Analysis of recruitment and selection process

ANALYSIS OF RECRUITMENT AND SECTION PROCESS
AT CONSULTANCY LEVEL FOR 3 IT CLIENTS
Submitted by
Kanithra Krishnan
(PGDM/WE 12)
In partial fulfilment for the award of the degree of
POST GRADUATE DIPLOMA IN MANAGEMENT
INSTITUTE FOR FINANCIAL MANAGEMENT AND RESEARCH
24. Kothari Road, Nungambakkam, Chennai - 600 034

TO WHOMSOEVER IT MAY CONCERN
This is to certify that Ms. Kanithra Krishnan (WE/PGDM 12) student of post graduate diploma in management
(PGDM) from the Institute for financial management and research, Chennai has completed her 3months project
Work in Human resource department of our organization.
During these period her character and conduct was good.
We wish her all the best in her future endeavors.
RS HR Team Solution Pvt Ltd,
Regional Manager

ACKNOWLEDGEMENT
At the outset I would like to thank the organization, “RS HR Team Solutions Pvt
Ltd”, for providing an opportunity to work out the project work at their
premises. The efforts taken by me to complete the project successfully would
have not been possible without the kind support and help of many individuals
in this organization.
Firstly I would like to express my gratitude to my guide Mrs.Lakshmi
Narayanan, for giving me project with so much learning quotient and for
enriching my knowledge of HR by sharing her expertise on the HR practices.
Apart from my mentor at RS HR Team Solutions, I would like to thank all the
employees of RS HR Team Solutions, who were always supportive and
interacting with them gave me lots of learning about the company and also
about various HR practices.
I am grateful to my college "Institute for Financial Management and Research”
for providing me the chance to undertake this internship and to my mentors
and guides at IFMR Mrs.Vijayalakshmi, Assistant Professor, for her constant
motivation and giving me time, knowledge and inspiration to Work hard and
for the untiring support guidance throughout the project.
Signature
Name of the student

EXECUTIVE SUMMARY
The objective of the project is to observe and analyse how various HR practices
arc dealt within the organization and also suggest ways to improve its
effectiveness thereby the organization's performance. First few weeks I
observed the ongoing process in the organization, the organisational structure,
working climate, organizational culture and other processes. The following
weeks, through intermittent informal chat with the HR head, I was able to get
an overview of the HR practices, the company policies and the IT system of the
company. I was given lot of data entry works in MS excel and organization of
employee details in their respective files. Through this, I was able to know the
actual processes of most HR practices especially performance appraisal and
knowing the templates of documentation in files. Doing joining formalities
helped a lot in knowing the processes involved and the document needed
while a new employee joins the organization. Interacting with the new joiners,
I was also able to get an overview of how the recruitment was done for them.
There was a vacancy in one of the departments in the organization. Through
this, I was able to know the actual recruitment process in RS HR Team
Solutions, adding on to the knowledge I got through interaction with new
employees. The trainings in the organization were mostly based on soft skills
like trainings on presentation skill, communication skill, leadership skill,
recruitment and selection. I was given an opportunity to interact with the
employees and find their training needs. Based on this, I have presented a
report on the analysis of the HR practices for the improvement in performance
and efficiency.

CHAPTER TITLE PAGE.
NO.
CHAPTER – 1 INTRODUCTION
1.1 About the Company 7
1.2 Project description 8
1.3 About Clients 9
1.4 Organisational structure 12
1.5 Management Philosophy 13
CHAPTER – 2 RESEARCH BACKGROUND
2.1 Observing the working environment: 15
2.2 Interacting with HR Head: 15
2.3 Sourcing and Screening: 15
2.4 Observing Recruitment Interviews: 16
2.5 Doing the Joining formalities for new employees: 18
CHAPTER – 3 RESEARCH METHODOLOGY
3.1 Research Design: 20
3.2 Data Collection: 21
3.3 Application of KSA on field 22
3.4 Tools of data collection 24

