the next few years.

The Group has interest in Real Estate industry. One of the group companies, Nimmi Build
Tech Private Limited (formerly known as Poonam Developers & Infrastructure India Private
Limited), is engaged in the business of construction and real estate.

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 The Company has set up an IT Software Technology Park in Noida.The company is
developing residential projects in Kanpur and one residential project in Lucknow through
SPV.

RECRUITMENT POLICY AT RSPL GROUPS

RECRUITMENT POLICY

Recruitment Policy asserts the objectives of the recruitment and provides a framework of
implementation of the recruitment program in the form of procedures.
Recruitment and selection Policy of RSPL GROUPS is such that:
 It focuses on recruiting the best potential people.
 It ensures that every applicant and employee is treated equally with dignity and respect.
 It aids and encourage employees in realizing their full potential.
 It’s transparent, task oriented and Merit based selection.
 It gives weightage, during selection, to factors that suit organization needs.
 It Optimize manpower at the time of selection process.
 It defines the competent authority to approve each selection.
 It abides by relevant public policy and legislation on hiring and employment relationship.
 It integrates employee needs with the organizational needs.

RECRUITMENT AT RSPL GROUPS

RSPL GROUPS is India’s leading staffing company and provides a range of manpower
solutions. The workers who are deputed to various companies who prefer to outsource their HR
operations. The work for the company they are assigned to but are on the payroll of the staffing

 Recruit as per Client requirement and assign them to Client or Transfer candidate identified by
client on to RSPL GROUPS.

 Co-employment relationship between the Client, Associate and RSPL GROUPS

 Manage HR Administration, Payroll and Regulatory activities.

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 Benefit for Client

As business these days grow on a confounding rate, outsourcing the basic functions like
recruiting becomes a common thing. The need for flexi staffing is on demand and in such a
scenario RSPL GROUPS renders these services to its clients.

A much defined process spans into four distinct stages,

 Initialization

 Transition

 Operations

 Relationship Management.

Methods or Techniques of Recruitment

Direct Method

These include sending recruiters to educational and professional institutions, employees’ contacts
with public and manned exhibits. Most college recruiting is done in co-operation with the placement
office of the college. The placement office usually provides help in attracting students, arranging
interviews, furnishing space and providing student résumés. For managerial, professional and sales
personnel, campus recruiting is an extensive exercise. For this purpose, carefully prepared brochures
describing the organizing and the job it offers are distributed among the students, before the
interviewer arrives.

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 Indirect Method

These methods involve mostly advertising in newspapers, websites, radio, in trade and professional
journals, technical magazines and brochures. Companies advertise when qualified or experienced
personnel are not available from other sources.

Third Party Method

These include the use of commercial or private employment agencies, state agencies and placement
offices of colleges, recruiting firms, management consulting firms, friends and relatives.

Professional Organizations:

These organizations maintain a pool of human resource for possible employment. These firms are
also called ‘head hunters’, ‘raider’ and pirates by organizations who lose personnel thought their
efforts. Fundamentally there are two distinct steps of recruitment and each is a comprehensive
process in itself.

Preparation know your client-

Learning about companies is valuable because knowing what a company values will help an agent to
assess the candidates better. Pertinent information about the processes of the company would also
help you analyse CVs and find the right candidate. This can be done by reading the corporate website
or calling the company for further information or using your own network and find out the ‘work
culture’.

This will help one to know about the history of the company, their core values, their clients and
processes, the benefits employees can enjoy and the career growth chart. When one has knowledge
about these vital parameters, it becomes easier to assess a resume based on these parameters.
Moreover, when one is equipped with such vital information about the company and the job profile,
it helps to motivate and mould the suitable but reluctant candidates to attend the interview.

Analyse the Job Description (JD)

A job description is a written record of the duties, responsibilities and requirements of a particular
job. It is concerned with the job itself and not the work. It is a statement describing the job in such
terms as “Title, location, duties, working condition and hazards”. An updated job description is

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essential for a good selection interview. It helps one to explain the nature of work to the prospective
candidate properly without any over or under commitment. This also helps to put the candidate, the
client company and the agent on the same platform

Prepare a Job Specification (JS)

It is a written record of the requirements sought in an individual worker for a given job. In other
words, it refers to a summary of the personal characteristics required for a job. Once the agent
knows what the job is, then he can decide what kind of person he/she would need to do it.
Sometimes the job specification is already prepared and given by the client along with the job
description. In such a case, the job of the agent becomes easier. The job specification is for the
benefit of the employees working in Denave. It is ready reference to check on the requirements
that one needs to keep in mind while sourcing for the different clients. It makes the whole task
easier and more convenient.

Implementation

Sourcing: Sourcing is the most of all recruitment activities. It is also difficult being
monotonous in nature. A recruiter needs to be self-motivated to do the job. The sourcing takes
place in different levels and in all the verticals of the industry. The procedures involved are
discussed below. Even before sourcing is started, it is very important to have a clear
understanding of the requirement of the client company. The recruiter must have all knowledge
about the company he/she is about to source for. It makes sure that all the questions that a
candidate has regarding the profile or the credibility of the company are satisfactorily answered.
Sourcing is defined as the process wherein the recruiter creates a pool of potential candidates to
fill up a position. It is the first step of recruitment. Sourcing involves logging on to a job-portal
and doing a search for the potential candidates. After the search is generated, the most critical
part of sourcing starts. Mainly four steps are involved in Sourcing. They are discussed below:

Analyse the Curriculum Vitae (CV):

Now is the time to scrutinize the candidate’s resume. It is human nature to generally omit the
negative points while creating a resume or to exaggerate the achievements. Though most of the
time people are truthful while forming their resumes, others can hide or not mention things that
can portrait a negative picture of them. A good CV is one which is precise and presentable. It

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should contain all details of education and work experience should be arranged in reversed
chronological method so as to emphasize on the most recent one. Analysing a CV helps in
short- listing a candidate.

Match the JD and JS:

When a CV has been analysed and is considered as a good one, the next step is to match it with
the job description. It is necessary to match it with the profile given by the company. Matching
it with the JD gives an idea if the person will be able to serve well in the position or not. Next it
is important to match it with the job specification. The JS gives the details of the desired skills
and the mandatory skills. These are the criteria for selection.

Shortlist the candidate:

Once the CV has been matched with the job description and matched with the job specification,
CV can be shortlisted. Such a candidate is then called in for a face-to-face interview. There is
an individual interview of the recruiter and the candidate. In this interview the candidate
answers the questions the recruiter asks to be sure that the candidate would suit the profile of
the job.

Handling the rejected candidates:

It is very important how a recruiter manages the rejected candidates. It is important to make
the candidate where his lacunas are and what can he do about it. In this way not only the
recruiter helps the candidate to correct itself but also helps in creating an association with them
which is so very vital in the service industry.

