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Abstract
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RECRUITMENT & SELECTION
INTRODUCTION
ancient times. Efforts to best use talents even though informal in nature
change has been that during the course of the last century efforts to best
employment managers could rely on help wanted sign in front of the plant
prospective employees.
The selection process includes several important steps. The first is carefully
defining the open position and determining which skills are needed to hold
Recruitment follows H.R. planning and goes hand in hand with the selection
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people from where suitable qualified candidates can be chosen for a vacancy.
Selection is the process of finding out the most suitable candidates for the
said job. After identifying the sources of manpower, searching for prospective
employees and stimulating them to apply for jobs in the organization, the
probationary period.
The suggestions drawn through this project study are that before placing the
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for employment. The process begins when new recruits are sought and ends
process of searching for and obtaining applicants for jobs, from among them
said to end with the receipt of applications, in practice the activity extends
these initiatives need to include how and when to source the best recruits,
organizational structures with sound job design, robust task and person
Internal recruitment can provide the most cost-effective source for recruits if
the potential of the existing pool of employees has been enhanced through
promotional potential.
small organizations may not have in-house resources, or, in common with
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the more likely they are to hire and retain satisfied employees.
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Help increase the success rate of the selection process by reducing the
Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.
appropriate candidates.
the company.
companys values.
Search for talent globally and not just within the company.
Anticipate and find people for positions that do not exist yet.
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come to know a company, and eventually decide whether they wish to work
for it. A well-planned and well-managed recruiting effort will result in high-
quality applicants, whereas, a haphazard and piecemeal effort will result in
candidates do not know of job openings, are not interested in working for the
enthusiasm among the best candidates so that they will apply for the vacant
positions.
It can greatly complicate the selection process and may result in lowering of
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scales. This can distort traditional wage and salary relationships in the
would meet the requirements of the job in an organization best, to find out
which job applicant will be successful, if hired. To meet this goal, the
age, qualifications, skills, experience, etc. the needs of the job are matched
with the profile of candidates. The most suitable person is then picked up
selection process.
directly affects the amount and quality of employees work. Any mismatched
in this regard can cost an organization a great deal of money, time and
time, the employee may find the job distasteful and leave in frustration. He
may even circulate hot news and juicy bits of negative information about
the company, causing incalculable harm to the company in the long run.
The overall aim of the recruitment and selection process is to obtain the
number and quality of employees that are required in order for the business
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INDIA BULLS.
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BULLS.
To obtain the feedback from the employees about the recruitment and
employ someone up to the point at which application forms for the post have
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have the right skills, knowledge and attitudes required to help the
Reduce the probability that job applicants once selected would leave
shortly;
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The scope of the study includes the following aspects of recruitment and
selection like:
Cost effectiveness
The seniors may not dedicate much time to fill up the questionnaire
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RESEARCH METHODOLOGY
format. In other cases, it may be sent through other modes like telegram,
telephone, etc.
The project work done in INDIA BULLS was based on the questionnaire
which was filled by the executives of the company. The questionnaire was
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Advertisements in media
Placement agencies
Campus recruitment
Employment exchanges
Employee reference
Online recruitment
In INDIA BULLS the above said techniques are used for search of suitable
Recruitment
Selection
Cost effectiveness
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SOURCES OF DATA
1. Primary data
2. Secondary data
which may arise when collected through secondary sources. The data is
The sampling method used was random sampling. The sampling method
was used because of lack of time and lack of knowledge about the universe.
The sample size was fixed to 100 respondents; the sampling procedure is
response form.
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In this research, various percentages are identified in the analysis and they
are presented pictorially by way of bar diagrams and pie charts in order to
REVIEW OF LITERATURE
personnel administration, because unless the right type of people are hired,
even the best plans, organization charts and control systems would not do
working.
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of an efficient workforce
--Yoder
--Edwin B. Flippo
There are four subsystems in recruitment which can be divided into further
subsystems.
1. Finding out and developing the sources where the required number
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etc.
factors such as
Working conditions
Promotional opportunities
relation etc.
Government regulations.