CHAPTER – 4 DATA ANALYSIS AND INTERPRETATION
4.1 Analysing the client's HR planning 25
4.2 Observation on client's project acceptance 26
4.3 Percentage of fresher getting selected 27
4.4 Percentage of Recruitment Requirements 28
4.5 Analysis of realistic job perceptions: 30
CHAPTER – 5 EVALUATING THE EFFETIVENESS OF RECRUITMENT
5.1 Realistic job perceptions: 34
5.2 Cost of wrong person in a organisation 34
5.3 Replacement 36
5.4 Personality Traits 38
5.5 Analysis on reasons for rejection in Interview 40
CHAPTER – 6 CONCLUSION 43
APPENDIX BIBLIOGRAPHY 47

| 6A n a l y s i s o f R e c r u i t m e n t a n d S e l e c t i o n p r o c e s s P a g e
Chapter -1
Introduction:
Recruitment is the process of finding and hiring the best-
qualified candidate (from within or outside of an organization) for a
job opening in a timely and cost-effective manner. The recruitment
process includes analysing the requirements of a job, attracting
employees to that job, screening and selecting applicants, hiring, and
integrating the new employee into the organization.
Concept:
The objective here is to observe and analyse how various HR
practices are dealt within the consultancy and also suggest ways to
improve its effectiveness thereby the organization’s performance.
These HR practices range from company policies, recruitment,
joining formalities, offer letter, general administration, resource
allocation, salaries, Interview processes etc. The main objective is to
prepare a roadmap based on the observation of the recruitment
processes and prepare a process document for this functional area of
HR. This in turn would help the organization in better accountability,
process flow & orientation; reduce the lack of clarity and easy
reference to the processes.

1.1 About RS HR Solutions
RSHR Team Solutions Pvt Ltd is the complete recruitment Solution
firm founded by qualified and experienced professionals. It has
competency and assessment capabilities to understand and serve
requirement of clients.
The dedicated team of professional consultants. It focuses on
recruiting candidates for Middle to Senior as well as junior level
management. It provides manpower in all industry segments. Team
HR is one of the executive search organizations, offering recruitment
solutions in India & overseas in all kind of industries like IT
Manufacturing, Automotive & Automobile, Telecommunication,
Financial Service & Consulting, Banking & Insurance, BPO & KPO, Life
sciences & Healthcare, Retailing & FMCG, Logistics , Real Estate &
Construction , Media & Advertising , information Technology.
RSHR Team Solutions Pvt Ltd is well in a position to deliver
world class human resource solutions from Pan India. It also provides
prompt and professional services to even overseas clients. It has
entered into strategic alliance with renowned similar players in the
Gulf and Far East countries as well.
Mission Statement
The mission of the company is to serve clients, to integrate
flexibility into their day to day processes, helping them to focus on
their core business activities.

Vision Statement
Vision is to become most respectable and leading consulting and
outsourcing company in the coming five years with PAN India
presence. To be the partner of choice for clients in identifying and
selecting best talent with consistent reliability, responsibility, pace
and confidentiality.
Our Values
It believes in capitalization of resources. It also believes that
“Human” comes before “Resources”. It’s taste are very simple; It
easily get satisfied with the “Best”.
1.2 Project description
Scope:
The scope range of the project is limited to the corporate clients and
Site HR team activities of RS HR Team Solutions Pvt Ltd. South
Divisional Head office —Chennai.
Deliverables:
Recommendations for improvement in the recruitment processes
Process document for various HR practices

Primary data source:
Interaction with the HR head, BDM (Business Development
Manager), employees, observation on Job and from the documents
during the internship in the organization.
Secondary data source:
Reference to textbooks, journals and surfing through the net gave
information about the functional areas of HR.
1.3 About Clients:
SHIPNET
ShipNet delivers solutions that help shipping companies
operate more efficiently and profitably. ShipNet’s success in this is
founded on the fusion of comprehensive shipping industry
understanding and world class ERP software that together allows
organisations to streamline their processes and manage their
information and assets in ways that help them make the right
decisions for their business.
ShipNet's product suite is completely integrated, providing an
end-to-end solution for shipping companies, covering the full range
of Chartering and Operations, Liner Management, Finance and
Accountancy, Technical Management, Procurement, and
Disbursement Management. This joined up solution, built on a
modern .NET platform, leveraging the use of a modern BPMS
development tool and relying on the use of an advanced Service

Oriented Architecture, enables companies to model, deploy, and
manage their mission-critical business processes using a business-
centric IT architecture that supports integrating elements of their
work as linked, repeatable corporate tasks and services.
Mission of the company:
Today ShipNet is engaged in a process of transforming its offering to
capitalise on the most advanced technology currently available. This
involves the development of a completely fresh product line that
combines the lessons learned over 20 years of experience in the
maritime ERP sector and the potential offered by web based
software which can readily merge different datasets and functional
elements to provide a lean and efficient software suite.
WIPRO
Wipro Ltd is a global information technology, consulting and
outsourcing company with 170,000+ workforce serving clients in
175+ cities across 6 continents. The company posted revenues of
$7.6 billion for the financial year ended Mar 31, 2015.
Wipro helps customers do business better by leveraging their
industry-wide experience, deep technology expertise,
comprehensive portfolio of services and vertically aligned business
model.
Wipro is globally recognized for its innovative approach
towards delivering business value and its commitment to
sustainability. Wipro champions optimized utilization of natural
resources, capital and talent. Today we are a trusted partner of

