SUMMER PROJECT REPORT ON

SOURCING AND RECRUITMENT IN DOMESTIC BPO AT AEGIS BPO Submitted in partial fulfillment of the requirement for POST GRADUATE DIPLOMA IN MANAGEMENT(2012-2014) LLOYD BUSINESS SCHOOL,GREATER NOIDA

FACULTY GUIDE: Ms Shiyaz Gulati Submitted by: Ambreen ul Haque Roll no: 1214004 PGDM (2012-2014)

INDUSTRY GUIDE: Mrs Ritika Ghosh Senior HR

LLOYD BUSINESS SCHOOL KNOWLEDGE PARK II- GREATER NOIDA (U.P)

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SUMMER TRAINING PROJECT REPORT On SOURCING & RECRUITMENT IN DOMESTIC BPO AT

AEGIS BPO LTD

Submitted in partial fulfillment of the requirement for the degree of POST GRADUATE DIPLOMA IN MANAGEMENT SESSION (2012 - 2014) UNDER THE SUPERVISION OF

Mrs. RITIKA GHOSH

SUBMITTED TO:SHIYAZ GULATI FACULTY OF LLOYD BUSINESS SCHOOL, GREATER NOIDA

SUBMITTED BY:AMBREEN UL HAQUE PGDM (HR & MARKETING)

RAJASTHAN
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DECLARATION

I, Ambreen , student of PGDM, studying at LLOYD BUSINESS SCHOOL, hereby declare that the summer training report on SOURCING & RECRUITMENT IN DOMESTIC BPO submitted to LLOYD BUSINESS SCHOOL, in fulfillment of Degree of POST GRADUATE DIPLOMA IN MANAGEMENT is an original work conducted by me.

The information and data given in the report is authenticate to the best of my knowledge.

SIGNATURE DATE:

ACKNOWLEDGEMENT
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I am greatly indebted to

various people, who directly or indirectly contributed in the

development of this work and who influenced my thinking, behavior, and acts during the course of study. I express my sincere gratitude to faculty members of LLOYD BUSINESS SCHOOL, Rajasthan for providing me an opportunity to undergo summer training at Aegis Bpo Ltd. I am thankful to Ms. Ritika (Recruitment) and Ms. Shweta (Employee Relation) for support, cooperation, and motivation provided to me during the training for their constant

inspiration, presence and blessings. I also extend my sincere appreciation to Recruitment team of Aegis ltd. (Mr. Ashish Williams, Ms. Mona, Ms. Preeti Khurana, Mr. Shyam Shankar Sharma, Mr. Dhirendra, Mr. Vicky, Mr. Ajit And Ms. Priya) who provided their valuable suggestions and precious time in accomplishing my project report.

AMBREEN UL HAQUE

PREFACE
It is a matter of honour for me to present my findings on Sourcing & recruitment in domestic Bpo. This report is an honest effort to study Employee Relations as an important tool of Human Resource Management.
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I got an opportunity to work at Aegis ltd. Noida for my summers which instigated the idea of the project. I started with reading HRM by Ashwathapa which gave me a foundation to HUMAN RESOURCES as a function. Later I surfed the net for more specific information and browsed through a variety of HR policies of companies. It gave me a brief knowledge about Recruitment and I formed a questionnaire for the companys Recruitment department e.

Since I was working at Aegis ltd, gathering information was easier compared to others. I have found some interesting insights regarding Recruitment which are mentioned in the report. So, with due respect to my patient readers, I welcome you to the unremitting process of Recruitment.

TABLE OF CONTENTS
1. OBJECTIVES OF STUDY 2. COMPANY PROFILE
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About Aegis

Location Management Vision, Mission, Values. Organizational structure.