RECRUITMENT POLICIES
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Government policies
Recruitment sources
Recruitment costs
RECRUITMENT PROCESS
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# Where to look
# How to look
Present employees
Employee referrals
Former Employees
Previous Applicants
Advertisements
Employment Exchanges
Campus Recruitment
Walk-ins Interviews
Consultants
Contractors
Displaced Persons
Competitors
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Searching
Source activation
Selling
Screening of Applications
Salary Cost
Advertisement Cost
Consultants fees
Recruitment Cost
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Image projection
SOURCES OF RECRUITMENT
organization position, this individual may come from inside or outside the
company. Some companies prefer to recruit from within, since this aids
INTERNAL OR EXTERNAL
there is no decision to be made. For instance entry level jobs must be filled
externally, but for other position, the companys policy or union contract
INTERNAL SOURCES
consider the candidates from internal source for higher level jobs due to:
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external sources.
Organization find this sources to fill the vacancies relatively at lower level
The organization takes the candidates for employment from the retrenched
Employee Referrals:
Friends and relatives of present employees are also a good source from
which employees may be drawn. When the labour market is very tight, large
employers frequently offer their employees bonus or prizes for any referrals
that are hired and stay with the company for a specific length of time. Some
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to contact them when there are new job openings for which they are
Labour unions:
Firms with closed or union shops must look to the union in their
Nepotism:
programs in family owned firms, such a policy does not necessarily coincide
with hiring on the basis of merit, but interest and loyalty to the enterprise
EXTERNAL SOURCES:
that are growing rapidly, or that have a large demand for technical, skilled,
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personnel who need not be offered any training in the organization, in the
industrial training institute for engineers etc., all these provide facilities for
fee.
Professional organizations:
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they also act as an exchange between the members and recruiting firms in
Data banks:
The management can collect the bio-data of the candidates from different
candidates etc., and feed them in the computer can get the particulars as
Casual applicants:
The management can get most suitable candidates from this source.
intimacy with management. The trade union leaders are aware of this fact
and in order to satisfy the trade union leaders, management enquires trade
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different companies. The candidates can directly apply for the jobs online
and also the companies can get the data bases of the candidates through
the internet.
Leasing:
has been particularly well developed in the office administration field. The
firm not only obtains well-trained and selected personnel but avoids any
Voluntary organizations:
and requirements are fed into a computer, where they are matched against
the resume data stored therein. The output is a set of resumes for
individuals who meet the requirements. This method is very useful for
identifying candidates for hard to fill positions which call for an unusual
combination of skills.
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Advertising:
media read only by particular groups. Secondly, more information about the
company, the job, and the job specification can be included in the ad to
executives. These firms are looked upon as 'head hunters', 'raiders' and
help them find talent. These consulting firms recommend persons of high
Professors are invited to take part in these seminars. Visits to plants and
impressed. They may later speak well of a company and help it in getting the
required personnel.
Unconsolidated applications:
For positions in which large numbers of candidates are not available from
other sources, the companies may gain keeping files of applications received
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indexed and filed for future use when there are openings in these jobs.
SELECTION
Selection is the process of finding out most suitable candidate to the jobs.
the right time. The obvious guiding policy in selection is the intention to
choose the best qualified and suitable candidate for each unfilled spot. The
Selection Techniques
make use of such techniques and pseudo sciences while coming to hiring
measures.
individual situation:
Check of references.
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Psychological tests.
Employment interview
Physical examination.
Induction or orientation.
Preliminary Interview
The more non selective the recruitment programme, the more likely it is that
quite short and has as its object the elimination of the obviously
desk or railing. The more obvious facts and impressions are of the type
initiate any paperwork at this early stage. If the applicant appears to have
some chance of qualifying for existing job openings, he or she is given the
Application Blank:
device for storing information for, later reference. Many types of application
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Written Examination
candidates after they are screened on the basis of the application blanks so
Preliminary Interview:
applicants and not to assess the applicants suitability to the job. The
satisfies the job requirements regarding most of the areas, that candidate
may be selected for the further process. Preliminary interviews are short
ensure that the desirable workers are not eliminated. This interview is also
useful to provide the basic information about the company to the candidate.