choice for global businesses looking to ‘differentiate at the front’ and
‘standardize at the core’ through technology interventions.
Spirit of Wipro:
MINDTREE
For Mindtree, “Welcome to possible” is more than a slogan - it
reflects their approach to every engagement.
Mindtree delivers digital transformation and technology services
from ideation to execution, enabling Global 2000 clients to
outperform the competition. “Born digital,” Mindtree takes an agile,
collaborative approach to creating customized solutions across the
digital value chain.
MindTree Values:
 Collaborative Spirit
 Unrelenting Dedication
 Expert Thinking
Intensity to win
Act with sentivity
Unyielding
integrity

1.4 Organisation Structure
President
Clients
Business
Development
Managers
Admintrative
staffs
Recruiters
Staff
Senior Staff
Accounting
Payroll
Benefits
Technical Staff
Vice president

1.5 Management Philosophy:
RSHR Team Solution’s Philosophy is driven by knowledgeable
and talented people who strive to work on areas along with
principles such as
1. Focus on Customer:
At RSHR Team Solutions, it ensures that a great deal of attention is
given to customer relations. The teams anticipate the needs of the
clients and ensure them a positive experience beyond their
expectations by systematic benchmarking and R&D practices. Their
philosophy revolves around the customers and their urge in
satisfying client’s need.
2. Perfection to the Core:
With Strong in house team of architects, they strive to reach the core
of perfection in their designs. Various brainstorming sessions, during
the concept design, design verification and validation process, the
FMEA’s and the design reviews throughout the life cycle of their
projects ensures zero defect products to their customers.
3. Act with Integrity:
At RSHR Team Solutions the team believes in commitments and
building long term relationships based on trust and honesty.

4. An Eco friendly Company:
A concern for the environment is an integral part of the company’s
vision. RSHR Team Solutions is always committed to growth in
consonance with the environment and all its projects stand a
testimony to it.
5. Standardization:
Our entire recruitment process is standardized. Our recruiters are
driven by process control standards and the process quality is
reviewed through statistical process control techniques. Areas of
process improvements are identified by their senior recruiters
through brainstorming and benchmarking best building practices
followed by consultancy companies across the global.
6. Seize the future:
At RSHR Team Solutions, we enhance change to stay ahead in fast-
paced industry.

Chapter 2
Research Background
2.1 Observing the working environment:
First few weeks I observed the processes followed in the
organisation, work climate, organisational culture and other
processes.
Accessing email: sending them job alerts by email, sending them IN
Mails, sending them details of interviews and prospective jobs and
newsletters, all via email. These are all highly likely to be first viewed
on a mobile device.
2.2 Interacting with HR Head:
The following weeks, through intermitted informal chats with the
BDM/HR Head, I was able to get the overview of the HR practices,
Candidate sourcing methods, and the company policies.
2.3 Sourcing and Screening:
I was given lot of client requirements (i.e) job description to source
the perfect resume that fits in for the role. Through this I was able to
learn and interact with candidates and judge there knowledge on
call.

Text messages:
Sending them interview reminders, job alerts and ‘call me’ messages.
They are read on a mobile phone.
Internet searching:
We all search on our mobiles every day – for companies, location
information and of course jobs. Mostly 43% of job seekers have used
a mobile to search for a job.
Social networking:
Facebook, Twitter, LinkedIn, Instagram, YouTube, Google+ etc. – the
chances are you will access them via your mobile phone. So if you
are using social networks for recruiting (and of course you should)
then the interaction will likely be mobile.
News alerts:
This encourages people to sign up for the job alerts, to make sure
they get access to the latest jobs. Depending on the process they
use, it will be read by the job seeker on a mobile in one of these
methods above. If we post jobs to job boards, and people have apps
for them on their phones, then they will get push notifications.
2.4 Observing Recruitment Interviews:
Interviews are a critical part of the hiring process.
Traditional one on one job interview:
The traditional one on one interview is where candidates are
interviewed by one representative of the company, most likely the
manager of the position you are applying for. Because this will be the
person to whom the candidate will be directly working with if he/she
gets the job. They want to get a feel for who the candidate is and if
His/her skills match those of the job requirements.