Awards and Recognition

3. INTRODUCTION OF THE TOPIC 4. RESEARCH METHODOLOGY Data

Collection Methods

Sample design
FINDINGS & data 7. LIMITATIONS OF THE STUDY 5. SUGGESTIONS 6. CONCLUSIONS 10. BIBLIOGRAPHY 11. ANNEXURE

Executive Summary
The project titled SOURCING & RECRUITMENT IN DOMESTIC BPO Undertaken in Aegis ltd. noida. The project report is about recruitment and selection process that s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. Its a methodology in which the
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particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. There are two types of factors that affect the Recruitment of candidates for the company Internal factors External factors

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

OBJECTIVE OF THE STUDY

These are some points of objective that was studied by me
To understand the sourcing / recruiting procedure followed in domestic bpo The stages in recruiting an employee. Various sourcing strategies and methods used in the recruitment process. Challenges faced by recruitment team in fulfilling the companies need for human resource at right time and with right person for the particular job. Steps taken to solve the problems coming in recruiting and improving sourcing techniques.

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COMPANY PROFILE

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INTRODUCTION
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Aegis Limited is a multinational outsourcing company that provides customer lifecycle

management services, technology solutions, Finance and HR outsourcing services, transcription and captioning, and back office support. Headquartered in Mumbai, India, the company serves more than 150 clients In a variety of industries such as travel and hospitality, financial services, technology, telecommunications, consumer products, healthcare and insurance, entertainment and education, and law enforcement . Aegis has more than 50,000 employees across 49 global locations and 12 countries.

DESCRIPTION
Aegis BPO Services is the business process outsourcing services division of the Essar Group, one of Indias largest corporate houses. It is one of Indias largest contact center and BPO companies with over 11,500 operational seats and 16,500 employees delivering world class solutions to global corporations from 25 centers. Aegis is one of the leaders in the Customer Interaction and Business Process Outsourcing Services market. Aegis has from its inception been defined by a spirit of entrepreneurship. Aegis has an annual turnover of approximately $200 million (US and India consolidated). Currently Aegis services a number of Global 500 companies both in the US and In India. Aegis figured among the top 15 BPO Companies in India. It has been ranked 11 th by Dataquest in 2007 (Source: DATAQUEST).

People Philosophy:- At Aegis, our philosophy is to facilitate a synergetic and interdependent

relationship between the individual and the corporate through complete employee involvement. The cornerstone of our human resources management philosophy is the conviction that the wellbeing of the company and its people are interdependent, and that the company's most valuable asset is its people.

Work culture
Employee centric: Our focus is the welfare of our workforce. Initiatives to promote their health, safety and wellbeing are introduced and updated regularly. Transparent: Aegis encourages a free bi-directional flow of information and permits open discussion of differing views.
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 Development focused: With an array of global locations and career opportunities, there is scope for continuous learning and growth. Respect for individual dignity: We treat every person with respect and value his / her ideas and thoughts. We view constructive differences in opinion as learning opportunities. Customer oriented: We not only understand what our customer values, but also the value the customer adds to our business. Team driven: By celebrating achievements big and small and appreciating each others contributions as a team, we enjoy our journey to success.

Alliances:- Outsourcing becomes right-shoring when there is synergy between the service
provider and clients. Such a synergy exists when there is complete business engagement to satisfy preset and future needs of a business. Aegis offers a customized service that combines business functionality with technology expertise. Our global delivery model and customer-centric instruments are imperative for the success of any business. The comprehensive and holistic alliances of Aegis address the three pillars of sustainability: people, process and technology. Our work flexibility and consistent client engagement has gained us a reputation of best-in-class service provider. Aegis's quality deliverables and proven track records have created partnerships and alliances with visionary global companies. Continuous engagement with them drives us to offer world-class deliverables and high-quality services that cater to the clients business and technology needs.

VISION, MISSION, AND VALUES

VISION
At Aegis we envision to constantly innovate in order to have superior execution for our clients, thereby creating wealth for all the stakeholders. This vision is further articulated
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through the acronym VIEW, which guides our thoughts, plans and actions, a cause for our efficiency and customer focus and a trademark from the very beginning.

Mission
At Aegis, our vision, VIEW, provides a framework for our operations. To achieve our goals, we approach this company vision with the mantra happy employees, happy customers and happy shareholders.