Interview

Interviews determine if a potential candidate will be a finalist and if he shall suit the job. A lot
of things get clear during an interview. Face to face talk with the candidate ensures that the
recruiter evaluates the candidate on terms of attitude, confidence and communication. The gaps
that seem in the resume are also questioned. The candidate may have an explanation for it.

On the other hand if he is lying, then he can be cross-questioned about this. Some of the
objectives of interview are:

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  To get an opportunity to judge an applicant’s qualifications and characteristics as a basic
for sound selection and placement.

 To give an applicant essential fact about the job and the company you are recruiting for.

 To establish a rapport.

 To promote goodwill about the company whether interview culminates in employment

or not.
 To get a real feel of the candidate.
The nature of the job determines which of these interviews would suit best. All the
interviews are not conducted for all the job profiles. The complexity of the interview
depends on the complexity of the job.

The telephonic Interview

It is said that listening intently gives a good idea of what a person want to say and what a
person does not say. The sound, intonations, the varying pressures that a prospective candidate
uses while he/she speaks tells a lot about his/her attitude. This in turn helps the recruiter to
judge that if the candidate would be suitable for the job or not. Unlike the face-to- face
interview where the recruiter can read the non-verbal languages, in a telephonic interview he
has to even sharper. Listening to the words used and their tone used gives immense messages
about the candidate. As a recruiter, one has to be completely prepared before taking a
telephonic interview. The following steps can be kept in mind while taking a telephonic
interview:

1) You must keep the CV next to you and make notes while taking the interview.
2) Must prepare a set of questions that would match the JD.

3) To use a call script. This helps in being professional and saves time to in approaching
the right candidate.
4) Do not display any negative emotion during the interview. Not to over or under commit
anyone.

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Devise interview questions:

Preparation in advance of an interview is essential if one is to make a successful hire. Critical in

the preparation process is the development of interview questions that elicit tangible facts from
all applicants. Basically, two rules are kept in mind when framing the questions that will
indicate whether or not an applicant meets the requirements you established for the position:

RULE 1: Ask questions that concentrate on the applicant’s past performance – to permit
reliable assumptions about future success.

RULE 2: Ask questions that relate directly to at least one of your listed requirements to
maximize the information you will gain in the time allotted.

General Questions:

 Tell me about yourself

 What do you about the company?
 What are your goals?
 What are your strengths and weakness?
 What has been your most significant contribution in your college/previous
organization?
 Why should we hire you?

Specific Questions:

 How would you resolve a conflict in a project team?

 What was experience in previous company?
 From how long you are working there

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 INTRODUCTION ABOUT HUMAN RESOURCE
Human resources is the department or division of a business, corporation, or organization that
manages all aspects related to its personnel, including recruiting employees, training and career
development, overseeing compensation packages, managing benefits plans, and other duties that
serve to maximize a company's business and its employees' satisfaction with their jobs. Simply, the
function of the human resources industry is to produce competent personnel and to keep employees
productive.

More than 700,000 people work inhuman resources and related fields today. As an increasingly
large portion of the U.S. economy has come to depend on service industries— businesses in
which the main product is not an item sold in a store but rather is a set of actions performed for
a client by the business's employees—the growth of the human resources (HR) industry has
increased proportionally. Meeting these increased demands has resulted in the field of human
resources evolving from its early role whose primary responsibilities included hiring and
training workers, managing a company's payroll, and dealing with labour issues to now being
charged with a broader, more conceptual and strategic set of responsibilities that may include
setting up job classifications and employee benefits systems or working with top management
to develop plans to optimize use of company employees. In large, multinational corporations,
an international human resources department is often created to meet the needs of U.S. citizens
working in foreign countries, as well as people from other countries working in the United
States.

Human resources professionals are generally employed in one of two major areas: large or
medium-sized companies in any kind of industry; and personnel consulting firms that help
other companies find qualified employees, both on a permanent and temporary basis. Any
organization with many employees, whether a bank, oil company, or fast food restaurant, needs
personnel specialists. Employment agencies, executive placement services, temporary help
services, labour contractors, and registries for chauffeurs, household workers, models, nurses,
ship crews, and teachers also need HR professionals.

Human resources encompass a variety of jobs, including human resources generalists,

employment and placement managers, employer relations representatives, personnel
managers, industrial relations directors, job- development specialists, job analysts,
compensation managers, training instructors, benefits managers, employee health-
maintenance specialists, mediators, and employment, placement, and recruitment specialists.
Other occupations in HR include ergonomists, employment firm workers, and career and
employment counsellor and technicians

22
Key HR Activities

 Managing and using people effectively

 Tying performance appraisal and compensation to competencies
 Developing competencies that enhance individual and organizational performance
 Increasing the innovation, creativity, and flexibility necessary to enhance
competitiveness
 Managing the implementation and integration of technology through improved
staffing, training, and communication with employees.

FORCES OF HR

TRENDS IN HUMAN RESOURCE

23
Structure
Human resources professionals are generally employed in one of two major arenas. In the first,
they work for large or medium-sized companies in any kind of industry. Any organization with
many employees, whether a bank, oil company, or fast food restaurant, needs personnel
specialists. The second major arena is in personnel consulting firms that help other companies
find qualified employees, both on a permanent and temporary basis. Such companies provide a
service to both employers and those seeking employment. Employment agencies, executive
placement services, temporary help services, labour contractors, and registries for chauffeurs,
household workers, models, nurses, ship crews, and teachers are all examples of this type of
service firm. Many human resource managers earn a certificate in Professional Human
Resources Management.

PROCESS OF HUMAN RESOURCE

24
 CHAPTER 2
PROJECT OVERVIEW

Rigorous sourcing was undertaken to understand the recruitment process. Candidates were
interviewed and then potential candidates were shortlisted. During the tenure of the project. I
learnt to put the candidates under assessment tests and took the initial rounds of interview. Job
Portals used by me for the recruitment of candidates through MONSTER and NAUKRI.COM

The whole process of recruitment from a recruitment firm like RSP is a very exhausting one. It
is detail oriented in nature. The reason why every employee gets motivated to do the job is
because of the knowledge that at that particular moment that particular recruiter was
responsible for giving job to these candidates. To generate employment is one thing but to
recruit the right kind of workforce for a job is another thing. It not only needs the basic
understanding of the client company’s need to fill the position in a period of time but it also
requires the recruiter to be sensitive of the needs of the candidate to find the right job for
himself. All this needs a great profundity of intellect.

During my tenure at RSPL LIMITED, I learnt to work as professional. The one thing that got
profoundly clear is that text books do not help in the actual corporate world. There are
unwritten policies and standard operating procedures that each employee has to abide to. No
matter what, profit maximization is the core purpose of the existence of every business.
Meeting targets on your level dedicatedly is your contribution to the revenue generation of the
company.