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Group Discussion
information regarding the suitability of the candidate for the job. Group
brought around the conference table and are asked to discuss either a case
analyses, discuss, find alternative solutions and select the sound solution. A
selection panel thus observe the candidates in the areas of initiating the
basing on its observation, judges the candidates skill and ability and ranks
them according to their merit. In some cases, the selection panel may also
ask the candidate to write the summary of the group discussion in order to
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Written Tests
Intelligent test
Aptitude test
Achievement test
Situational test
Judgment test
Projective test
Final Interview
This is the most essential step in the process of selection. The interviewer
means to the job requirements and to the information obtained through his
A. Informal interview
B. Formal interview
C. Planned interview
D. Patterned interview
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E. Non-directive interview
F. Depth interview
G. Stress interview
H. Group interview
I. Panel interview
Psychological Tests:
The next step in the procedures outlined above is that of testing. If all
organizations, large and small, are considered, it is apparent that most are
the size and firm and the use of tests in hiring. Most of the larger companies
that can afford to have a more detailed and accurate selection procedure do
frequently does not bother with tests, but places greater reliance upon the
interview.
Medical Examination:
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Reference Check:
only a little time and money, and minimum of effort. The procedure places
Employment:
After taking the final decision, the organization has to intimate the decision
of employment and the organization and the candidates enter into the
the joining report from the candidate formally. After this stage, the
Placement:
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after the initial training is over, on the basis of candidates aptitude and
generally ranges between six months and two years. If the performance is
not satisfactory, the organization may extend the probation or ask the
Induction
employment process.
RECEIVING APPLICATIONS
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SCREENING OF APPLICATIONS
EMPLOYMENT TESTS
INTERVIEW
REFERENCE CHECKING
MEDICAL EXAMINATION
FINAL SELECTION
SELECTION TESTS
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INDUSTRY PROFILE
HISTORY
The only stock exchange operating in the 19th century were those of
and protect their interests. Before the control on securities trading become a
central subject and the Bombay securities contracts (control) Act of 1025
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used to regulate trading in securities. Under this Act, the Bombay stock
During the war boom, a number of stock exchanges were organized even in
Bombay, Ahmedabad and other centers, but they were not recognized. Soon
capital by private individuals also grow. Along with, it the opportunity for
scale. These are services, which the Stock Exchange alone can render
efficiently.
exchange enabling the investors to buy and sell securities. The process may
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demand and the suppliers preferences. Usually the traded prices are made
known to the public. This helps the investors to make the better decisions.
subscribe to the initial public offerings (IPO). This stimulates the capital
formulation.
prices traded on their basis along with the volume traded. Directory of
concerned with its public image and tries to maintain good performance.
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brokers.
stock prices increases (that may result in capital gains for the Investor) and
shareholders and the more stringent rules for public corporations imposed
that public companies (companies that are owned by shareholders who are
the general public and trade shares on public exchanges) tend to have better
shares are not publicly traded, often owned by the company founders
(2001), Sunbeam (2001), Webvan (2001), Adelphia (2002), MCI world com
(2002), or Paramalat (2003), are among the most widely scrutinized by the
media).
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outlay, investing in shares is open to both the large and small stock
investors because a person buys the number of shares they can afford.
Therefore the Stock Exchange provides the opportunity for small investors to
These bonds can be raised through the Stock Exchange whereby members of
the public buy them, thus loaning money to the government. The issuance
of such municipal bonds can obviate the need to directly tax the citizens in
order to finance development, although by securing such bonds with the full
faith and credit of the government instead of with collateral, the result is
that the Government must tax the citizens or otherwise raise additional
funds to make any regular coupon payments and refund the principal when
rise and fall depending, largely, on market forces. Share prices tend to rise
or remain stable when companies and the economy in general show signs of
share prices and in general of the stock indexes can be an indicator of the
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members called brokers, formed for the express purpose of regulating and
facilitating the buying and selling of securities by the public and institutions
at large. A stock exchange in India operates with the recognition from the
government under the securities and contracts (Regulation Act, 1956). The
present 24 stock exchanges in India. The largest among them, being the
BOMBAY Stock Exchange (BSE), which alone accounts for over 80% of due
country. All companies wishing to raise capital from the public are required
to list their securities on at least one Stock Exchange. Thus, all ordinary
Government Securities.