Happy Employees Provide progressive opportunities and platforms that nurture people to participate, learn and unleash prosperity through constant and relevant engagement.

Happy Customers Co-create with our customers and provide them superior value through our global delivery platform and a class of service that is customized and innovative to meet and exceed their expectations Happy Shareholders Provide our shareholders an institution that creates sustainable economic value by efficiently managing all classes of assets.

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VALUE PROPOSITION Proven leadership experience in customer interaction management, strong financial backing, established methodology and state-of-the-art technology platforms are just some of the reasons for choosing Aegis. Better customer experience Lower risk Faster results Optimal cost of ownership

ORGANISATION STRUCTURE
Aparup Sengupta, Managing Director and Global CEO

Aparup Sengupta brings with him an enviable legacy with a sterling professional career in the IT and IT-enabled services domains. He is an entrepreneur with three successful start-ups: 24/7 Customer, India's first CRM services company; Ion Idea, an IT
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services company based out of Fairfax, Virginia; and Think Harbor, a leading BPO consulting company funded by Bank America and Nomura. During a two-decade long career, Mr Sengupta has managed complex IT projects at CMC for more than eight years, set up India's first internetworking channel for Micro land in Bangalore, India, and orchestrated several re-engineering projects in India and abroad. He has been a member and the Lead Assessor of the Jury of the CII Business Excellence Award, equivalent to the Malcolm Baldrige Award in the US and the Deming Prize in Japan. Mr Sengupta has also served as the Chairman of the BPO Steering Committee of Assocham, India's leading industry forum. He has also been an ambassadorial scholar to the US in 1994. Mr Sengupta is a graduate in electrical engineering from the University of Calcutta.

REWARDS AND RECOGNITION

Aegis has earned significant industry recognition, including many awards, over its two decades of

existence

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Aegis Limited is recognized in the leaders category in 2010 The Global Outsourcing 100 list by the (IAOP)

2009

MVP

Quality

Award

from

TMCs

Customer

Interaction

Solutions(R) Magazine. Awards 2008 Philippines Social Security System Award recognized by the Social Security System large-sized category for the year 2008. Aegis has been recognized as one of the top 15 ITES / BPO companies in India by Nasscom. Aegis People Support has been

(SSS), Philippines, as 'Top Employer' under the

Some of our partners are:

American Teleservices Association (ATA) is the only non-profit trade organization dedicated to the advancement of companies that utilize contact centers as an integral channel in their operations.

Business Processing Association of the Philippines (BPA/P) is the one-stop information and advocacy gateway for key offshoring and outsourcing services in the Philippines. It has over 200 company members, including 5 association members.
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The National Association of Software and Services Companies (NASSCOM) is the premier trade body and the chamber of commerce of the IT-BPO industries in India. Aegis is a member and a recipient of many awards from NASSCOM.

Business Process enabling South Africa (BPeSA ) is the national coordinating body for the business process outsourcing and off shoring sector in South Africa, and addresses key industry challenges facing the sector. Aegis is a trusted and listed member of BPeSA.

The Contact Center Association of the Philippines is the official organization in the Philippines that promotes professional standards and practices for contact centers. CCAP now counts 53 outsourced and in-house contact centers as its members, representing more than 80 per cent of the call centers in the Philippines.

OUR SERVICES:
1. CUSTOMER SUPPORT SERVICE :

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Our customer service offerings create a virtual customer service center to manage customer concerns and queries through multiple channels including voice, e-mail and chat on a 24/7 and 365 days basis. Service Example: Customers calling to check on their order status, customers calling to check for information on products and services, customers calling to verify their account status, customers calling to check their reservation status etc.

EMPLOYEE IT- HELP DESK SERVICES :

Our employee IT help-desk services provide technical problem resolution and support for corporate employees. Service Example: of this service include level 1 and 2 multi-channel support across a wide range of shrink wrapped and LOB applications, system problem resolutions
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related to desktop, notebooks, OS, connectivity etc., office productivity tools support including browsers and mail, new service requests, IT operational issues, product usage queries, routing specific requests to designated contacts and remote diagnostics etc.