Functional area of HRM

 Human resource auditing

 Human resource strategic planning

 Human resource planning

 Manpower panning

 Recruitment / selection

25
  Induction

 Orientation

 Training

 Management development

 Compensation development

 Performance appraisals 

 Performance management

 Career planning / development

 Coaching

 Counseling’s

 Staff amenities planning

 Event management

 Succession planning

 Talent management

 Safety management

 Staff communication

 Reward

Responsibility of HR department in large organization

Position Job Responsibilities

HR Executive committee, organization planning, HR planning & policy, Organization

development Manager, recruitment& employment Recruiting, Interviewing, Testing,
Placement & Termination Manager, compensation & benefits Job analysis and evaluation,
surveys, Performance appraisal, compensation administration, bonus, Profit sharing plans,
Employee benefits. Manager, Training &Development Orientation, Training, Management
development, Career Planning & development Manager, Employee relations EEO relations,
contract compliance, staff assistance programs, Employee counselling.

26
 RECRUITMENT
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
Edwin B Flippo- defined recruitment as “the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.” In simple words recruitment can be
defined as a ‘linking function’-joining together those with jobs to fill and those seeking jobs.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes and needs are:

 Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing 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.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Induct outsiders with a new perspective to lead the company.
 Infuse fresh blood at all levels of the organization.
 Develop an organizational culture that attracts competent people to the company.
 Search for talent globally and not just within the company.

FACTORS AFFECTING RECRUITMENT - The following are the 2 important factors affecting
Recruitment: -

1. INTERNAL FACTORS

 Recruiting policy
 Recruitment of local citizens
 Engagement of the company in HRP
 Company’s size
 Cost of recruitment
 Company’s growth and expansion

27
2) EXTERNAL FACTORS

 Supply and Demand factors

 Unemployment Rate
 Labour-market conditions
 Political and legal considerations
 Social factors
 Economic factors
 Technological factors

RECRUITMENT PROCESS

Many employers perceive recruitment to be a challenge. However, the reality is that by

following the best-practice methods, you can maintain an enjoyable hiring journey for both
your candidates and your colleagues.

Here are the 7 stages of recruitment that will help you get the most out of your campaigns:

Step 1: Planning – Identify the vacancy and its requirements

The first step of any recruitment journey is to identify the vacancy. This means establishing
exactly what role the new recruit must play to meet the needs of your business. You should
consider your desired results from the campaign, including the number of applicants you
would like to attract, based on your typical interview/hire ratio, as well as the desired
recruitment turnaround time.You should also establish a defined marketing plan, assessing
which aspects of your employer brand to showcase in order to attract the best applicants.

28
Step 2: Analysis – Who are you looking for?

Next, it is time to establish the qualities you are looking for in your ideal candidate. This
may include desired skills, level of education, and amount of experience. By establishing
what your ideal candidate looks like early on, you know which applicants to engage later in
the hiring process. This will help with narrowing down your top picks for the role, saving
valuable time and effort in subsequent stages. At this stage, you should begin creating
marketing material from compelling job adverts to campaign-specific landing pages, and
social media campaigns. This will give candidates a taste of your employer brand, increasing
the effectiveness of your hiring campaigns.

Step 3: Searching – Candidate attraction

This is when you will post your job to your chosen advertising sites and/or publish your marketing
material such as social campaigns/careers websites. Your recruitment software may also provide you
with access to an agency portal so that you can choose to inform your PSL of the role.

It is crucial to have the right tools at hand to track the success of your attraction campaigns. By
tracking the source of your hire you can manage your hiring budget more effectively in the future and
maximize the ROI of your recruitment campaigns

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Step 4: Screening – Select which applicants to engage

The screening stage is a crucial moment in recruitment. This means assessing the suitability of
your applicants in order to engage and pursue the strongest individuals. For this stage to be
successful, it is vital that you have the correct tools at hand. With the intelligent applicant
tracking system within the Talos hiring platform, you can easily manage, screen, and engage
candidates in an efficient, user-friendly manner. In order to reduce admin in the screening
process, it can be useful to implement ‘killer questions’ on your application forms. These may
include years of experience, education level, or availability in order to automatically filter out
unsuitable applicants.

Step 5: Engagement – Interviewing, connecting, assessing

Once you have selected the top applicants, it is time to engage your candidates to establish the
best fit for the role. Contact is key at this stage; automating your SMS/email outreach can help
to keep candidates engaged and informed throughout the process. In the interview stage, it is
important to plan your interview questions wisely in order to establish the suitability of
candidates for the job.

30
Step 6: Selection – Make a data-backed hiring decision

Once interviews have taken place, the review process must take place. This means comparing
the performance of each candidate at the interview stage, and assessing which traits and skills
are most desirable for the role in question. Using multiple hiring managers and candidate
scorecards can improve consistency in the hiring process and also help to counteract
unconscious bias. Make sure to discuss both the perceived strengths and weaknesses of your
candidates, and compare these to the requirements of the role established earlier in the process.

Step 7: Onboarding – Welcome new talent to the team

Congratulations! You’ve made a positive hiring decision, and brought new talent to your
team. A strong onboarding strategy is crucial in order to secure the success of your new
recruits. This includes introducing your candidate to their responsibilities, working
environment, and colleagues – as well as carrying out any training necessary. A positive
onboarding experience has a huge impact on employee retention.

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THEORIES AND POLICIES OF RECRUITMENT AND
SELECTION

Theories:

1. Objective theory

1) Assumes applicants use a very rational method for making decisions

2) Thus, the more information you can give them (EG-salaries, benefits, working condition,
etc), the better applicants weight these factors to arrive at a relative “desirability” index

2. Subjective theory

1) Assumes applicants are not rational, but respond to social or psychological needs (EG.
security, achievement, affiliation)
2) Thus, play to these needs by highlighting job security or opportunities for promotion or
collegiality of work group, etc.

3. Critical Contact theory

1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g.
(promptness, warmth, follow-up calls, sincerity, etc.)
2) Research indicates that more recruiter contact enhances acceptance of offer, also
experienced recruiter (EG. middle-aged) more successful than young or inexperienced
recruiter - may be especially important when recruiting ethnic minorities, women, etc.

Policies:

Recruitment policy of any organization is derived from the personnel policy of the same
organization. However, recruitment policy by itself should take into consideration the government’s
reservation policy, policy regarding sons of soil, etc., personnel policies of other organizations
regarding merit, internal sources, social responsibility in absorbing minority sections, women, etc.

32
Specific issues which may be addressed in Recruitment Policy:

1) Statement: Nondiscrimination (EEO employer) or particular protected class members that

may be sought for different positions (see also Affirmative Action guidelines)

2) Position description: Adherence to job description (& qualifications) in recruitment &

selection -BFOQ’s – Bona fide occupational qualifications

3) How to handle special personnel in recruitment/selection: e.g- relatives (nepotism)

veterans (any special advancement toward retirement for military experience?), rehires
(special consideration? vacation days or other prior benefits?), part-time or temporary
personnel (special consideration? benefits?)
4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff travel to
recruit, relocation, expenses, etc.
5) Others:
a. Residency requirement in district?
b. Favors, special considerations related to recruitment? - Example- Get spouse a job?