As the business and industry expanded and economy became more complex
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for long-term needs, were as investors demand liquidity. This solution to this
problem gave away for the origin of Stock Exchange, which is a ready
market for investment and liquidity. As per the Securities Contract Act,
SECURITIES INCLUDE:
Securities.
Government Securities.
REGULATORY FRAMEWORK:
trading and the running of stock exchange and aims to prevent undesirable
jurisdiction over
supervision,
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It deals with issues, allotment and transfer of securities and various aspects
and projects information about other listed companies under the same
underwriting the use of premium and discounts on issues, rights and bonus
other information.
The SEBI Act, 1992 was enacted to empower SEBI with statutory
and inspection of all concerned and adjudicate offences under the Act. It
has power to register and regulate all market intermediaries and to penalize
them in case of violations of the provisions of the Act, Rules and Regulations
made there under. SEBI has full autonomy and authority to regulate and
BYE-LAWS:
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Besides the above act, the securities contracts (regulation) rules were
exchanges. There are also by laws of exchanges, which are concerned with
regulation of blank.
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Bombay Stock Exchange Limited is the oldest stock exchange in Asia with a
Native Share & Stock Broking Association in 1875. BSE has played a
pioneering role in the Indian securities market one of the oldest in the
world. Much before actual legislations were enacted, BSE has formulated
comprehensive set of Rules and Regulations for the Indian Capital Market. It
also laid down best practices adopted by the Indian Capital Markets after
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VISION:
benchmarks
contract act, 1956. The pivotal and pre-eminent role in the development of
the Indian capital market is widely recognized and its index, SENSEX, is
presence in 417 cities and towns of India. The system and processes of the
equity, debt instruments and derivatives. The BSEs On The Line Trading
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Settlement.
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The National Stock Exchange of India Limited has genesis in the report of
the High Powered Study Group on establishment of NSE, which
recommended promotion of NSE by financial institutions to provide access
to investors from all across the country on an equal footing. Based on the
recommendations, NSE was promoted by leading financial Institution at the
behest of the government of India and was incorporated in November 1992
as a tax paying company unlike other stock exchange in the country.
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The NSE of India Limited is the largest stock exchange of country. NSE is
settling the agenda for change in the securities markets in India. For last 5
years it has played a major role in bringing investors from 347 cities and
towns online, ensuring complete transparency, introducing financial
country.
cleaning and settlement of securities, India index services and products ltd
(IISL) provides indices and index services with a consulting and licensing
agreement with standard & Poors (S&P) and IT ltd forms the technology
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Today, NSE is one of the largest exchanges in the world and still forging
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COMPANY PROFILE
Introduction
India bulls are Indias leading Financial, Real Estate and Power Company
reliability in all their products and services. India bulls have over 640
branches all over India. The customers of India Bulls are more than
4,50,000 which covers from a wide range of financial services and products
services, consumer secured & unsecured credit, loan against shares and
mortgage & housing finance. The company employs around 4000
financial goals. India Bulls entered the Real Estate business in the year
2005 with its group of companies. Large scale projects worth several
India Bulls Financial Services Ltd is listed on the National Stock Exchange
(NSE), Bombay Stock Exchange (BSE) and Luxembourg Stock Exchange. The
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700 million. India Bulls and its group companies have attracted USD 500
2000. Some of the large shareholders of India Bulls are the largest financial
Year 2000-01:
One of Indias first trading platforms was set up by India Bulls Financial
Year 2001-03:
The service offered by India Bulls was increased to include Equity, F&O,
Research.
Year 2003-04:
Year 2004-05:
This was one of the most important years in the history of India Bulls.
In this year:
India Bulls came out with its initial public offer (IPO) in September
2004.
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India Bulls entered the Indian Real Estate market and became the first
Year 2005-06:
In this year the company acquired over 115 acres of land in Sonepat for
like Merrill Lynch and Goldman Sachs increased their shareholding in India
around 31% share in Online Trading. The worlds largest hedge fund,
Farallon Capital and its affiliates committed Rs. 2000 million for India Bulls
subsidiaries Viz. India Bulls Credit Services Ltd. and India Bulls Housing
Finance Ltd. In the same year, the Steel Tycoon Mr. L N Mittal promoted
LNM India Internet venture Ltd. acquired 8.2% stake in India Bulls Credit
Services Ltd.