Panel interview:
In a panel interview, candidate will be interviewed by a panel of
interviewers. The panel may consist of different representatives of
the company such as human resources, management, and
employees. The reason why some companies conduct panel
interviews is to save time or to get the collective opinion of panel
regarding the candidate. Each member of the panel may be
responsible for asking questions that represent relevancy from their
position.
Behavioural interview:
In a behavioural interview, the interviewer will ask you questions
based on common situations of the job that the candidate is applying
for. The logic behind the behavioural interview is that the
candidate’s future performance will be based on their past
performance of a similar situation. Candidate should expect
questions that inquire about what they did when they were in XXX
situation and how did they dealt with that. In a behavioural
interview, the interviewer wants to see how they deal with certain
problems and how they think to solve them.
Group interview:
Many times companies will conduct a group interview to quickly pre-
screen candidates for the job opening as well as give the candidates
the chance to quickly learn about the company to see if they want to
work there. Many times, a group interview will begin with a short

presentation about the company. After that, they may speak to each
candidate individually and ask them a few questions.
One of the most important things the employer is observing during a
group interview is how candidate interact with the other candidates.
Are they emerging as a leader or are they more likely to complete
tasks that are asked of you? Neither is necessarily better than the
other, it just depends on what type of personality works best for the
position that needs to be filled.
Phone interview:
A phone interview may be for a position where the candidate is not
local or for an initial pre-screening call to see if they want to invite
you in for an in-person interview. Candidate may be asked typical
questions or behavioural questions.
2.5 Doing the Joining formalities for new employees:
This helped me in knowing the post recruitment process and the
documents needed while a new joiner join the organisation. It also
gave an overview of induction process.

Chapter 3
RESEARCH METHODOLOGY
Research:
Research is defined as the objective and formal process of
systematically obtaining analysing and interpreting data for
actionable decision-making.
Research Methodology:
It’s natural to view client needs through the lens of their expertise. It
tend to focus on those needs that match what we do. But projects
are typically driven by nontechnical factors—business, operational,
political, or personal needs.
Geographical Area:
The study was carried out with the employees of “RS HR Team
Solutions Pvt Ltd ”, Kilpauk branch, Chennai.
Period of Study:
The period of study is 60days

3.1 Research Design:
Focusing almost exclusively on technical needs:
It’s natural to view client needs through the lens of their expertise. It
tends to focus on those needs that match what the firm do. But
projects are typically driven by nontechnical factors—business,
operational, political, or personal needs.
Discounting the importance of felt needs:
Technical professionals tend to favour applying their skills to solving
problems that are concrete, objective, and quantifiable. Yet the
client’s real problems may be based on feelings and perceptions
(e.g., the community’s unhappiness with a pro-posed project).
Ignoring the client’s “pain”—felt needs—limits their problem-solving
ability, no matter how strong their relevant technical expertise.
Favouring a specific solution:
When firm have enjoyed notable success on one project, we are
understandably prone to want to repeat it elsewhere. But that desire
can become a case of the proverbial hammer in search of a nail,
biasing their assessment of the client’s needs.
Talking with only one or two client representatives:
One of the most frequent shortcomings in understanding client
needs is the tendency to talk with only one or two contacts within
the client organization. Our client’s needs are more accurately a
composite of individual perceptions and expectations. In the sales

process, this requires that we talk to multiple parties within the
client organization.
Our ability to avoid these tendencies will not only make us more
effective sellers, but better consultants, designers, and problem
solvers.
Sampling Design:
The researcher includes taking a portion of population and makes
observation on the group.
Sample Size:
The total no of employees in RSHR Team Solutions is of 80
employees who are in officer cadre.
Sampling Method:
Census Method
The study was conducted with the sample size of 30 employees in
the staff and officers cadre of RSHR Team Solutions.
3.2 Data Collection:
Data collection is an act of collecting relevant and adequate data
required from the sample size. It may be done through primary (or)
secondary data.
Primary Data:
Primary data are those, which are collected fresh in nature. The
researcher has used the primary data through questionnaire. The
questionnaire was closed ended & multiple choice and rating
questions.