INSURANCE PROCESSING :

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Our insurance processing services provide specialized solutions to the insurance sector and support critical business processes applicable to the industry right from new business acquisition to policy maintenance to claims processing. Service Example: New Business/promotion :inbound/outbound sales, Initial Setup, Case Management, Underwriting, Risk assessment, Policy issuance etc.

4. POLICY MAINTENANCE / MANAGEMENT :

Record Changes like Name, Beneficiary, Nominee, Address; Collateral verification, Surrender Audits Accounts Receivable, Accounting, Claim Overpayment, Customer care service via voice/email etc. 5. DATA ENTRY SERVICES / DATA PROCESSING SERVICES :
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Service Example: Data entry from Image file in any format Business Transaction Data entry like sales / purchase / payroll. Data entry of E-Books / Electronic Books Data Entry : Yellow Pages / White Pages Keying Data Capture / Collection Business Card Data Entry into any Format Data Entry from hardcopy/Printed Material into text or required format Data Entry into Software Program and application Receipt and Bill Data Entry Catalog Data Entry. Data Entry for Mailing List/Mailing Label. Manu scripting typing in to word Taped Transcription in to word.
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Copy, Paste, Editing, Sorting, Indexing Data into required format etc.

6. DATA CONVERSION SERVICES :

Service Example : Data Conversion via Input / Output for various media. Data Conversion for databases, word processors, spreadsheets, and many other standard and custom-made software packages as per requirement. Conversion from Ms-Word to HTML format
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Conversion from Text to Word Perfect. Conversion from Text to Word to HTML and Acrobat Convert Raw Data into required MS Office formats. Text to PDF and PDF to Word / Text / Doc Data Compilation in PDF from Several Sources.

FORMULATON OF THE BUSINESS POLICY

The mission of the business is its most obvious purpose -- which may be,

for example, to make soap.

The vision of the business reflects its aspirations and specifies its intended

direction or future destination.

The objectives of the business refers to the ends or activity at which a

certain task is aimed.

The business's policy is a guide that stipulates rules, regulations and

objectives, and may be used in the managers' decision-making. It must be flexible and easily interpreted and understood by all employees.

The business's strategy refers to the coordinated plan of action that it is

going to take, as well as the resources that it will use, to realize its vision and longterm objectives. It is a guideline to managers, stipulating how they ought to allocate and utilize the factors of production to the business's advantage. Initially, it could help the managers decide on what type of business they want to form. Factor analysis is a technique that is used to reduce a large number of variables into fewer numbers of factors. Factor analysis extracts maximum common variance from all variables and puts them into a common score. As an index of all variables, we can use this score for further analysis. Factor analysis is part of general linear model (GLM) and this method also assumes several assumptions: there is linear relationship, there
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is no multicollinearity, it includes relevant variables into analysis, and there is true correlation between variables and factors. Several types of factor analysis methods are available, but principle component analysis is used most commonly .

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HUMAN RESOURCE MANAGEMENT :- is the management of an

organization's employees. While human resource management is sometimes referred to as a "soft" management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals

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Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace

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RECRUITMENT
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Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce. Edwin B Flippo defines recruitment as the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. It is the process of finding and attracting capable applicants for employment. The pr ocess begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected.

TYPE OF RECRUITMENT

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Internal Recruitment - is a recruitment which takes place within the concern or organization.
Internal sources of recruitment are readily available to an organization. Internal sources are primarily three - Transfers, promotions and Re-employment of ex-employees. Re-employment of exemployees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. Internal recruitment may lead to increase in employees productivity as their mot ivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done.

There are three types of internal recruitment:a. Transfers b. Promotions (through Internal Job Postings) and c. Re-employment of ex-employees - Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

External Recruitment - External sources of recruitment have to be solicited from outside the
organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include - Employment at factory gate, advertisements,

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employment exchanges, employment agencies, educational institutes, labour contractors, recommendations etc.

Employment at Factory Level - This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.