Year 2006-07:
In this year, India Bulls Financial Services Ltd. was included in the
Financial Services Ltd. was benefited with the Farallon Capital agreeing to
the state of Maharashtra. India Bulls Financial Services Ltd acquired 100%
of the equity share capital of Noble Realtors Pvt. Ltd. Noble Realtors is a
estate projects. India Bulls Real Estate Business was demerged to become a
separate entity called India Bulls Real Estate Ltd. The Board of India Bulls
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across its group companies have propelled India bulls forward and are
financial services limited has recently signed a joint venture agreement with
SOGECAP, the insurance arm of Society General (SocGen) for its upcoming
life insurance venture. At the same time it has also signed a Memorandum
of understanding with MMTC.On the asset management front, the company
launch its first NFO. India Bulls enter in to Public issuefor India Bulls
Power Ltd.
Promoters for India Bulls: Sameer Gehlaut, Rajiv Rattan and Saurabh Mittal
are the promoters of India Bulls Financial Services Limited While Sameer
Gehlaut will have a 23.0% stake in the company post the IPO Rajiv Rattan
and Saurabh Mittal will have a post issue holding of 11.5% and 10.1%
The Team: India Bulls Securities Ltd, main strength lies in its formidable
team. This team comprising highly qualified and experienced personnel has
been responsible for the overall management of the company and has
product development.
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Stakeholder groups
India Bulls Securities Ltd is listed on the National Stock Exchange (NSE)
and the Bombay Stock Exchange (BSE) and its global depository shares are
The India Bulls Financial Services stock is the best performing stock in the
MSCI Index the global benchmark for equity investments. A person who
bought India Bulls shares in the IPO at Rs. 19 (US$ 0.48) in September
2004 has been rewarded almost 100 times in three and a half years a feat
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India Bulls Real Estate Limited partnered Farallon Capital Management LLC
of the US to bring the first Foreign Direct Investment into real estate.
smarter
individual requirements
3) One-stop shop: Caters to all customers investment needs under one roof.
4) Trust: Enjoys the pedigree of India Bulls Securities Ltd and share its
currently has almost 20% market share of volumes in the Internet trading
space. The table below indicates the growth in volumes of the Internet
trading segment on the NSE over the last few years. The growth is indicative
forward as well.
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year 2009 (150 in total). The company has also indicated its intent to
inorganically
Products provided Power India Bulls: An online trading system designed for
SME finance
Mortgage loans
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Retail Offerings:
Services:
India Bulls securities provide a wide range of services that include Power
India Bulls: An online trading system designed for the high-volume trader.
1) Equities
2) Commodities
3) Wholesale debts
5) Depository services
8) Depository Services
9) Payment Gateway
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Online Banks Tie-ups for trading: Company having online transaction tie-
ups with banks like HDFC BANK, ICICI BANK, IDBI BANK, CITI BANK.
Company Achievements:
The India Bulls Group is one of the top fifteen conglomerates in the country
Services stock is the best performing stock in the MSCI Index the global
benchmark for equity investments. India Bulls Real Estate Limited partnered
Farallon Capital Management LLC of the US to bring the first Foreign Direct
Investment into real estate. India Bulls Financial Services Limited was
accorded the highest rating P1+ for short term debt and the highest rating of
AAA (SO) by CRISIL for loan receivables securitization while India Bulls
Pyramid Retail including Pyramid Mega stores and Trumart, their chain of
Company competitors
Kotak Securities Ltd, ICICI Securities Ltd, HDFC Securities Ltd, Religare
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The India Bulls Group is one of the top fifteen conglomerates in the country
market capitalization of over Rs.25,000 crore (US$ 6.25 billion) while group
revenues have grown at a cumulative annual rate of over 100% to now reach
Rs.3100 crore (US$ 775 million) and the group profit has surged to over
Rs.1200 crore (US$ 300 million). Its companies, listed in important Indian
and overseas markets, have distributed over Rs.700 crore (US$ 175 million)
India Bulls Financial Services Limited was accorded the highest rating P1+
for short term debt and the highest rating of AAA (SO) by CRISIL for loan
outlets. India Bulls growth has been nothing short of stupendous. In less
than eight years since the company was first registered, it has grown from
just five employees to 21,000 and from one Office to 600 across the country.