INDUCEMENTS TO RECRUITMENT

Organisational inducements are all the positive features and benefits offered by an
organization that serves to attract job applicants to the organisation. Three inducements need
specific mention here they are-

 Compensation: Starting salaries, frequency of pay increases, incentives and fringe

benefits can all serve as inducements to potential employees.

 Career Opportunities: These help the present employees to grow personally and
professionally and also attract good people to the organization. The feeling that the
company takes care of employee career aspirations serves as a powerful inducements to
potential employees.

33
  Image or Reputation: Factors that affect an organisation’s reputation include its
general treatment of employees, the nature and quality of its products and services and
its participation in worthwhile social endeavours.

CONSTRAINTS

 Poor image: If the image of the firm is perceived to be low (due to factors like
operation in the declining industry, poor quality products, nepotism etc), the likelihood
of attracting large number of qualified applicants is reduced.
 Unattractive jobs: if the job to be filled is not very attractive, most prospective
candidates may turn indifferent and may not even apply. This is especially true of job
that is boring, anxiety producing, devoid of career growth opportunities and generally
not reward performance in a proper way (Example -Jobs in post office and railways).

 Government policy: Government policies often come in the way of recruitment as per the
rules of company or on the basis of merit and seniority. Policies like reservations (scheduled
castes, scheduled tribe etc) have to be observed.

 Conservative internal policies: Firms which go for internal recruitments or where labor
unions are very active, face hindrances in recruitments and selection planning.

RECRUITMENT- Relationship with other activities

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 CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some organizations like
commercial banks resort to centralized recruitment while some organizations like the Indian
Railway resort to decentralized recruitment practices. Personnel department at the central office
performs all the functions of recruitment in case of centralised recruitment and personnel
departments at unit level/zonal level perform all the functions of recruitment concerning to the
jobs of the respective unit or zone.

SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories: internal sources and
external sources. Both have their own merits and demerits.

Internal Sources

Persons who are already working in an organization constitute the ‘internal source’. Retrenched
employees, retired employees, dependents of deceased employees may also constitute the
internal sources. Whenever any vacancy arises, someone from within the organization is
upgraded, transferred, promoted or even demoted.

External Sources

External sources lie outside an organization. Here the organization can have the services of:
(a) Employees working in other organizations;

(b) Jobs aspirants registered with employment exchanges;

(c) Students from reputed educational institutions;

(d) Candidates referred by unions, friends, relatives and existing employees;

(e) Candidates forwarded by search firms and contractors;

(f) Candidates responding to the advertisements, issued by the organization

(g) Unsolicited applications/ walk-ins.

35
 Merits and Demerits of ‘Recruiting people from ‘within’

Merits Demerits

1) Economical: The cost of recruiting internal 1) Limited Choice: The organization is

candidates is minimal. No expenses are forced to select candidates from a limited
incurred on advertising. pool. It may have to sacrifice quality and
settle down for less qualified candidates.
2) Suitable: The organization can pick the
right candidates having the requisite skills. 2) Inbreeding: It discourages entry for
The candidate can choose a right vacancy talented people, available outside an
where their talents can be fully utilized. organization. Existing employees may fail to
behave in innovative ways and inject
3) Reliable: The organization has the
necessary dynamism to enterprise
knowledge about suitability of a candidate
activities.
for a position. ‘Known devils are better than
unknown angels!’ 3) Inefficiency: Promotions based on length of
service rather than merit, may prove to be a
4) Satisfying: A policy of preferring people
blessing for inefficient candidate. They do
from within offers regular promotional
not work hard and prove their worth.
avenues for employees. It motivates them to
work hard and earn promotions. They will
work with loyalty commitment and 4) Bone of contention: Recruitment from
enthusiasm. within may lead to infighting among
employees aspiring for limited, higher level
positions in an organization. As years roll
by, the race for premium positions may end
up in a bitter race.

The merits and demerits of recruiting candidates from outside an organization may be stated thus

36
 MERITS AND DEMERITS OF EXTERNAL SOURCES OF RECRUITMENT

Merits Demerits

Expenses: Hiring costs could go up

Wide Choice: The organization has the substantially. Tapping multifarious sources of
freedom to select candidates from a large pool. recruitment is not an easy task either.
Persons with requisite qualifications could be
picked up.
Infection of fresh blood: People with special Time consuming: It takes time to advertise,
skills and knowledge could be hired to stir up screen, to test and test and to select suitable
the existing employees and pave the way for employees. Where suitable ones are not
innovative ways of working. available, the process has to be repeated.

Motivational force: It helps in motivating De-motivating: Existing employees who have

internal employees to work hard and compete put in considerable service may resist the
with external candidates while seeking career process of filling up vacancies from outside. The
growth. Such a competitive atmosphere would feeling that their services have not been
help an employee to work to the best of his recognized by the organization, forces then to
abilities. work with less enthusiasm and motivation.

Long term benefits: Talented people could Uncertainty: There is no guarantee that the
join the ranks, new ideas could find meaningful organization, ultimately will be able to hire the
expression, a competitive atmosphere would services of suitable candidates. It may end up
compel people to give out their best and earn hiring someone who does not fit and who may
rewards, etc. not be able to adjust in the new setup.

METHODS OF RECRUITMENT

Internal Methods:
1. Promotions and Transfers : This is a method of filling vacancies from internal resources of
the company to achieve optimum utilization of a staff member's skills and talents. Transfer is the
permanent lateral movement of an employee from one position to another position in the same or
another job class assigned to usually same salary range. Promotion, on the other hand is the
permanent movement of a staff member from a position in one job class to a position in another job
class of increased responsibility or complexity of duties and in a higher salary range.
2. Job Posting: Job Posting is an arrangement in which a firm internally posts a list of open
positions (with their descriptions and requirements) so that the existing employees who wish to move
to different functional areas may apply. It is also known as Job bidding. It helps the qualified

37
 employees working in the organization to scale new heights, instead of looking for better perspectives
outside. It also helps organization to retain its experienced and promising employees.

3. Employee Referral: It is a recruitment method in which the current employees are encouraged
and rewarded for introducing suitable recruits from among the people they know. The logic behind
employee referral is that “it takes one to know one”. Benefits of this method are as follows:
 Quality Candidates
 Cost savings
 Faster recruitment cycles
 Incentives to current employees

On the other hand it is important for an organization to ensure that nepotism or favoritism does
not happen, and that such aspects do not make inroads into the recruitment process.

External Methods:

External methods of recruitment are again divided into two categories- Direct External Recruitment
and Indirect External Recruitment methods.

DIRECT EXTERNAL RECRUITMENT METHOD

1. Campus Recruitment: In Campus Recruitment, Companies / Corporate visit some of the

most important Technical and Professional Institutes in an attempt to hire young intelligent and smart
students at source. It is common practice for Institutes today to hire a Placement Officer who
coordinates with small, medium and large sized Companies and helps in streamlining the entire
Campus Recruitment procedure.

