A Summer Internship Project Report On

“Recruitment and Selection Process”

At

Aashman Foundation

By “Shaurya Dwivedi”

Roll No. “2000520700053”

Under the guidance of

“Dr Raji”

Assistant Professor, MBA Department, IET Lucknow

In partial fulfilment of the requirement for the award of the Degree of

Master of Business Administration

Submitted at

DEPARTMENT OF BUSINESS ADMINISTRATION

INSTITUTE OF ENGINEERING AND TECHNOLOGY

JANKIPURAM LUCKNOW, UP-226021

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 Certificate of Completion

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 Department of Business Administration

Institute of Engineering & Technology Lucknow

CERTIFICATE FROM INSTITUTION

This is to certify that Mr Shaurya Dwivedi, Third semester student of Master of Business

Administration, Institute of Engineering and Technology, Sitapur Road Lucknow has

completed the project report entitled Recruitment and Selection Process at Aashman

Foundation in partial fulfilment of the requirements for the award of the Degree of Master of

Business Administration.

Date:

Dr Mohit Kumar

Convener

MBA Department

IET, Lucknow

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 Department of Business Administration

Institute of Engineering & Technology Lucknow

CERTIFICATE FROM FACULTY GUIDE

This is to certify that Mr Shaurya Dwivedi, Third semester student of Master of Business

Administration, Institute of Engineering and Technology, Sitapur Road Lucknow has

completed the project report entitled Recruitment and Selection Process at Aashman

Foundation towards partial fulfilment of the requirements for the award of the Degree of

Master of Business Administration under my supervision.

Date:

__________________

Dr Raji

Assistant Professor

IET, Lucknow

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 Department of Business Administration

Institute of Engineering & Technology, Lucknow

STUDENT DECLARATION

I undersigned hereby declare that the project titled Recruitment and Selection Process at

Aashman Foundation submitted in partial fulfilment for the award of Degree of Master of

Business Administration is a bonafide record of work done by me under the guidance of Dr

Raji Ma’am . This report has not previously formed the basis for the award of any degree,

diploma, or similar title of any University.

Date:

_______________

Name: Shaurya Dwivedi

Roll No: 2000520700053

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ACKNOWLEDGEMENT

I readily acknowledge my ineptness to my parents whose support, dedication and honest

efforts have given me an immense help in doing this project.

Summer training is the one of the important part of my MBA course, which has helped me to

learn a lot of experiences which will definitely be beneficial in my succeeding career.

It gives me immense pleasure to express my deep sense of gratitude and appreciation to my

mentor Dr Raji Ma’am, Assistant Professor, MBA Department, IET Lucknow whose constant

encouragement and valuable suggestion gave back bone support in completing this mini

project. For motivating, encouraging, guiding and supporting at every step and sparing her

valuable time for me. Last but not the least I record my sincere thanks to all beloved and

respectable persons who helped me and could find any separate mention.

Above all I praise “God” the Supreme and Merciful that I have been able to complete my

project successfully.

Shaurya Dwivedi

Roll No. 2000520700053

MBA 3rd Semester

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 PREFACE

People are a company’s most important assets. They can make or break the fortunes of a

business. In today’s highly competitive business environment placing the right people in the

right position is very critical for the success of any organization.

The recruitment and selection decision is of prime importance as it is the vehicle for

obtaining the best possible person-to-job fit that will, contribute significantly towards the

Company's effectiveness. It is also becoming increasingly important, as the Company evolves

and changes, that new recruits show a willingness to learn, adaptability and ability to work as

part of a team. The Recruitment & Selection procedure ensures that these criteria are

addressed

In this project I have studied Recruitment and Selection process of Aashman Foundation and

attempted to provide some ways so as to make recruitment more effective and to reduce the

cost of hiring an employee.

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 EXECUTIVE SUMMARY

The Human Resources are the most important assets of an organisation. The success or

failure of an organisation is largely dependent on the calibre of the people working therein.

Without positive and creative contribution from people, organisations cannot progress and

prosper. In order to achieve the goals or the activities of an organisation, therefore, they need

to recruit people with requisite skills, qualifications and experience. While doing so, they

have to keep the present as well as the future requirements of the organisation in mind.