Advertisement - It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

Employment Exchanges - There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

Employment Agencies - There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

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Educational Institutions - There are certain professional Institutions which serves as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions, is called as Campus Recruitment. They have special recruitment cells which helps in providing jobs to fresh candidates.

Recommendations - There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient.

Labour Contractors - These are the specialist people who supply manpower to the Factory or Manufacturing plants. Through these contractors, workers are appointed on contract basis, i.e. for a particular time period. Under conditions when these contra

Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into three categories, namely 1: Direct method 2: Indirect method 3: Third party method
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DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers. INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures.

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Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation. THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives.

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Private employment agencies are the most widely used sources. They charge a small fee from the applicant. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters , raiders, and pirates by organization which loose their personnel through their efforts.

Evaluation of the recruitment method

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The following are the evaluation of the recruitment method 1: Number of initial enquires received which resulted in completed application forms 2: Number of candidates recruited. 3: Number of candidates retained in the organization after six months. 4: Number of candidates at various stages of the recruitment and selection process, especially those short listed.

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Objective of recruitment
1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. 5: To search or headhunt people whose skill fit the companys values. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological traits. 8: To search for talent globally not just with in the company. 9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesn t exists yet. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest.

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Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company. 1: Internal factors: These includes - Companys pay package - Quality of work life - Organizational culture - Companys size - Companys product - Growth rate of the company - Role of trade unions - Cost of recruitment

2: External factors: These include - Supply and demand factors - Employment rate - Labour market condition - Political, legal and government factors - Information system

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SOURCING/RECRUITMENT AT AEGIS
AEGIS BPO LTD. Is multinational outsourcing company that provides customer lifecycle management services, technology solutions, Finance and HR outsourcing services, transcription and captioning, and back office support. I did my training in aegis ltd, noida which is currently providing services to 10 companies which are as follows:-

The above mentioned processes are currently under aegis noida, for which customer calling is done for better customer satisfaction and for companies growth.

At aegis both inbound and outbound processes take place and each process is having different elegibility criteria for recruitiment of people in that process, besides the main recruitment process of the company. RECRUITMENT is a process of searcing the right candidate for employment and stimulating them to apply for jobs in the organization.

RECRUITMENT PROCESS FLOW AT AEGIS NOIDA

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STAGE WISE PURPOSE & RESPONSIBILTY

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SOURCING STRATEGY
Sourcing strategies are the strategies adopted by the companies to recruit and select right kind of people at right job at right time.
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Recruitment is no longer just a function of H.R. Managers who recruit have had to acquire additional skills and competencies to attract and retain top workers at home and abroad. The most competitive organizations have begun to create proactive recruiting cultures where everyone in the organization becomes committed to helping attract top performers. Those companies that proactively leverage technology, will be best positioned to ride the wave in the new emerging competition for global talent. So how do you sort through the flood without swamping your current staff? The first step is to identify your organizations sourcing strategy.

In the recruiting game there are three main sourcing strategies, these are: Warm, Neutral and Cold Source Strategies.

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Cold source strategies

Media including newspapers, magazines, radio, television Business cards, flyers, billboards College/university recruiting Career counseling services Career placement services
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 Job fairs Company recruiters Most of these strategies can direct candidates to your companys web site where they can explore the opportunity at their leisure, free of any pressure. A larger hiring pool and increased flow of candidates allows the organization to select the best candidate, rather than lowering the hiring bar in order to fill a vacancy from a limited pool. This strategy becomes most effective when combined with an on-line, turn-key, pre-screening system. Good candidates never stay on the market for very long so to be quick requires automation. Cold source strategies help save both parties time and streamline the application process. Candidates can pre-qualify at their own convenience and are less likely to jump ship halfway through your screening if it is fast, and easy to navigate. The downside is that cold sourcing is largely inefficient. Our studies indicate that on average the ratio of contacts required per hire using cold source strategies alone is 100 applicants for every one placement. Fees can range from $500.00 for a series of job ads to 30% of an executives salary. Proactive organizations will use cold source recruiting as the beginnings of an extensive database that can be linked to future performance and retention issues. The tracking of candidates provides valuable intelligence and can identify the best sources of recruits and streamline future recruiting and selection activities.