Secondary data
The secondary data on the other hand are the information which is
collected indirectly. The secondary data information is collected from
books, journals, and websites.
3.3 Application of KSA on field:
KSAs are qualities needed by applicants to successfully perform their
job. They are used in the Merit Promotion process to distinguish the
"highly qualified candidates" from among the "qualified" candidates.
KSAs are defined as:
KNOWLEDGE - An organized body of information, usually factual or
procedural in nature. For example, "Knowledge of Contract Law and
Regulations" could be used as a KSA for a Contract Specialist
position.
SKILL - The proficient manual, verbal, or mental manipulation of data
or things. For example, "Skill in Operating Personal Computers" could
be used as a KSA for a Computer Assistant position.
ABILITY - The power or capacity to perform an activity or task. For
example, "Ability to Identify Signs of Discord, Tension, or Abnormal
behavior" could be used as a KSA for a Correctional Counselor
position.

To reinforce the idea of organizing your thoughts when responding
to KSAs, ask yourself get these five standard questions as a
"checklist" regarding individual tasks you performed.
1. What action was performed?
2. Why was the action performed?
3. For whom was the action performed?
4. What were the accomplishments?
5. Did the action produce a significant impact on others or the work
environment?

3.4 Tools of data collection:
The tools used to collect the data were questionnaire .The
researcher selected the questionnaire method since the other
methods of data collection will become a time consuming process.
The questionnaire was framed covering all the welfare schemes
enforced by Law and adopted by this organization. The questionnaire
was prepared to collect the data on areas on areas , which affect
employee welfare measures prevailing in RSHR Team Solutions Pvt
Ltd.
Tools used for analysis:
Data analysis in the study is done by the following methods:
Simple Percentage
It is the simplest tool and easy method to express the data in
percentage which is also used to compare the data's.
Number of Respondents
_____________________ x100
Total number of respondents

Chapter 4
DATA ANALYSIS AND INTERPRETATION
4.1 Analysing the client's HR planning
Percentage analysis for Wipro’s HR planning depending on the
Project requirement
Table 4.1
Requirement Planning
Particulars Frequency Percentage
Internal 31 28
external 80 72
Total 111 100
CHART
Requirement Planning of WIPRO
Internal
external

INTERPRETATION: Out of total 98 respondents, majority of the
respondents opt for candidates externally. This predominantly shows
many MNC’s recruit resources if any sign in new projects.
4.2 Observation on client's project acceptance
Percentage analysis for Client's No of Projects they accept per year.
Table 4.2
No of projects they accept per
year
Particulars
No of
projects
Percentage
Shipnet 7 51
Mind Tree 10 17
Wipro 14 32
CHART
0
10
20
30
40
50
60
Wipro Shipnet MindTree
No of projects Clients accept per year
Percentage of fresher getting
selected Percentage

INTERPRETATION: Above graph interprets briefly about the
business growth of the client’s by their acceptance on projects This
clearly shows, predominantly many MNC’s sign in new projects each
an every year.
4.3 Percentage of fresher getting selected
Percentage analysis for fresher getting selected per year.
Table 4.3
Percentage of fresher getting selected
Particulars Percentage
Wipro 52
Shipnet 17
MindTree 31
CHART
0 10 20 30 40 50
Wipro
Shipnet
MindTree
Percentage Analysis of Fresher Getting
Selected
Percentage

INTERPRETATION: From the above chart, Out of total 100
percentages you can see that Wipro recruits more number of fresher
when compared to other two clients. They recruit fresher during May
- June month. Mind tree of 31% and Ship Net comes around 17%,
which is comparatively less.
4.4 Analysis on Recruitment Requirements
Percentage analysis on recruitment requirement arrives in a year.
Table 4.4
Recruitment Requirements
Particulars Months Percentage
Wipro 11 50
Shipnet 4 18
MindTree 7 32
CHART
Wipro Shipnet MindTree
Percentage 50 18 32
0
10
20
30
40
50
60
Percentage
Recruitment Requirements

Months WIPRO SHIPNET MIND TREE
JANUARY Hire Hire No Hiring process
FEBRUARY Hire Hire Hiring process
MARCH Hire Hire
APRIL Hire Hire
MAY Hire
JUNE Hire
JULY Hire Hire
AUGUST Hire Hire
SEPTEMBER Hire Hire Hire
OCTOBER Hire
NOVEMBER Hire Hire
DECEMBER Hire Hire Hire
INTERPRETATION: From the above chart, Wipro has requirement
for all through the year for 11 months (March – January). ShipNet
has for 4 months , September , December , February, March. Mind
tree has for 7 months.