As an intern, I was responsible for recruiting people for internships. This process involved

hosting vacancies on various platforms like LinkedIn, Facebook, Instagram, Internshala, etc.

The candidates were then followed by screening eligible profile. The shortlisted candidates

were then made to fill the application form for further screening.

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 Table of Content
Sr.No Title Page No.
.
1. Company Profile 10
2. Introduction 15
3. Literature Review 19
4. Research Methodology 28
5. Analysis of Recruitment and 32
Selection Process at Aashman
Foundation
6. Conclusion 40
7. Recommendations and Limitations 42
8. Bibliography 44

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Company Profile

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Aashman Foundation is a non-profit organisation working resolutely towards promoting the

cause of women, empowering single income families and promoting child education through

its various livelihood programs. Through its various endeavours its aim is to protect and

promote the well-being of unprivileged sections of the society and create a positive impact as

responsible as responsible stakeholders of society.

Aashman Foundation helps widows, unprivileged children, underprivileged old ones, and

destitute ones. It conducts various campaigns and camps like Milk for everyone, sanitary

pads for the needy, etc.

Mr Munish Pundir, the founder of Aashman Foundation, had a dream to work

unconditionally on women’s empowerment, single income families, and under privileged

children by constant efforts and innovative ideas put by him to contribute towards healthcare,

education, and, environmental based livelihood programs for them. The foundation was

started in the year 2009 with a small group of people who just wanted to help the people in

need. Later in 2012, it was registered as a Non-Government Organisation.

Yakshita, the regional campaign manager at Aashman Foundation said in an interview the

key segments that the organisation takes care of even in this pandemic. The online projects

enlisted by her are as given:

Women Empowerment Centre:

There is a large section of women in India who dedicate all of their life working at home, but

if they come out and grab the opportunities to build themselves a fruitful career, it will not

only make them independent but also strengthen the micro-economy of India. To support

women in becoming independent by spirit, thoughts, and actions so as to have full control

over their lives by themselves rather than being a recipient of others’ orders. This particular

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objective by the organisation aims to achieve socio-economic empowerment of women by

their operational units.

Widow Support:

The Aashman Foundation supports widows by providing them monthly grocery, medical

treatment, and education to their children for free. They also provide them rural-based skill

training to make them self-sufficient and further aid them to manage credits so that they can

safeguard their hard-earned money and multiply their savings. Upliftment of widows socially

and financially is one of their prime objectives.

Baal Depression:

Children who spent too much time on smartphones and other electronic gizmos are prone to

mental health issues. Latest studies suggest that an hour a day spent starting at a screen may

lead to a surge in anxiety and depression amongst children, consequently, leading to a lack of

concentration. Everyone is well aware of how so many children drop out of school at an early

stage to help their families. These children have the right to study. Aashman Foundation puts

in efforts to help these children stay on the path of education.

The organisation believes that reading and writing will keep the mind occupied towards

something productive and far away from ‘Baal Depression’.

Milk Bank Campaign

Sufficient nutrition plays a significant role in a child’s overall development. Milk is

considered a vital constituent in a wholesome meal for infants and children. It provides

nutrition that a child needs to grow and flourish in all aspects. The NGO regularly provides

milk to the kids whose parents cannot afford it. Every child deserves to live a healthy and

happy life.

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13 | P a g e
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Introduction

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Right person for the right job is the basic principle in recruitment and selection.

Every organization should give attention to the selection of its manpower, especially
its managers. The operative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower for carrying
different business activities smoothly and efficiently and for this recruitment and selection of
suitable candidates is essential. Human resource management in an organization will not be
possible if unsuitable persons are selected and employment in a business unit.

The first stage of managing people is attracting and selecting staff. Recruitment and Selection
are usually considered as one process. Recruitment needs to be carefully planned in order to
attract the right type of applicant. Ultimately, this increases the chances of making a suitable
selection and appointment.

Recruitment and selection is the process of identifying the need for a job, defining the
requirements of the position and the job holder, advertising the position and choosing the
most appropriate person for the job.

Undertaking this process is one of the main objectives of management. Indeed, the success of
any business depends to a large extent on the quality of its staff. Recruiting employees with
the correct skills can add value to a business.