INDIRECT EXTERNAL RECRUITMENT METHOD

1. Advertisement: Advertisements are the most common form of external recruitment. They can be
found in many places (local and national newspapers, notice boards, recruitment fairs) and should
include some important information relating to the job (job title, pay package, location, job
description, how to apply-either by CV or application form, etc). Where a business chooses to
advertise will depend on the cost of advertising and the coverage needed i.e. how far away people
will consider applying for the job.

38
Third Party Methods

 Walk-ins: Walk-ins is relatively inexpensive, and applicants may be filed and

processed whenever vacancies occur. Walk-ins provide an excellent public relations
opportunity because well-treated applicants are likely to Sinform others. On the other
hand, walk-ins show up randomly, and there may be no match with available openings.
This is particularly true for jobs requiring specialized skills.

 Public and private employment agencies: Public and private employment agencies
are established to match job openings with listings of job applicants. These agencies
also classify and screen applicants. Most agencies administer work-sample tests, such as
typing exams, to applicants.

 E-Recruiting: There are many methods used for e-recruitment, some of the important
methods are as follows:

a. Job boards: These are the places where the employers post jobs and search for
candidates. One of the disadvantages is, it is generic in nature.
b. Employer websites: These sites can be of the company owned sites, or a site developed
by various employers.
c. Professional websites: These are for specific professions, skills and not general in
nature.

DEVELOP AN EFFECTIVE RECRUITMENT STRATEGY EVALUATION OF

SOURCES OF RECRUITMENT

Time-lapse data: They show the time lag between the dates of requisition for manpower
supply from a department to the actual date of filling the vacancies in that department. For
example, a company's past experience may indicate that the average number of days from
application to interview is 10, from interview to offer is 7, from offer to acceptance is 10 and
from acceptance to report for work is 15. Therefore, if the company starts the recruitment and
selection process now, it would require 42 days before the new employee joins its ranks.

39
Yield ratios: These ratios indicate the number of leads/ contacts needed to generate a given
number of hires at a point at time. For example, if a company needs 10 management trainees in
the next six months, it has to monitor past yield ratios in order to find out the number of
candidates to be contacted for this purpose. On the basis of past experience, to continue the
same example, the company finds that to hire 10 trainees, it has to extend 20 offers. If the
interview-to-offer ratio is 3:2, then 30 interviews must be conducted. If the invitees to interview
ratio is 4:3 then, as many as 40 candidates must be invited. Lastly, if contacts or leads needed to
identify suitable trainees to invite are in 5:1 ratio, then 200 contacts are made.

Surveys and studies: Surveys may also be conducted to find out the suitability of a particular
source for certain positions. For example, as pointed out previously, employee referral has
emerged as a popular way of hiring people in the Information Technology industry in recent
times in India. Correlation studies could also be carried out to find out the relationship between
different sources of recruitment and factors of success on the job. In addition to these, data on
employee turnover, grievances, and disciplinary action would also throw light on the relative
strengths of a particular source of recruitment for different organizational positions. Before
finally identifying the sources of recruitment, the human resource managers must also look into
the cost or hiring a candidate. The cost per hire can be found out by dividing the recruitment
cost by the number of candidates hired.

DIFFICULTIES IN RECRUIT PROCOCESS

 Talent Acquisition
 Retention of Employees
 Expensive
 Time Constraint
 Budget
 Managing Low attrition rate

CHALLENGES IN RECRUITMENT AND SELECTION

 Talent Shortage
 Attrition rate
 Remoteness of job
 Reservations and government policies

40
STEPS OF RECRUITMENT PROCESS CAN BE DONE BY TWO WAYS

 Recruitment for Fresher:

1. Written/aptitude
2. Group Discussion
3. Technical Interviews
4. HR Interviews
 Recruitment process for higher post:
1. Psychometric Test
2. Business Game
3. HR interviews

RECRUITMENT LIFE CYCLE

41
 SELECTION

Selection is the process of choosing the most suitable person out of all the applicants. It is the
process of matching qualifications of applicants with the job requirement.

The selection of a candidate with the right combination of education, work experience, attitude,
and creativity will not only increase the quality and stability of the workforce, it will also play a
large role in bringing management strategies and planning to fruition.Features of selection
 Selection is choosing the best out of the recruited persons.
 It is a negative process
 It reduces absenteeism and labor turnover
 It helps in increasing the efficiency and productivity
 It helps in building up of a stable workforce

FACTORS AFFECTING SELECTION

• External environment
 Supply and demand of specific skill
 Unemployment rate
 Legal and political considerations
 Company’s Image
• Internal environment
 Company’s policy
 HRP
 Cost of hiring

42
SELECTION PROCESS

Recruitment and Selection Framework

Overview of Process

• Assess the need for the job and ensure there is adequate funding for it.

• Review the job description to ensure that it meets the present and future requirements.

• Review the person specification to ensure it meets the requirements of the job description.

• Design the selection process.

• Draft the advertisement and select the advertising media that how you will advertise.

• Short list using the person specification.

• Interview and test short-listed candidates are they perfect for the job profile.

• Validate references, qualifications and security clearances.

Recruitment and Selection Provisions

Review the Job and the Need for It

Managers need to consider the following issues:

• Is the job still necessary? What value does it add to the team and to the delivery of service?

• How will the post be founded? Positions outside of existing establishment require the
Director’s and Chief Executive’s approval of the company.

• Does the job description need updating? If so, the grade for the job and the person
specification may need to be re-evaluated. The HR Team is available to provide advice on
constructing both job descriptions and person specifications and advising on grading issues.

• Is this jobbing a politically restricted post or will the incumbent have unsupervised access to
children or vulnerable adults?

• What type of employment could be offered?

a) Full-time, part-time?
b) Is job-sharing an option?
c) Permanent or fixed term contract or agency?
d) Use of fixed term contracts is most appropriate for covering a particular task/project/item of
work or an interim appointment.

43
They should not normally be used to fill permanent posts. Agency staff may be used to cover
short term peaks in work or projects or interim vacancies, whilst a permanent position is being
advertised. Should total employment under any of these arrangements extend beyond 12
months, the individual may have an entitlement to permanent employment rights, including
redundancy. Employment through an agency may count towards this 12 month period. It is the
responsibility of the Manager to ensure that the Authority to recruit form is completed and sent
to HR as soon as possible.

Design Selection Process

Managers need to design the selection process they will use, giving consideration to the
following points:

Panel Composition:
All interviews for permanent posts must be conducted by a panel. The Manager is responsible
for selecting interview panel members – being mindful of:

• The requirement that the panel consists of at least two people, and if possible, is mixed in
terms of race and gender. (No discrimination)

• The requirement that at least one panel member has received training on recruitment and
equal opportunities, normally limited to that provided by the organization. If not trained, the
matter should be referred to Human Resources.