4.5 Analysis of realistic job perceptions:
Percentage analysis on costing on recruiting an candidate for a
requirement.
No of calls made for per opening – 1000 & above
Table 4.5
No of people show up for interest 75%
No of persons who turn up for the venue 50%
Typically how many people getting selected 10%
No of persons accepting the offer 8%
No of people joining on the date 5%
No of person who doesn’t accept the offer 3%
No of people who accept the offer but doesn’t
join 2%
No of people who quit the job after joining
the company 0.50%

WIPRO
No of people show up for interest - 49%
No of persons who turn up for the venue -
33%
Typically how many people getting
selected - 7%
No of persons accepting the offer -
5%
No of people joining on the
date - 4%
No of person who
doesn’t accept the offer -
3%
No of people who
accept the offer
but doesn’t join -
2%
No of people
who quit the
job after
joining the
company - 1%

SHIPNET
No of persons who turn up for the venue
- 17%
selected - 7%
No of persons accepting the offer
- 4%
date - 2%
No of person who
doesn’t accept the offer
- 0%
No of people
who accept the
offer but doesn’t
join - 0%
No of people
who quit the
job after
joining the
company -
2%

MINDTREE
No of persons who turn up for the venue
- 23%
selected -20%
No of persons accepting the offer
- 11%
date - 6%
No of person who
doesn’t accept the offer
- 3%
No of people
who accept the
offer but doesn’t
join - 2%
No of people
who quit the
job after
joining the
company -
1%

Chapter 5
EVALUATING THE EFFETIVENESS OF RECRUITMENT
5.1 Realistic job perceptions:
Preference:
Most of the MNC’s prefer experienced candidate because of few
implications
• Contexts when experienced candidates are preferred:
1. Prior knowledge may help to upgrade their current process
2. Time/cost of training is saved
• Contexts where fresher are preferred:
Wipro considers fresher with standing arrears of 4 with a condition
of clearing them within joining else as per Wipro’s condition,
Candidate will be terminated.
Relevant experience:
Wipro & Mind tree is keen on the number of projects that the
candidate has worked on
ShipNet considers candidates who recently worked and for
maximum 2 projects on that particular project. Even if he has
experience for 1 year or 6 months is not considered.

Cost and time involved from requirement to filling in vacancy
10 positions within 30 days
Closing time of the requirement
90 days / opening
Keyword
• All key words - skills (for example: hibernate, spring , web
services)
• Any key word - knowledge (for example: java, net, SQL)

Commission enclosed for per closure
Mandatory commission - 8.33%, (10% commission on salary offered),
if not satisfied client will change the consultancy
Negotiation of salary and increase in offer
Wipro & Mind Tree negotiate depending on the demand of the
candidate
Shipnet offers the candidate as per market standards
5.2 Cost of wrong person in an organisation
 Advertising cost
 Administrative cost to process the candidate
 Interview costs
 Manager’s time ( a significant amount of time away from their
normal duties)
 Lost opportunities
 Training and development
 Turnover
 Low morale amongst existing staff
 Exciting staff may lose motivation
5.3 Replacement
When attrition occurs, replacing the role is typically the logical step
to take. Before obtaining approval to advertise the position, consider
the following:

• As with a newly created position, it may be helpful to conduct a
Job Analysis in order to tailor the position to what is currently
required and to ensure proper classification. Your HR Classification
Analyst can assist in reviewing and completing.
• Review the role and decide if there are any changes required as
certain tasks and responsibilities performed by the previous person
may not or should not be performed by the new person
• Level required performing these tasks; considering the
appropriate classification level. Be aware that changes in the
classification of positions from represented to no represented will
require union notice and agreement
• Tasks carried out by the previous employee
• Tasks to be removed or added if any of the work will be
transferred within department
Challenges in replacing the candidate
· Time limit constrain: There is a time line to fill in the position
within 15 days.
· Cost constrain: There is no commission involved in replacing
the candidate
· Payment recovery from the client: 1 month will bill paid , but if
the employee runs out before 90 days , it’s consultancies
responsibility to replace the candidate
· Business relationship: Huge amount of reputational damage
may happen and that may even lead to tie up break up.