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Recruitment & Selection Process

Short listing the CV of candidate.

Aptitude Test

Psychometric Test.

Interview format finalization by HR

Final round interview done by GM &

Problem Statement

Recruitment and selection plays a vital role in the organisation, each organisation will have

different recruitment and selection policies, these policies will help to know about how the

employees are recruited and selected in the organisation. If any flaws in both the process

would affect the overall performance and directly has an impact on productivity. Hence this

particular function of human resources is very important. Therefore, this study is conducted

to study in detail the recruitment and selection process at Aashman Foundation.

Scope

The work that was allotted when joining the foundation is to generate leads. The leads can be

generated using various platforms like LinkedIn, Internshala, etc. Those leads will be then

onboarded after being interviewed by the core team of the supervisor that I was assigned.

After completion of the minimum requirement of the task and tenure of 21 days, I had been

promoted to Assistant Supervisor. As an Assistant Supervisor, I was responsible for

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maintaining a group of interns and a core team with two interviewers, two process partners

and an MIS. I had to conduct weekly meetings with the team and ensuring all of them were

performing their best. I will be reporting the daily performances of the interns, to my group

supervisor daily.

This helped me in learning how to handle teams and experience in guiding the team to

success. This has also increased my knowledge about how well an HR department works.

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 Literature Review

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 Definition:

Edwin Flippo defines Recruitment and selection process as “A process of searching

for prospective employees and stimulating and encouraging them to apply for jobs in

an organization.”

In simpler terms, recruitment and selection are concurrent processes and are void

without each other. They significantly differ from each other and are essential

constituents of the organization. It helps in discovering the potential and capabilities

of applicants for expected or actual organizational vacancies. It is a link between the

jobs and those seeking jobs.

Work by Korsten (2003) and Jones et al. (2006):

According to Korsten (2003) and Jones et al. (2006), Human Resource Management

theories emphasize on techniques of recruitment and selection and outline the benefits

of interviews, assessment and psychometric examinations as employee selection

process. They further stated that recruitment process may be internal or external or

may also be conducted online. Typically, this process is based on the levels of

recruitment policies, job postings and details, advertising, job application and

interviewing process, assessment, decision making, formal selection and training

(Korsten 2003).

Jones et al. (2006) suggested that examples of recruitment policies in the healthcare,

business or industrial sector may offer insights into the processes involved in

establishing recruitment policies and defining managerial objectives.

Successful recruitment techniques involve an incisive analysis of the job, the labour

market scenario/ conditions and interviews, and psychometric tests in order to find out

the potentialities of job seekers. Furthermore, small and medium sized enterprises lay

their hands on interviews and assessment with main concern related to job analysis,

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 emotional intelligence in inexperienced job seekers, and corporate social

responsibility. Other approaches to selection outlined by Jones et al. (2006) include

several types of interviews, role play, group discussions and group tasks, and so on.

Any management process revolves around recruitment and failure in recruitment may

lead to difficulties and unwanted barriers for any company, including untoward

effects on its profitability and inappropriate degrees of staffing or employee skills

(Jones et al. 2006). In additional, insufficient recruitment may result into lack of

labour or hindrances in management decision making, and the overall recruitment

process can itself be advanced and amended by complying with management theories.

According to these theories, the recruitment process can be largely enhanced by

means of Rodgers seven point plan, Munro-Frasers five-fold grading system, personal

interviews, as well as psychological tests (Jones et al. 2006).

Work by Alan Price (2007):

Price (2007), in his work Human Resource Management in a Business Context,

formally defines recruitment and selection as the process of retrieving and attracting

able applications for the purpose of employment. He states that the process of

recruitment is not a simple selection process, while it needs management decision

making and broad planning in order to appoint the most appropriate manpower. There

existing competition among business enterprises for recruiting the most potential

workers in on the pathway towards creating innovations, with management decision

making and employers attempting to hire only the best applicants who would be the

best fit for the corporate culture and ethics specific to the company (Price 2007). This

would reflect the fact that the management would particularly shortlist able candidates

who are well equipped with the requirements of the position they are applying for,

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 including team work. Since possessing qualities of being a team player would be

essential in any management position (Price 2007).