Neutral Source Strategies:

Largely electronic, neutral source strategies include websites and resume retrieval systems that are programmed to search millions of resumes for key terms. On average, neutral source strategies require 24 contacts per placement. Neutral source strategies include: Company Website Employment Page Recruiters Web Sites

Qualified job seekers who post their resume are automatically invited to visit the hiring companies screening and applicant tracking system. Candidates that meet the initial hiring criteria, (language requirement, immigration status, licenses etc.) in the pre-screen are invited to complete a more robust
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screen that will help the recruiting company determine candidate fit, potential and attitudes about the position.

Warm Source Strategies

Warm means that the potential candidates are known by the organization. Proactive recruiting cultures make recruitment an organizational function by rewarding those that use their own circle of influence in order to bring in high performing employees. The average ratio of contacts to hire using warm source strategies is five to eight applications per placement. The best warm source recruiters, whether HR Generalists, hiring managers or employees, the have a track record of picking winners and are considered to have some sort of vested interest in the success of a recruit. If they are rewarded for candidate performance they are more likely to proactively recruit on behalf of the company and even become natural coaches and mentors. This approach makes recruitment more supportive and helps turn it into an organizational function. The best way to develop a recruiting culture is to implement a systems that help existing employees to become active recruiters while screening new employees for their recruitment potential. Although warm source strategies are by far the most cost effective, the downside is that they require time and a supporting structure.

INTERVIEW PROCEDURE AT AEGIS LTD

1. HR INTERVIEW
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Areas : profile/basicskills/resume verification Duration: 10minutes Methodology:GD

Conducted by: recruitment executive

2. WRITTEN TEST Areas:comprehension/logical reasoning/mathematical/industry knowledge Duration : 20minutes Methodology : written assessment Conducted by : recruitment executive

3. TRAINING INTERVIEW Areas: communication skills/ knowledge areas/industry skills Duration :10 minutes Methodology: personal interviews Conducted by: training resource

4. OPERATIONS INTERVIEW Areas: fitment/stability/flexibility Duration: 10minutes Methodology: personal interviews Conducted by: operation resource

5. TYPING TEST
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Areas: typing skills Durations: 5minutes Methodology: typing tutor Conducted by: ecruitment executive

SOURCING METHODS AT AEGIS

Are as follows:-

INTERNALLY : GROWTH PATH

MOVES AS SHOWN BELOW:-

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PROCEDURE OF INTERNAL GROWTH PROCESS:the candidate selected for the job is the new entrant, he works on floor to achieve high performance. Than candidate is promoted to sr. executive level with salary increase of 15%. Appraisal mechanism will be based on combination of ABCDE mechanism and this cycle is repeated every 6months. After 24 months senior executives with high performance and who have cleared all tollgates in aceblue module undertake assessment center. If candidate is unsuccessful he will continue with current process, attempt to be amongst the A or B contributor.

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Candidate can re-appear for assessment center after 6 months, than for next level specialized training will be imparted on leadership essentials, than after 25 months undergo assessment based on training, successful person would become team leader and unsuccessful , to be reviewed for future course of action.

ADVERTISEMENT

EXTERNAL METHOD OF SOURCING AT AEGIS

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 MASS MAILING MASS SMS EMPLOYEE REFERRALS RECRUITMENT AGENCIES CAMPUS DRIVES JOB FAIRS

ADVERTISEMENT

:-

Advertisements are the most common form of external recruitment , Which is used by the recruiter at aegis for recruitment advertisement is given in (local and national newspapers, notice boards, recruitment fairs) and include some important information relating to the job (job title, , location, , how to apply-either by CV or application form). Where a business chooses to advertise will depend on the the coverage needed (i.e. how far away people will consider applying for the job. It is a very successful source when candidates requirement is large,

MASS MAILING :-

Mass mailing is another type of source used by rtecruitment team at

aegis to find out right candidates and stimulate them to apply for jobs at aegis. In this process mails are sent in bulk at phone numbers selected from internet , giving information about the vacancies and details about interview so that interested candidates can appy for the job.