5.4 Personality Traits
Big five personality traits
Openness to experience: Appreciation for art, emotion, adventure,
unusual ideas, curiosity, and variety of experience. Openness reflects
the degree of intellectual curiosity, creativity and a preference for
novelty and variety a person has. It is also described as the extent to
which a person is imaginative or independent, and depicts a personal
preference for a variety of activities over a strict routine. High
openness can be perceived as unpredictability or lack of focus.
Moreover, individuals with high openness are said to pursue self-
actualization specifically by seeking out intense, euphoric

experiences, such as skydiving, living abroad, gambling, et cetera.
Conversely, those with low openness seek to gain fulfilment through
perseverance, and are characterized as pragmatic and data-driven—
sometimes even perceived to be dogmatic and closed-minded. Some
disagreement remains about how to interpret and contextualize the
openness factor.
Conscientiousness: A tendency to be organized and dependable,
show self-discipline, act dutifully, aim for achievement, and prefer
planned rather than spontaneous behaviour. High conscientiousness
are often perceived as stubborn and obsessive. Low
conscientiousness are flexible and spontaneous, but can be
perceived as sloppy and unreliable.
Extraversion: Energy, positive emotions, urgency, assertiveness,
sociability and the tendency to seek stimulation in the company of
others, and talkativeness. High extraversion is often perceived as
attention-seeking, and domineering. Low extraversion causes a
reserved, reflective personality, which can be perceived as aloof or
self-absorbed.
Agreeableness: A tendency to be compassionate and cooperative
rather than suspicious and antagonistic towards others. It is also a
measure of one's trusting and helpful nature, and whether a person
is generally well-tempered or not. High agreeableness is often seen
as naive or submissive. Low agreeableness personalities are often
competitive or challenging people, which can be seen as
argumentative or untrustworthy.

Neuroticism: The tendency to experience unpleasant emotions
easily, such as anger, anxiety, depression, and vulnerability.
Neuroticism also refers to the degree of emotional stability and
impulse control and is sometimes referred to by its low pole,
"emotional stability". A high need for stability manifests as a stable
and calm personality, but can be seen as uninspiring and
unconcerned. A low need for stability causes a reactive and excitable
personality, often very dynamic individuals, but they can be
perceived as unstable or insecure.
5.5 Analysis on reasons for rejection in Interview:
Correct your resume: Review your curriculum vitae. You will be
surprised to know that 90% of the resumes get dumped in waste
basket even before they are read full. The admission committee
imparts 5-10 seconds to every resume they come across. A promising
resume should inflict impression from the beginning itself. Most of
the time it doesn’t matter whether you deserve. Mostly recruiters
appraise a candidate for viva solely on the way a resume induces.
You are not enough prepared: You need to do homework. There’s
no way out of it. You have applied to a job with an intention to work
for it. Justify it! The recruiters are bent-upon serious to select and
not to reject candidates. They need to ensure that you have come
prepared, which ensures that you are passionate and interested.
Lack of preparation can mean otherwise.

You have meagre understanding of the job and the company: It
should be your part and parcel before you apply to any job. You need
to understand the job, learn about the company, the work it entails,
the dedication it demands, etc. The more you learn about the
company, the better off you will be during viva.
Instability in career profile: Frequent switching of jobs can be a great
off for the recruiters. Your profile should entail stability in
professional life. Employee seekers would never want to recruit a
professionally unstable candidate and bring about uncalled-for
disloyalty. They want corporate committed relationship.
Lack of passion and enthusiasm: Your gesture and body language
should entail your passion and enthusiasm for the job. If you start
coveting the job, no wonder you will be soon passionate about it. If
you are passionate of the skills you have acquired through
knowledge and education, then there exists no restraint to stop you
from getting hired.
Communication: Communication doesn’t always mean that you
need to speak flawless English, but it also integrates your overall
gesture and stature. These include few grooming questions as, how
you walk into the room, do you wish the recruiting committee, and
are you cordial to them, what do you wear on your face; smile or
austerity, how you talk to the recruiters, are you positive and
confident, etc. There are three kinds of communication: verbal, non-
verbal and oral communication. All of them must be taken care of.

Confidence: Remember these things while applying for a job
vacancy. Be polite, confident and honest during viva. And don’t
forget to wear a smile on your face. Always keep a positive attitude.
Make them realize that you are very anxious to do the job and not in
a hurry to finish the interview. Make them feel, that you are the
person that their company requires; that it is you who can fulfill
every requirement of the job, and perform better than other
candidates. Although they might have a check-list mentioning the
qualities that are needed in a potential employee, they can be
swayed and convinced. It’s them doing the recruitment, and not the
check-list.So focus on your interviewers, and try your best to leave a
very good impression on them. Leave no stones unturned in giving
your best performance, and keep your fingers crossed. And
hopefully, you’ll get your dream job even sooner than in your
dreams!

CHAPTER 6
CONCLUSION
Findings
In RS HR team solution most of the employees works as recruiters and
almost every employees
Feels Hr recruitment is good
 About 80% of the employees works for External recruitment for
the clients requirement And 20%
 Half of the People works for Internal recruitment for their own
organization
 Almost 75% of the MNC companies prefer consultants for
searching right candidates for their
Organisation
Mostly of the Manpower planning is done Quarterly by some clients, and were
we have to close the position in particular time allotted by the clients, but few
clients do not follow that pattern and also they don’t have any fixed time.