• The requirement that each panel member be familiar with anti-discrimination legislation

• The willingness and ability of potential panel members to attend all interviews for the
duration of the recruitment process, to maintain consistency and to ensure fair treatment of all
candidates. Panel members must be satisfied that their relationship with any candidate:

a) Will not improperly influence their decision

b) Will not give rise to suspicion about their motives

Selection Tests:
Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the
job criteria, is relevant, reliable, fair and unbiased – also considering the predictive capacities
of tests), they are an extremely useful tool and are recommended for use. Managers should seek
advice from HR on the use of such tests. All psychometric tests used in selection must be
developed, administered and interpreted by accredited people.

Interview Questions:
Human resource department hold the interview guides that contain competency based
interview questions. Managers need to ensure they contact human resources prior to
interview to obtain copies of these guides.

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Advertising
Reaching any target market can be extremely difficult. Through niche websites like RD, you
can guarantee that the people using the service haven interest in your field. As more and more
people turn to online means for their information and service needs, an active web presence is
vital for any organization, large or small. Utilizing all the benefits of online advertising and
adding the cloud already held by Australia's leading industry news provider, Specialist News,
ads placed with RD are a great way to generate interest in new products and services, or to
improve awareness of your brand.

Advertising the vacancy:

All vacancies at all levels must be advertised - there will be no “word of mouth” recruitment as
this can lead to indirect discrimination.

No vacancy can be advertised until the request to fill procedure has been completed, and up-
to-date job description, person specification and outline have been sent electronically to the
Recruitment Office. These will ensure that: We do not break our own operational policies-

•Candidates receive the best possible information;

•We are properly prepared to respond to candidates’ enquiries;

•We are properly prepared to carry out the best interviews; possible and thus

•Make the correct decisions;

Jobs are the medium for externally advertised vacancies in the first instance. Internal
vacancies will be advertised in the Vacancy Bulletin produced by the Recruitment Office.
External vacancies will be advertised in the Vacancy Bulletin and Jobs.

The recruiting manager should indicate the preferred advertising medium on the request to fill
form in the event that no appointment has been made from advertising in the Vacancy bulletin
and jobs. If the recruiting manager wishes to advertise in more than 1 journal, he/she will agree
to fund50% of the costs from the Directorate budget.

The HR department routinely monitors the cost and response rate of advertisements and, as a
result, will give advice on the choice of publications to ensure more cost-effective advertising.
For some posts it is not necessary to pay for expensive advertising space, when job centre or
internal bulletin can provide suitable candidates at no cost.. All vacancies will be listed in the
weekly Vacancy Bulletin produced by the recruitment team and circulated throughout the Trust
and to specific organizations.

45
 CHAPTER 3
LITERATURE REVIEW
Most employers recognized the fact that staff are their greatest asset, and the right recruitment and
induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The
success of an organisation depends on having the right no. of staff, with the right skills and abilities.
Organisations may have dedicated personnel/human resource function over seeing this process or they may
devolve these responsibilities to line manager and supervisor. Many people may be involved and all should
be aware of the principles of good practice. Even it is essential to involve others in the task of recruitment
and selection.

Ms. Ambika Verma (2009) in their survey research on the use technologies in recruiting, screening and
selection process for job candidates conducted in dimension group found that most organisation
implemented technology based on recruitment and selection tools to improve efficiency, reduce cost and
expand the applicant pool.The meta-analysis of the research conducted by chapman, uggersler, Carroll,
paisentin and Jones (2005) concluded that timely response from HR managers was linked to greater
applicant attraction to a job within an organization.According to Robins, in his study revealed that, “the
ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is
offered. So recruiting is a process of discovering the potential candidates for actual organizational
vacancies”.

Robert (2005), in his study titled, “Strategic HR Review,2004,” states that success free recruitment and
selection can improve organization performance.Bowen, et al (1991), in his study examined, “that
integrated recruitment and selection process helps recruiters to choose the candidates to fit the
characteristics of an organization culture

.”Beard well, et al (2003), in his study examined that, “selection is carried out by organization as a means
of candidate’s potential and actual performance and the intake of employees will make the most
appropriate contribution to organisation-now and in future.”

46
 CHAPTER 4
RESEARCH METHODOLOGY
RESEARCH OBJECTIVES

The primary objective is to study, understand and analyse aspects related to various HR
Procedures of Recruitment and Selection at RSPL LIMITED, Kanpur.

OBJECTIVES OF STUDY
 To study the existing policy of RSPL LIMITED regarding Recruitment and Selection
process.
 To know the satisfaction level of employees towards the existing recruitment and selection
process.
 To identify the internal and external sources of recruitment and selection.

RESEARCH METHODOLOGY

The study will be conducted to achieve the aforesaid objectives including both exploratory and
descriptive in nature and involve personal interviews that will be based on the questionnaire format.
A Research Methodology defines the purpose of the research, how it proceeds, how to measure
progress and what constitute success with respect to the objectives determined for carrying out the
research study. There is a unique methodology that Denave adopts to render the service.

The research methodology for the present study has been adopted to reflect these realties and help
reach the logical conclusion in an objective and scientific

TYPE OF RESEARCH

1. EXPLORATORY RESEARCH: A research design is the specification of methods and

procedures for acquiring the information needed to structure or solve the problem. It is the overall
operational pattern or framework of the project that stimulates what information is to be collected
from which source and by what procedure. On the basis of major purpose of our investigation the
EXPLORATORY RESEARCH was found to be most suitable. This kind of research has the primary
objective of development of insights into the problem. It studies the main area where the problem lies
and also tries to evaluate some appropriate courses of action.

47
 DATA COLLECTION

The task of data collection begins after a research problem has been identified and the research
design has been chalked out. While deciding the method of data collection to be used for the study,
the researcher should keep in mind two types of data:
a. Primary data
b. Secondary data

In this research project the data being collected is as follows:

Primary Data: The survey method is used to collect the primary data in this research as it is
the Analytical research to find out the shortcomings and area of improvements according to the
skill required for recruitment team. The data that is collected first hand by someone specifically
for the purpose of facilitating the study is known as primary data so in this research the data is
collected from respondents through QUESTIONNAIRE.

Primary source of data:

o Personal interview
o Questionnaire technique.

QUESTIONNAIRE: Survey among the officials and employees of MONARCH.

PERSONAL INTERVIEW: With the company representatives regarding recruitment and

selection practices in organization.

Secondary Data: The secondary data is also used in a lesser proportion to find out the
name and designation of the employer who are working with this organization and the company
profile. Secondary data refer to information gathered by someone other than the researcher
conducting the current study. Such data can be internal or external to the organization and
accessed through the Internet or perusal of recorded or published information.
Secondary sources of data provide a lot of information for research and problem solving. Such
data are as we have seen mostly qualitative in nature.

48
 Secondary source of data:

(i) Company brochure.

(ii) Internet.

(iii) Websites

(iv) Organizational Reports & Records.