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METHODOLOGY

SAMPLING
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The data in personnel research is obtained by selecting random sampling method. Under the sampling method data are collected form a part of executive and employer on the basis of the data conclusion are drawn for the whole population of executives and employer. We have adopted sampling , which is relevant for this survey. In random sampling we select the executives randomly form the all executives..

METHODS OF DATA COLLECTION

The main mode of data collection is direct interaction with the employees and employer. Some information is also collected by there respective seniors. SOURCES OF DATA The task of data collection begins after the research problem or the objective of the research has been define there are two kind of data that can be collected. One is primary, which is original in character as it has been collected for the first time. The other one secondary, which was already been collected and need only be compiled.

PRIMARY DATA It is the pure source of information. It includes direct flow of information and data. This type of information is well trusted and certified because of no intermediaries and biasness.

From my research, I chose the primary source of data collection. The secondary data may not have provided me with the details and data, I really required.
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More over, in order to be in position to make suggestions regarding the improvement of these programme. I had to have a first and knowledge of the complete procedure, reaction and view of the trainees involved.

SECONDARY DATA

Secondary data means data that is already available i.e. they refer to the data which have been collected and analyzed by someone else. Secondary data may either to be published data or

unpublished data. Available manuals and personnel files have been used as secondary data.

Secondary data has been collected by the companys record files, past records, magazines etc. these are collected on the matters such as history of organization, financial growth, network workforce, management structure and human resource development programme.

Sample size: 100 Technique to take opinion :

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FINDINGS
In AEGIS Ltd Noida most of the employees feel thats the HR department is good. About 73% of the managers says that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Monthly 88% and 10 % do not follow any pattern they dont have any fixed time. Aegis prefers to go for Job fair and even casual application that are received for recruitment but they hardly prefer placement agencies.

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Most of the manager Prefer Personal interviews, 20% prefer to take telephonic interviews where as only 10% go for some other means of interviews.

A careful analysis of the 50 questionnaires, filled up by the various level of the employees yield a lot of information regarding the employee relations. This informations have shown in form of result.

QUESTION:-1 What are the sources for recruitment and selection? (A) Internal (B) External (C) Both

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9% 18% Internal External Both 73%

About 73% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.

Question:-2 Which method do you mostly prefer for recruitment and selection preferred way of recruitment? (A) Direct (B) Indirect (C) Third party

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3% 32% Direct Indirect third party 65%

About 65% of the mangers go for direct recruitment and selection and 32% go for indirect and only 3 % go for third party recruitment way.

Question:-3 When do you prefer to go for manpower planning?

(A) Monthly

(B) No fixed time

(C) Quartely

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10%

2% Monthly No fixed time Quartely 88%

Around 2% of the managers go for Quartely manpower planning and 10% do not follow any pattern they don t have any fixed time where as 88% go for monthly.

Question:-4 What are the sources for external recruitment are preferred? (A) Job fair (B) Placement Agencies (C) Data blank (D) casual

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10% 10% 50% 30% Job fair Placement Agencies Data bank Casual

In Aegis ltd 10% of manager go for job fair, 30% go for data bank, 50%from the casual application that are received and only 10% go for any placement agencies.

Question:-5 What form of interview did you prefer? (A) Personnel interview (B) Telephonic (C) Video conferencing (D)Other

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0% 10% 20% Pessonnal interview Telephonic Video confrencing 70% Other

70% 20% 0% 10% Personal Interviews Telephonic interview Video Confrencing Other Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews .

Question:-6 How do you rate the HR practices of the company? (A) Very good (B) Good (C) Average (D) Bad

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15%

5% 30% very good Good Average Bad 50%

50% of the managers feel that HR department is good where and 30%say thats its very good where as 15% says its average and only 5% manager feel its bad.

Question:-7 Are you satisfied with the present method being followed by the company for recruitment and selection?

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40% yes No 60%

Question:-8 Are the aptitude test conducted?