Work by Hiltrop (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM

practices, HRM-organizational strategies as well as organizational performance. He

conducted his research on HR manager and company officials of 319 companies in

Europe regarding HR practices and policies of their respective companies and

discovered that employment security, training and development programs, recruitment

and selection, teamwork, employee participation, and lastly, personnel planning are

the most essential practices (Hiltrop 1999). As a matter of fact, the primary role of HR

is to develop, control, manage, incite, and achieve the commitment of the employees.

The findings of Hiltrop’s (1996) work also showed that selectively hiring has a

positive impact on organizational performance, and in turn provides a substantial

practical insight for executives and officials involved. Furthermore, staffing and

selection remains to be an area of substantial interest. With recruitment and selection

techniques for efficient hiring decisions, high performing companies are most likely

to spend more time in giving training particularly on communication and team-work

skills (Hiltrop 1999). Moreover the finding that there is a positive connection existing

between firm performances and training is coherent with the human capital

standpoint. Hence, Hiltrop (1996) suggests the managers need to develop HR

practices that are more focused on training in order to achieve competitive benefits.

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Work by Jackson et al. (2009) and Bratton and Gold (1999):

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 As discussed by Jackson et al. (2009), Human resource management approaches in

any business organization are developed to meet corporate objectives and

materialization of strategic plans via training and development of personnel to attain

the ultimate goal of improving organizational performance as well as profits. The

nature of recruitment and selection for a company that is pursuing HRM approach is

influenced by the state of the labour market and their strength within it. Furthermore,

it is necessary for such companies to monitor how the state of labour market connects

with potential recruits via the projection of an image which will have an effect on and

reinforce applicant expectations. Work of Bratton & Gold (1999) suggest that

organizations are now developing models of the kind of employees they desire to

recruit, and to recognize how far applicants correspond to their models by means of

reliable and valid techniques of selection. Nonetheless, the researchers have also seen

that such models, largely derived from competency frameworks, foster strength in

companies by generating the appropriate knowledge against which the job seekers can

be assessed. However, recruitment and selection are also the initial stages of a

dialogue among applications and the company that shapes the employment

relationship (Bratton & Gold 1999). This relationship being the essence of a

company’s manpower development, failure to acknowledge the importance of

determining expectation during recruitment and selection can lead to the loss of high

quality job seekers and take the initial stage of the employment relationship so down

as to make the accomplishment of desirable HRM outcomes extremely difficult. In

the opinion of Bratton and Gold (1999), recruitment and selection practices are

essential characteristics of a dialogue driven by the idea of “front-end” loading

processes to develop the social relationship among applicants and an organization. In

this relationship, both parties make decisions throughout the recruitment and selection

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 and it would be crucial for a company to realize that high-quality job seekers, pulled

by their view of the organization, might be lost at any level unless applications are

provided for realistic organization as well as work description. In view of Jackson et

al. (2009) and Bratton & Gold (1999) applicants have a specific view of expectations

about how the company is going to treat them; recruitment and selection acts as an

opportunity to clarify this view. Furthermore, one technique of developing the view,

suggested by Bratton and Gold (1999), are realistic job previews or RJPs that may

take the form of case studies of employees and their overall work and experiences, the

opportunity to “cover” someone at work, job samples and videos. The main objective

of RJPs is to allow for the expectations of job seekers to become more realistic and

practical. RJPs tend to lower initial expectations regarding work and a company,

thereby causing some applications to select themselves; however RJPs also increase

the degree of organization commitment, job satisfaction, employee performance,

appraisal and job survival among job seekers who can continue into employment

(Bratton & Gold 1999) Jackson et al. (2009).

Work by Silzer et al (2010):

However, the process of recruitment does not cease with application of candidature

and selection of the appropriate candidates, but involves sustaining and retaining the

employees that are selected, as stated by Silzer et al. (2010).