(v) Business magazines

(vi)Journals etc

SAMPLING TECHNIQUE

SIMPLE SAMPLING: Simple sampling is a sampling process that utilizes some form of random
selection. In probability sampling, each unit is drawn with known probability, or has a nonzero chance of
being selected in the sample. Such samples are usually selected with the help of random numbers. With
probability sampling, a measure of sampling variation can be obtained objectively from the sample itself.
Simple Random sampling has been adopted for this research. Under which we have considered the
sampling which has been done for a specific designated population, because here a small cluster of
professionals has been considered out of the total universe which has been divided in small group like
recruitment team & employee.

SAMPLE SIZE: Sample size refers to the number of items to be selected from universe to constitute a
sample. The sample size should be optimum as 80

SAMPLE AREA: The sample area refers to the universe to be studied under our research project. The
area denotes the place or the region to be studied and taken into research consideration. Thus, the sample
area chosen for this research project is RSPL Ltd.

49
 CHAPTER 5
DATA ANALYSIS AND INTERPRETATION

Q1) Is there a well-defined Recruitment Policy in your organization?

S.No. Options No. %

1. Strongly agree 20 50

2. Moderately agree 10 25

3. Strongly disagree 5 12.5

4. Moderately disagree 3 7.5

5. Can’t say 2 5

7.5% 5%
12.5% 50%

25%
Strongly agree
Moderately agree
Strongly disagree
Moderately
disagree
Can't say

50
INTERPRETATION

An organization must have a well-defined recruitment policy corresponding to the company

and vacancy requirements. Existing employees can give a fair feedback on the suitability of the
policy. Responding to it 30 out of 40 employees (75%) told that there is a sound recruitment
policy in organization that can be evaluated by comparing skills and knowledge of new
recruits and existing employees. 8 out of 40 employees (20%) feel that the organization’s
recruitment policy is not properly defined. And rest 2 could not say about the recruitment
policy. Majority of employees felt that policy was well defined which is a great morale victory
on the part of management; still there are chances of its improvement as 20% employees have
negative opinion about the policy.

Q2) Which internal source of recruitment is followed by the company and given more
priority?

Sr.no. Options No. %

1. Job Posting 10 25

2. Employee Referrals 10 25

3. Internal Promotions 20 50

4. Transfer - -

Interpretation
Internal Recruitment seeks applicants for positions from those who are currently employed.
Responding to above asked question, 50% employees tell that company prefers internal
promotion as internal source of recruitments. 25% employees tell that Employee referrals are
given due priority and rest 25% say that Job posting is preferred. Majority of employees
actually thinks that internal promotion is given priority and followed by company as internal
source of recruitment.

51
Q3) which source of recruitment is replied upon when immediate requirement arises?

90%
S.no. Options No. %
10%

1. Internal 4 10

2. External 36 90

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources.

Responding to recruitment source question, almost all the employees tell that External sources
are relied upon when there is any immediate manpower requirement in company.

Analysis clearly represents that 36 out of 40 employees (90%) show that External sources are
prefer for immediate opening in organization but my study suggests that internal hiring would
be better option for immediate opening in organization in which company can have sufficient
knowledge about the internal candidate and it is less costly

52
Q4) what type of interview is taken while selection?

S.No. Options No. %

1. Patterned 20 50

2. Stress 5 12.5

3. Depth 10 25

4. Others 5 12.5

100
Series1
90
80
70 50
60
50 25 12.5
40
12.5
30
20
10
0
Patterned Stress Depth Others

INTERPRETATION

The PATTERNED INTERVIEW format has a structure to it. There is a set of pre-determined questions
that will be asked from each candidate for a position. The STRESS INTERVIEW is the interview in
which the interviewers try to 'discomfort' the candidates in various ways and observe how they react to
various difficult situations. An IN-DEPTH INTERVIEW is a qualitative research technique that allows
person to person discussion. It can lead to increased insight into people's thoughts, feelings, and
behaviour on important issues. This type of interview is often unstructured.

Responding to the type of interview 20 out of 40 employees think that patterned interviews are generally
taken. 25% employees have the opinion that depth interviews are often used. Rest believes that stress or
any other type of interview is being taken.

53
Q5) the recruitment and selection process of company meets the current and legal
requirements?

S.no. Options No. %

1. Agree 20 50

2. Disagree 5 12.5

3. Moderately 10 25

4. No opinion 5 12.5
50 50

40

30 %
25

20

12.5 12.5
10

0
Agree Disagree Moderately No opinion

54
INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment processes. In
this research most employees responded positively to this question. They feel that the company
follows different recruitment process for different positions.

Analysis clearly represents that 25 out of 40 employees (62.5%) show that maximum
employees are agree with this process whereas 10 out of 40 employees (25%) did not like
the current recruitment process whereas 12.5% were unable to answer.

Sn. Options No. %

1. Yes 20 50

2. No 10 25

3. Can’t Say 10 25

Q6) Are you happy with the salary what you offered by the company?

60
50
40
30
20
10 0
50

25 25
%

Yes No Can’t Say

55
 INTERPRETATION

The basic focus of every organization is to satisfy the employees with its own compensation
plan. In this research most employees responded positively that they are satisfied with their
salary. They feel that the company has good compensation plan for their employees.

Sn. Options No. %

1. Direct Walk In 15 37.5

2. Existing Database 5 12.5

3. Reference 10 25

4. Internal Movement 5 12.5

5. Others 5 12.5

Q7) what were the sources of

recruiting the candidates for your current client?
Analysis clearly represents that 20 out of 40 employees (50%) show that maximum employees
are satisfied with their Salary 10 out of 40 employees (25%) did not like their current
salary whereas 12.5% were unable to answer.

12. 5

12. 5

25

12. 5

Others
Internal Movement
Reference
%

56
 Existing Database

Direct Walk In
37.5

0 5 10 15 20 25 30 35 40

INTERPRETATION

Every organization follows various sources of recruitment to acquire a good talent for their
organization. In this research I could find the various degrees of various sources of recruitment.

Analysis clearly represents that 15 out of 40 employees (37.5%) show that recruitment is done
through Direct Walk Ins, 5 out of 40 employees (12.5%) show that recruitment is done through
Existing Database, 10 out of 40 employees (25%) show that recruitment is done through
Employee Referrals and 5 out of 40 employees (12.5%) show that recruitment is done through
Internal Movement whereas 5 employees show that recruitment is done through other sources.

Sn. Options No. %

1. Satisfactory 25 62.5

2. Unsatisfactory 10 25

3. Can’t Say 5 12.5

57
Q8) How do you think about Recruitment and selection procedure in your company?

12.5

25

Can’t Say
Unsatisfactory
Satisfactory %

62.5

0 10 20 30 40 50 60 70

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment processes. In
this research most employees responded positively to this question. They feel that the company
follows a good recruitment and selection procedure.