(A) Yes

(B) No

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30% yes No 70%

Question :-9 How many rounds of interviews are conducted? -3 -5

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20%

20% 1--3 3--5 More than 5 60%

Question:10 Does the recruitment & selection process affect the performance of (a) Yes (b) No

employees?

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33% yes no 67%

Question:-11 What is the average time spent by sales dept. during recruitment (each candidate)? a. b. c. d. 10mins. 10 to 20 to More

20mins. 30mins.

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5% 20%

15% 10 min 10 to 20 min 20 to 30 min more 60%

Question:-12What is the back out percentage of candidates after being offered? (a).1-5% (b).5-10 % (c).10-15% (d). 15-20 %

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5% 20%

15% 1----10% 10---15% 15--20% more 60%

Question:-13 What percentage of candidates leave within the period of less than1-3month? a.1-5 b.5-10 c.10-15 d.15-20

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20%

5% 1--5 5--10 10--15 60% 15--20

15%

Question:-14 Does your organization disclose job specification at the time of selection? (a) Disclose (b) Doesnt disclose

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15% Disclose Does not disclose 85%

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SUGGESION
Manpower requirement for each department in the company is identified well in advance. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed. Time management is very essential and it should not be ignored at any level of the process.. The recruitment and selection through placement agencies as the last resort and is utilized only when need. The recruitment and selection procedure should not to lengthy and time consuming. The candidates called for interview should be allotted timings and it should not overlap with each other.

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CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and Sourcing in Aegis ltd Noida. The conclusion is drawn from the study and survey of the company regarding the Recruitment and sourcing carried out there. The recruitment process at Aegis ltd Noida to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

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LIMITATIONS OF THE STUDY

The respondent selected to be interviewed were not always available and willing go cooperate also in some cases the respondent were found to not have the knowledge opinion, attitude or facts required.

Companies hardly disclose any internal information. Some of of people who were part of sample size, become non respondent i. e. the questionnaire they filled was incomplete or they were not willing to respond.

Employees dont have proper cooperation in responding on questionnaire due to busy working hours. Filling of questionnaires from employee takes too much time.

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BIBLIOGRAPHY

The contents in report are taken reference form following books and sites:

BOOKS

Human resource management by- Ashwathapa Employees Needs & Motivation, Bureau Of Business by : Beer Michaeal.

SITES:

www.aegisglobal.com www.google.com www.aegisbpo.com www.in.aegisglobal.com www.google.com

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QUESTIONNAIRE FOR THE RESEARCH

QUESTION:- 1 What are the sources for recruitment and selection? (A) Internal (B) External (C) Both

Question:-2 Which method do you mostly prefer for recruitment and selection preferred way of recruitment? (A) Direct (B) Indirect (C) Third party

Question:-3 When do you prefer to go for manpower planning? (A) Monthly (B) No fixed time (C) Quarterly

Question:-4 What are the sources for external recruitment are preferred? (A) Job fair (B) Placement Agencies (C) Data blank (D) casual

Question:-5 What form of interview did you prefer? (A) Personnel interview (B) Telephonic (C) Video conferencing (D)Other

Question:-6 How do you rate the HR practices of the company?

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A) Very good

(B) Good

(C) Average (D) Bad

Question:-7 Are you satisfied with the present method being followed by the company for recruitment and selection? (A)Yes (B) NO

Question:-8 Are the aptitude test conducted?

(A) Yes

(B) No

Question :-9 How many rounds of interviews are conducted? (A) 1-3 (B) 3-5 (C) More than 5

Question:-11 Does the recruitment & selection process affect the performance of employees? (a) Yes (b) No

Question:-12 What is the average time spent by sales dept. during recruitment (each candidate)?

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(a) (b) (C) (D)

10mins. 10 to 20 to More

20mins. 30mins.

Question:-13 What is the back out percentage of candidates after being offered?

(a).1-5% (b).5-10 % (c).10-15% (d). 15-20 %

Question:-14 What percentage of candidates leave within the period of less than1-3month? a.1-5 b.5-10 c.10-15 d.15-20

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