Work of Silzer et al. (2010) was largely concerned with Talent management, and

through their work they were successful in resolving issues like whether or not talent

is something one can be born with or is it something that can be acquired through

development. According to Silzer et al (2010), that was a core challenge in designing

talent systems, facing the organization and among the senior management. The only

solution to resolve the concern of attaining efficient talent management was by

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 adopting fully-executable recruitment techniques. Regardless of a well-drawn

practical plan on recruitment and selection as well as involvement of highly qualified

management team, companies following recruitment processes may face significant

obstacles in implementation. As such, theories of HRM can give insights in the most

effective approaches to recruitment even though companies will have to employ their

in house management skills for applying generic theories across particular

organizational contexts. Word conducted by Silzer et al (2010) described that the

primary objective of successful talent strategies is to create both a case as well as a

blueprint for developing the talent strategies within a dynamic and highly intensive

economy wherein acquisition, deployment and preservation of human capital-talent

that matter,, shapes the competitive advantages and success of many companies

(Silzer et al. 2010).

Work by Taher et al. (2000):

Toward that end Taher et al. (2000) carried out a study to critique the value-added and

non-value activities in a recruitment and selection process. The strategic manpower

planning of a company, training and development programme, performance appraisal,

reward system and industrial relations, was also appropriately outlined in the study.

This study was based on the fact that efficient HR planning is an essence of

organization success, which flows naturally into employee recruitment and selection

(Taher et al. 2000). Therefore, demand rather than supply must be the prime focus of

the recruitment and selection process and a greater emphasis must be put on planning,

supervising and control rather than mediation. Extending this principle, a realistic

approach to recruitment and selection process was demonstrated, and the study found

that an organization is efficient only when the value it commands exceeds the price

involved in determining the process of decision making or product. In other words,

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 value-added and non-value added activities associated with a company’s recruitment

and selection process impacts its role in creating motivated and skilled workforce in

the country (Taher et al. 2000). Thus, the study identified the waiting time, inspection

time and filing time as non-value added tasks and the cost of advertisement as the

only value added activity in the overall process. Taher et al. (2000) investigated the

recruitment and selection section of Bangladesh Open University. It was found that

whenever the recruitment and selection department of BOU received a recruitment

request of new applicants from other sections, the officials failed to instantly advertise

the vacancy in various media. The university had to follow some long sequential steps

prior to doing so. After the vacancy is publicly advertised, what followed were the

bureaucratic formalities and complications together with inspection and supervision

by two departments thereby causing unnecessary waiting in the recruitment and

selection process that eventually increases the cost of recruitment by keeping the

organization’s image at stake. The study also witnessed some amount of repetition

taking place at every step of recruitment where the applications of applicants

circulating around too many departments for verifications. This repetitive work tends

to engage unnecessary persons for a single task that results in unnecessary delay in the

decision and unjust wastage of manpower.

After careful consideration of similar problems in the BOU, Taher et al. (2006)

recommended for amending the recruitment process by stating that firstly processes

like job analysis and searching internal and external sources must be followed by

direct advertisement of the post as the HR’s own responsibility, and not by any

intermediate officials. This will eliminate the non-value activities. Secondly, Taher et

al (2000) suggested a ‘system’ to be introduced to ease the respective department to

study the shortlisted candidates, which can be done only by the request of the HR

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 department. A medical assistance must be sought by BOU in regards to the physical

or mental abilities of applicants for the job function as well as their workers

compensation and risk. A procedure needs to be devised pertaining to the privacy and

confidentiality of medical reports. Thus, this privacy and decrease in noon-value

added activity of the medical exam can be sustained effectively by testing the

applicants via contracted medical advisors, or in-house doctors. Use of a computer

based HR system should be installed in BOU to manage the pool of information about

employees and to make the organization to take just-in-time HR recruitment and

selection decisions.

Therefore, any organization is encouraged to development real-time recruitment

strategies that must attempt to generate a pool of appropriately qualified and well-

experienced individuals so as to effectively initiate the selection strategies and

decisions. In essence, the potential applications are encouraged to apply for the open

vacancies and also the relevant departments can engage in recruiting the best

candidates to upgrade the department’s performance (Taher et al. 2000).

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Research Methodology

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Every project work is based on certain methodology, which is a way to systematically solve

the problem or attain its objectives. It is very important guideline and lead to completion of

any project work through observation.

The research method used in this study is Descriptive research and Exploratory research..