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The India Bulls Financial Services stock is the best performing stock in the
MSCI Index the global benchmark for equity investments. A person who
bought India Bulls shares in the IPO at Rs.19 (US$ 0.48) in September 2004
has been rewarded almost 100 times in three and a half years a feat
unparalleled in the history of Indian capital markets. India Bulls Real Estate
In 1999, three IIT-Delhi alumni Sameer Gehlaut, Rajiv Rattan and Saurabh
started its operations from a small office near HauzKhas bus terminal in
Delhi. The office had a tin roof and two computers. The idea of leveraging
technology for trading stocks led to the creation of India Bulls Incorporated
27th February 2004. Its original idea of leveraging technology bore fruit
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The company had achieved the distinction of becoming only the second
were immense not least of all the mind set of investors who were called to
make the big leap from traditional stock trading to a completely online
interface. Having overcome this resistance, the company later expanded its
trading. It successfully floated its IPO in September 2004 and in the same
year entered the consumer finance segment. Real estate, the new sunrise
industry, was the next frontier for India Bulls. In 2004-05, it entered this
cement its position in the Indian business and industry firmament, India
Bulls acquired Pyramid Retail In 2007 and marked its presence in the power
Brand Value :
in India and enjoys strong brand recognition and customer acceptance. The
preferential status it enjoys with investors coupled with its forays into
various segments; the Group believes that the bulk of its brand story is yet
to be written.
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Indeed, when a case study on Indias youngest brands which have had a
prominently in it.
Recent Developments:
Several developments across its group companies have propelled India Bulls
forward and are expected to continue to power the rise of this conglomerate.
India Bulls Financial Services Limited has recently signed a joint venture
agreement with the insurance arm of Society Generale (SocGen) for its
On the asset management front, the company has received formal approval
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Chart - 1
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INTERPRETATION
It is clearly observed that 50% of Candidates are coming through the
consultancies; 30% are coming through employee reference; 10% are
through walk-in interview where major portion covered and the rest are 5%
through website and 5% through newspaper.
Table 2
NO. OF
S No. PATICULARS PERCENTAGE
RESPONDENTS
1 Yes 70 70%
2 No 30 30%
Chart 2
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INTERPRETATION
70% of the people were informed about the number of rounds in selection
process which makes them aware about the selection process.
Table 3
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Chart - 3
INTERPRETATION
50 % of candidates prefer face-to-face interview which is the current
selection process at INDIA BULLS; for people outside of the City the
company prefers to go for telephonic round.
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Table 4
Chart 4
INTERPRETATION
INDIA BULLS takes more than a day to complete the whole interview process
for a candidate because it follows many rounds of Interviews depends on the
requirement and position.
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Table-5
NO OF
S No. PATICULARS PERCENTAGE
RESPONDENTS
Immediate spot
1 25 25%
interviews
2 1-2Weeks 50 50%
3 2-4Weeks 15 15%
4 More than one month 10 10%
Chart 5
INTERPRETATION
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Table-6
NO OF
S No. PATICULARS PERCENTAGE
RESPONDENTS
1 Financial support 20 20%
2 Knowledge gaining 10 10%
3 Skill enhancement 20 20%
4 Career growth 50 50%
Chart 6
INTERPRETATION
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Most of the candidates choose INDIA BULLS for career growth because
now-a-days its all career development and enhancement matters to the
employee.
7. Do you agree candidates with more experience should be given
preference regardless to merit level?
1) strongly disagree
2) disagree
3) neither agree nor disagree
4) Agree
5) Strongly agree
Table-7
NO OF
S No. PATICULARS PERCENTAGE
RESPONDENTS
1 Strongly disagree 5 5%
2 disagree 2 2%
Neither agree nor
3 10 10%
disagree
4 agree 30 30%
5 Strongly agree 53 53%
Chart-7
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INTERPRETATION
Candidates with more experience should be given preference.