Analysis clearly represents that25 out of 40 employees (62.5%) shows that maximum
employees are satisfied with this procedure whereas 10 out of 40 employees (25%) are not
satisfied with the current recruitment and selection procedure and 12.5% were unable to
answer.

58
Q9) Is any training session apart from the domain training provided?

Sn. Options No. %

1. Yes 25 62.5

2. No 10 25

3. Can’t Say 5 12.5

70 62.5
60
50
40

30 25 %

20 12.5
10
0
Yes No Can’t Say

INTERPRETATION

Every organization tries to enable their employees for their offered job position along with a
good compensation plan for which the organization provides Training. In this research most
employees agreed positively that they are provided training sessions apart from the domain
training. They feel that the company has good Training programs for their employees.

Analysis clearly represents that 25 out of 40 employees (62.5%) show that maximum
employees are satisfied with the training program offered to them. 10 out of 40 employees
(25%) did not agree on the training programs offered to them whereas 12.5% were unable to
answer.

59
 CHAPTER 6
FINDINGS

 There are 71 employees said that job description is being discussed and 9 said no.

 78 Employees said that yes job location is discussed before and at the time of interview.

 Most of the employees said that it is checked i.e. 72 out of 80 employees said Yes and

some i.e. 8 out of employees said No.

 There are 63 employees said that yes it is done by the previous organization 35 of them

said no and 3 of them said occasionally.

 There are 95% that is 76 employees said that salary negotiation is done and only 5% i.e. 4

employees said that No it is not done.

 71 employees said that manpower number is fixed and rest of them said no it is not fixed.

 65 employees said yes job description for each role is finalized. And rest of them said no.

 56 out of 80 Employees said internal job posting and procedure is helping to hire quality

applicants. And 15 employees said that external hiring is there. 9 of them initial

reference.

 84% i.e. 72 number of employees said that they are agree And 16% i.e. 8 number of

employees said that they are not.

60
 BIBLOGRAPHY
 WEBSITE- www.scribd.com
 Robbins, “Organizational Behavior”, Pearson Publications, Thirteenth Edition
 www.rspl.com
 www.google.com
 Research Methodology - C.R. Kothari.
 Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

61
 QUESTIONNAIRE

Kindly mark the most appropriate option, which gives the extent to which you agree or disagree with
the statement.

Q1) Is there a well-defined recruitment policy in your organization?

1. Strongly agree

2. Moderately agree

3. Strongly disagree

4. Moderately disagree

5. Can’t say

Q2) Which internal source of recruitment is followed by the company and given more priority?

1. Internal Promotion

2. Employee Referrals

3. Transfer

4. Job Posting

Q3) Which external source of recruitment is followed by the company and given more priority?

1. Campus interview

2. Advertisement

3. Online job portals

62
 4. Walk-ins interview

5. Agencies/Consultancies

6. Employment Exchange

Q4) Which source of recruitment is relied upon when immediate requirement arises?

1. Internal

2. External

Q5) What type of interview is taken while selection?

1. Patterned

2. Stress

3. Depth

4. Others

Q6) The recruitment and selection process of company meets the current and legal
requirement?

Sr No. Options

1. Strongly Agree

2. Agree

3. Disagree

4. No Opinion

63
 Q7) Are you happy with the salary what you offered by the company?

S no. Options

1. Yes

2. No

3. Can’t Say

Q8) What were the sources of recruiting the candidates for your current client?

Sn. Options

1. Direct Walk In

2. Existing Database

3. Reference

4. Internal Movement

5. Others

Q9) How do you think about

Recruitment and selection procedure in your company?

Sr No. Options

1. Agree

2. Moderately

3. Disagree

4. No opinion

64
 Q10) Is any training session apart from the domain training provided?

Sn. Options

1. Satisfactory

2. Unsatisfactory

3. Can’t Say

65
 CHAPTER 7
RECOMMENDATIONS AND CONCLUSIONS
Suggestions and Recommendation

o RSPL Limited should provide any Motivational tools for the recruiter to bring

efficiency in their working style or to improve the performances.

o There should be proper ID provided from the functional head.

o There should be proper and sequential process to define and communicate

company’s need & by defining long term company strategy and plan.

o There should a series of questions within the application form and in

interviewing process to gather information about the intelligence of a

candidate.

o There should be the utilization of sound management practices, which can

impact RSPL Group for the proper growth.

o Hiring should be done through Recruitment consultancies.

o Vacancies should be filled as per the job requirement and actual or right

candidate to be searched out for better productivity.

66
 CONCLUSION
Every company looks for an employee, who can work effectively. They are in search of a
person who has the maximum skills required for the job. After selecting the right person, the
company’s main aim is to place that person at the right job. The main strength of any company
is its employees. Effective workers are the best route to success. For this reason, company
strives to attract and hire the best, and to provide the best place to work.
Some of the biggest and most constant challenges that plague organization is people related
because they don’t place more emphasis on getting the recruitment process right. If they get the
right person in the right job at the right time, bottom-line and many other business benefits are
immediate, tangible and significant. If they get the wrong person in the wrong job, then
productivity, culture and retention rates can all take a hit in a big way.

RSPL LIMITED has competent and committed workforce, still there are scope for more
improvements. To ensure that Every company looks for an employee, who can work
effectively. They are in search of a person who has the maximum skills required for the job.
After selecting the right person, the company’s main aim is to place that person at the right job.
The main strength of any company is its employees. Effective workers are the best route to
success. For this reason, company strives to attract and hire the best, and to provide the best
place to work.
Some of the biggest and most constant challenges that plague organization is people related
because they don’t place more emphasis on getting the recruitment process right. If they get the
right person in the right job at the right time, bottom-line and many other business benefits are
immediate, tangible and significant. If they get the wrong person in the wrong job, then
productivity, culture and retention rates can all take a hit in a big way.

RSPL LIMITED has competent and committed workforce, still there are scope for more
improvements. To ensure that compan recruits the right people, it has to identify essential
skills and behaviours that applicants should demonstrate. For each position there should be a
job description outlining typical duties and responsibilities and a person specification defining
personal skills and competences

67
It is important for the company to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right candidate
at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient
hiring process. A clear and concise recruitment policy helps ensure a sound recruitment
process.

Management should structure and systematically organize the entire recruitment processes. It
should Offer tolls and supports to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI. The Recruitment Management System (RMS)
should be such that it helps to save the time and costs of the HR recruiters in company and
improving the recruitment processes.

recruits the right people, it has to identify essential skills and behaviours that applicants should
demonstrate. For each position there should be a job description outlining typical duties and
responsibilities and a person specification defining personal skills and competences. The
emphasis should be on matching the needs of the company to the needs of the applicants. This
would minimize employee turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right candidate
at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient
hiring process. A clear and concise recruitment policy helps ensure a sound recruitment
process.

Management should structure and systematically organize the entire recruitment processes. It
should Offer tolls and supports to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI. The Recruitment Management System (RMS)
should be such that it helps to save the time and costs of the HR recruiters in company and
improving the recruitment processes.

68