Mostly clients prefer personal interviews ( Face to face)
Suggestions
Organisation:
− Manpower requirement of each clients can be identified well in advance.
If the manpower requirement is high, recruitment team of both IT an
Non IT team will work on based on clients requirement.
− Can train the employees on Time Management which is very essential
and it should not be ignored at any level of process.
− Can identify the bottle neck of the process so that Recruitment and
selection process is not be too lengthy and time consuming to satisfy the
client’s requirement.
− Every candidate called for Interview can be in allotted timing so that it
would not overlap with each other and time consuming.
Personal interviews -
75%
Telephonic
interviews -
30%
video
conference
- 20%

Client Managers:
Prepare in advance. Create an agenda and a structure for the interview,
including time limits. Work with HR, peers and your staffers to develop a
set of questions and topics.
Come up with questions in four categories: fact-finding, creative -
thinking, problem-solving and behavioural.
Fact-finding questions seek to identify the candidate’s experience, skills
and credentials. Some examples: How large was your team at your
previous employer? What were the working conditions like? What did
you like or dislike about the environment? Can you describe your Excel
skills?
Creative thinking questions are broader queries that ask the candidate
to demonstrate a grasp of wider business trends.
Recommendations
Strategic planning
Successful employment planning is designed to identify an organization human
resources need. The firm can incorporate few strategic plans to be unique from
others in the market.
Checking Policy
Should make it mandate to check the candidates come for interview or written
exam the authority with the picture that the candidates attached with the
application.

Background investigation
HR department should undertake a background investigation of applicants who
appear to offer potential as employees. They should verify an individual legal
status to previous work through checking credit reference, criminal records
and so on.
Conclusion
The summary of the study and survey done in recruitment and selection done
in RS HR Team Solution gave me a good learning and understanding about the
whole process and suggest ways to improve its effectiveness thereby the
organization’s performance.
“Client satisfaction is considered to be the key for firm’s success”
Findings and recommendations are focused on to help the firm’s further
growth in this sector. In order to maintain business performance and
competitive advantage, organisations competing in a global marketplace must
recruit the best people they can. For such organisations, recruitment becomes
a key component of their overall business strategy.

BIBLIOGRAPHY
1.P.V.V.Satyanarayana (2000)- www.iiste.org
2. K.K.Chaudhri(2001) – A Relook to the Workplace(HR), 12th, Sultan
&Son Publishers.
3. Meharajan & Arun (2010)Asian journal of management research
volI SSN 2229 _ 3795 Padhi P K. Labour and Industrial Laws, 4th
edition. PHI Learning Private Limited, New Delhi.
4. Dr.Anitha (2011)-Journal of Management and Science Vol.1, No.1
5. DR. P. VENUGOPAL ,T. BHASKAR,P. USHA-(2011) -
www.ijrcm.org.in
6. Neeraj Kumari (2011)- Volume 2, No.2, European Journal of
Business and Management ISSN 2222-1905 (Paper) ISSN 2222-2839
(Online) Vol 3, No.4.
7.M.Rama Satyanarayana & Dr. R.Jayaprakash Reddy (2012)
International Journal of Physical and Social Sciences
http://www.ijmra.us.
8. K. Logasakthi & K. Rajagopal(2013)-International Journal of
Research in Business Management (IJRBM) Vol. 1, Issue 1, June 2013,
1-10
9. Senthil Kumar,Dr.G. Vedanthadesikan(2013)- International Journal
of Humanities and Social Science Invention ISSN (Online): 2319 –
7722, ISSN (Print): 2319 – 7714 www.ijhssi.org Volume 2 Issue 12 ǁ
PP.27-34

10. Parul P Bhati & Dr.Ashokkumar M.(2013) -Journal of Business
Management & Social Sciences Research (JBM&SSR) ISSN No: 2319‐
5614
11..Books Reference:
• C. R.Kothari, Research Methodology, New Age International (P)
Ltd., Second Revised Edition: 2004, Reprint: 2012.
• Biswanath Ghosh, Human Resources Development and
Management, Vikas Publication House Pvt Ltd., Reprinted in 2005,
2006, 2007, Fourth Reprint: 2008.
12. Website Reference:
• www.rshrteamsolutions.com
• www.psychometricinstitute.com
• www.recruitment.com

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