8. Are you satisfied by the way the vacancies are advertised by the HR
DEPARTMENT?
1) Yes
2) No
Table-8
NO. OF
S No. PATICULARS PERCENTAGE
RESPONDENTS
1 Yes 78 78%
2 No 22 22%
Chart-8
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RECRUITMENT & SELECTION
INTERPRETATION
78%of the people are satisfied with the way the vacancies were
advertised; preference goes to the employee references.
9. Do you think INDIA BULLS spends too much in term of time and cost for
the
Recruitment process?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagrees
4) Agree
5) Strongly agree
Table-9
NO OF
S No. PATICULARS PERCENTAGE
RESPONDENTS
1 Strongly disagree 20 20%
2 disagree 10 10%
Neither agree nor
3 10 10%
disagree
4 agree 25 25%
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RECRUITMENT & SELECTION
Chart-9
INTERPRETATION
35% of the employees feel that INDIA BULLS spends too much of time and
cost for recruitment
10. Does the selection process at INDIA BULLS bring in the right candidate
for the right job?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagree
4) Agree
5) Strongly agree
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RECRUITMENT & SELECTION
Table-10
NO OF
S No. PATICULARS PERCENTAGE
RESPONDENTS
1 Strongly disagree 5 5%
2 disagree 10 10%
Neither agree nor
3 10 10%
disagree
4 agree 40 40%
5 Strongly agree 35 35%
Chart-10
INTERPRETATION
Most people feel that INDIA BULLS health bring in right candidates through
recruitment process
11. How did you feel when you were facing the interview at INDIA BULLS?
1) Confident
2) Tensed
3) Stressed
4) Relaxed
Table-11
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RECRUITMENT & SELECTION
NO OF
S No. PATICULARS PERCENTAGE
RESPONDENTS
1 Confident 30 30%
2 Tensed 20 20%
3 Stress 10 10%
4 Relaxed 40 40%
Chart-11
INTERPRETATION
Most of the candidates felt relaxed during their interview because the
environment and people are so friendly.
FINDINGS
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RECRUITMENT & SELECTION
selection process.
process.
5. Most employees feel that the candidates with more experience should
SUGGESTIONS
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RECRUITMENT & SELECTION
candidates had to wait for long time to finish the initial rounds.
when the internal recruitments are conducted in lieu with the client
interviews.
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RECRUITMENT & SELECTION
CONCLUSIONS
conducted.
Most of the candidates choose for face to face interview which is the
the client round where the recruiter needs to line the candidate for an
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RECRUITMENT & SELECTION
QUESTIONNAIRE
1) Employee Reference
2) Walk-in Interview
3) Website
4) Newspaper
5) Consultancy
selection process?
1) Yes
2) No
1) Group discussion
2) Role play
3) Written examination
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RECRUITMENT & SELECTION
5) Telephonic interview
2) 2-6 hours
3) 6-8 hours
2) 1-2 weeks
3) 2-4 week
1) Financial Support
2) Knowledge Gaining
3) Skill Enhancement
4) Career Growth
1) Strongly disagree
2) Disagree
4) Agree
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RECRUITMENT & SELECTION
5) Strongly agree
8. Are you satisfied by the way the vacancies are advertised by the HR
DEPARTMENT?
1) Yes
2) No
9. Do you think INDIA BULLS spends too much in term of time and cost for
1) Strongly disagree
2) Disagree
4) Agree
5) Strongly agree
10. Does the selection process at INDIA BULLS bring in the right candidate
1) Strongly disagree
2) Disagree
4) Agree
5) Strongly agree
11. How did you feel when you were facing the interview at INDIA BULLS?
1) Confident
2) Tensed
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RECRUITMENT & SELECTION
3) Stress
4) Relaxed
BIBLIOGRAPHY
BOOKS
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RECRUITMENT & SELECTION
Relations P.SubbaRao
WEBSITES
http://www.valueaddknowledgeservices.com/
http://en.wikipedia.org/wiki/Human_resources
www.citehr.com
www.nseindia.com
NEWS PAPERS
Economics Times
Business Line
Times of India
MAGAZINES
Business World
TELEVISION
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RECRUITMENT & SELECTION
90