Descriptive research refers to the methods that describe the characteristics of the variables

under study. Descriptive research uses surveys to gather data about varying subjects. This

data aims to know the extent to which different conditions can be obtained among these

subjects.

Explorative research is most commonly unstructured, informal research that is undertaken

here to gain background knowledge about the general nature of recruitment and selection.

The data collected to do this research is secondary data. The qualitative data is collected

about the topic of study, ‘recruitment and selection process’.

Sources of Data Collection

Secondary data is collected from previous researches and literature. The secondary

data was collected through:

 Text Books

 Articles

 Journals

 Websites

Objectives of Study

 To analyse and interpret the recruitment and selection process in Aashman

Foundation.

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  To analyse the role and importance of personnel department in recruiting an

employee.

 To know about the various essential factors that should be considered before selecting

a person.

 To give the suggestions, if any, to improve the recruitment and selection process at

Aashman Foundation.

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Analysis of Recruitment and

Selection Process At

Aashman Foundation

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 Job Description:

 Following is the job Description outlining my roles and responsibilities at

Aashman Foundation:

o Running internship drives

o Using online sources to enrol candidates

o Screening resumes and application forms

o Schedule and confirm interviews with candidates

o Post, update and remove internship ads from intern boards, career pages and

social networks

o Prepare HR related reports as needed

o Participate and organising company events

 Work from Home

 Target

o The target for the first task is the total onboarding from my referrals should be

a minimum of 8 candidates.

o The target as an Assistant Supervisor is to get 5 onboards each from the

interns assigned to me.

 Training

o Training and guiding of the interns assigned to me

o Allocating and workload among the core teams

o Training the existing interns

 Reporting

o Weekly review meeting with the interns

o Performance Appraisal

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 o Daily performance of core team

o Overall performance of the teams reported at the end of 21 days

 Lead generation by advertising on LinkedIn and other social media platforms.

 Posting the job vacancies and posters on various platforms to get potential leads.

 Screening and selecting the potential candidates.

 The screening of candidates’ resumes with their experience and educational

background.

 Managing and training new trainee interns.

 Training and guiding existing employees.

 Reporting to superiors.

 Reporting on the status of applicants.

 Discussing the performance of candidates.

 Updating the vacancies from time to time, list of the vacancies I had posted is as

below:

o Social Media Marketing

 They had to use their own Facebook, Instagram, and Whatsapp

accounts to create awareness about Aashman Foundation and make its

voice reach to masses using social media.

o Human Resource

 Create internship drives

 Use online medium to enrol candidates

 Screen resumes and application forms

 Schedule and confirm interviews with candidates

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  Post, update and remove internship ads from intern boards, career

pages and social networks.

 Prepare HR related reports as needed

 Participate in organising company events

o Sales and Marketing

 Generate funds for the organisation to support the needy, collaborate

with brands and individuals for gathering funds or brand awareness,

branding, lead generation, client relationship management, etc.

o Fund Raiser

 Fundraising person must be energetic and ready to connect with new

individuals as well as institutional organisations, need to support the

organisation in running campaigns with monetary as well as in-kind

support.

o Videographer

 The person should not be completely a fresher, bit experience is

required.

 Should have a camera, not hiring anyone who makes videos on phone.

 The person should be living in the cities of Chandigarh, Panchkula,

Mohali and Zirakpur.

o Stop Motion Graphic

 The person should know how to make stop graphic motions.

 The candidate should submit a simple video by which they will be

evaluated.

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 o Video Editing

 The person must be professional and know all the editing done in the

video

 Experience is must

o Youth Mediathon

 Intern has to make videos on projects

 Success stories would be displayed as a project.

 Responsible for maintaining data for weekly, fortnight, monthly

reports in work update magazines

o Psychologist

 Experience in psychology

 Understand behaviour

 Personal experience to learn the thought process

 Social observations of the widows, underprivileged children,

underprivileged old ones, destitute ones.

Tasks Assigned:

Task 1 : Recruitment and Selection

 Posted job on LinkedIn etc.

 I have asked professionals for the suggestion for hiring candidates.

 They have mentioned many sites and I have posted job there.

 Floated the vacancies among friends who were looking for internships.

 Posted the vacancies in Whatsapp groups.

 Contacted colleges and other sources for leads.

 Mail colleges for internship offer for their students.

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  Contacted helping hands for the leads.

 Screening the resumes of applicants.

 Filtered the candidates with their education.

 Willingness to work without stipend.

 Made them fill the form for further processing.

 They are required to fill the form in which they will be asked for their contact details.

 The details are used for interviewing and induction of candidates if selected.

Task2: Performance Management and employee Guidance

 Managing a team of interns and core members.

 Training the interns about tasks.

 Conduct weekly meeting to boost and appreciate their performances.

 Appreciating the well-performed and encouraging poor performance candidates.

 Clearing their doubts.

 To review the performance of each intern.

 Calculating the onboard percentage of each intern.

 Maintaining Excel sheets daily.

 Follow up on the candidates brought by interns.

Task3: Mentoring and Follow up

 Training the existing employees, core team on their work.

 Instructing their duties and responsibilities.

 Clearing any doubts and problems they face.

 Allocating work for each member.

 Daily work allocation to start work.

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  Conducting weekly review meetings.

 Guiding them through the process, motivating them.

 Conducting problem solving sessions with core team members.

 Collecting feedback of interviewers from interns.

 Updating on how many candidates are contacted and processed.

Task4 : Reporting and Promotion

 Reporting the performance of interns to group supervisor daily.

 The Reporting format is as follows:

Reporting format

Date-

Batch Day-

Assistant Supervisor Name-

Total Interns Allotted-

Interns present in group-

Total References-

References today-

Interviews conducted today-

Selected interns today-

Rejected interns today-

Processing done today-

Onboardings today-

Total Onboardings-

 Conducting weekly review meetings with the interns.

 Promoting the interns after completion of the task.

 Discussing the performance of interns with supervisor.

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  Promoting the best candidates.

 Filling up the promotion form for the candidates.

 Explaining the next task and process of workflow.

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Conclusion

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The human element of organization is the most crucial asset of an organization. Taking a

closer perspective -it is the very quality of this asset that sets an organization apart from the

others, the very element that brings the organization’s vision into fruition.

Thus, one can grasp the strategic implications that the manpower of an organization has in

shaping the fortunes of an organization. This is where the complementary roles of

Recruitment and Selection come in. The role of these aspects in the contemporary

organization is a subject on which the experts have pondered, deliberated and studied,

considering the vital role that they obviously play. The essence of recruitment can be

summed up as “the philosophy of attracting as many applicants as possible for given jobs”.

The face value of this definition is what guided recruitment activities in the past. These days,

however, the emphasis is on aligning the organizations objectives with that of the individuals.

By making this a priority, an organization safeguards its interests and standing. After all, a

satisfied workforce is a stable workforce which also ensures that an organization has credible

and reliable performance. In a bid to underscore this subtle point, the project examines the

various processes and nuances one of the most critical activities of an organization. The end

result of the recruitment process is essentially a pool of applicants. Next to recruitment, the

logical step in the HR process is the selection of qualified and competent people. As such,

this process concentrates on differentiating between applicants in order to identify – and hire-

those individuals whose abilities are consistent with the organization’s requirements.

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Recommendations and

Limitations

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 Recommendations:

 The internship roles and responsibilities should be clear.

 The description should mention all the work they will do in their tenure.

 The description and the given work should not differ.

 Guiding of the candidates should be better.

 Training on how to generate leads can be given.

 The supervisor should be given some tips on how to handle teams.

 Supervisors should be polite.

 Can conduct activities to keep all employees engaged.

 The time taken for issuing the completion certificate can be less.

Limitations:

 The study is based on secondary data, so authenticity of data is not assured.

 There is a difference between the views of different scholars on same topics.

 Secondary data is biased at some places.

 Advancements are done in every field, in HR also, so old published data may be

obsolete now.

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 Bibliography

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 Websites:

 www.recruitmentnews.in

 www.employmentnews.india.org

 www.google.com

 www.aashmanfoundation.org

 aashmanfoundation.wordpress.com

 www.instagram.com

 www.ukessays.com

Book:

 K Aswathapa, Human Resource Management, 8th Edition, Tata McGraw-Hill

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