EXECUTIVE SUMMARY

The project is about Recruitment and Selection of Rojgarwala.com . The project

was undertaken by me and the entire task was divided into sub-tasks. The process
started from identifying the need, then advertising the same to prospective
individuals by distribution of pamphlets, holding various activities in residential
areas etc. then individuals were surveyed.

The questionnaire was designed in such a manner that it gave a general idea about
the ability and capability of respondent as a prospective. Certain scores were
allotted depending on the answers given by the respondent. Those who were high
on the scores were motivated to visit the office for conduction of their interview.

After the successful completion of interview individuals were informed if they

were selected for training of Life advisors. They were asked to fill the NAAF
form and a fee was collected from them along with their photographs. After
successful completion of training an exam was conducted and those who qualified
the exam were selected as life advisors.

The project report submitted here covers theory on recruitment and Selection,
flowchart of activities undertaken for recruitment data analysis of the survey and a
list of suggestions and recommendations for the company at the end of the entire
study.
 INTRODUCTION

The human resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the caliber of the people
working therein. Without positive and creative contributions from people,
organizations cannot progress and prosper. In order to achieve the goals or the
activities of an organization, therefore, they need to recruit people with requisite
skills, qualifications and experience. While doing so, they have to keep the present
as well as the future requirements of the organization in mind.

Recruitment is distinct from Employment and Selection. Once the required number
and kind of human resources are determined, the management has to find the
places where the required human resources are/will be available and also find the
means of attracting them towards the organization before selecting suitable
candidates for jobs. All this process is generally known as recruitment. Some
people use the term Recruitment for employment. These two are not one and the
same.

Recruitment is only one of the steps in the entire employment process. Some
others use the term recruitment for selection. These are not the same either.
Technically speaking, the function of recruitment precedes the selection function
and it includes only finding, developing the sources of prospective employees and
attracting them to apply for jobs in an organization, whereas the selection is the
process of finding out the most suitable candidate to the job out of the candidates
attracted (i.e., recruited).Formal definition of recruitment would give clear cut
idea about the function of recruitment.
DEFINITIONS

Recruitment is defined as, a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
an efficient workforce.

Edwin B. Flippo defined recruitment as the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.
Recruitment is a linking function-joining together those with jobs to fill and
those seeking jobs.

Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right
candidate. Recruitment is a process to discover the sources of manpower to meet
the requirement of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
efficient personnel.

Every organization needs to look after recruitment and selection in the initial
period and thereafter as and when additional manpower is required due to
expansion and development of business activities.
 NEED FOR THE STUDY

SHORTAGE OF SKILLS.

Skills and knowledge people are always on short supply. Alternatively they are too
costly to hire from outside. The best alternative is to improve skill and knowledge
of existing employees.

TECHNOLOGICAL OBSOLESCENCE.

Growth of technology takes places very fast. This will render current technology
obsolete in the future. There is a great need to upgrade technology. This needs
suitable training.

PERSONAL OBSOLESCENCE.

At the time recruitment employees possess certain of knowledge and skill. As time
passes knowledge becomes obsolete, unless it is updated by proper training. This
happens because of changes taking place in product technology, production
methods, procurement of better machines, setting up of modern production lines,
introduction of modern method of supervision and information processing through
MIS and EDO.

Organization Obsolescence.

Modern management has introduced a number of innovative steps in functions of

management like planning, organizing, controlling, coordinating and directing.
Organization which is impervious to such changes is bound to fail and become
obsolete.
 UPGRADING ABILITY OF THRESHOLD WORKERS.

Public policy provides reservation to disadvantaged sections of the society like

handicapped, minorities and dependents of deceased workers etc. All these are
threshold workers having less than minimum prescribed level of knowledge and
skill. They require extensive training to bring them up to the minimum level of
performance standard.

COERCIVE TRAINING BY GOVERNMENT.

In order to provide better employability chances of unemployed youth, certain

governments taken initiative to mobilize resources available at pubic/government
and private sectors to outside candidates. One such example is the Apprentice
Training conducted by govt. of India. Parts of expenditure incurred for this by
private sectors are reimbursed by government.

HUMAN CAPITAL

The latest thinking is to treat employees as human capital. The expenditure

involved is training and developments are now being considered as an investment.
 INTRODUCTION TO TOPIC

The human resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the caliber of the people
working therein. Without positive and creative contributions from people,
organizations cannot progress and prosper.

In order to achieve the goals or the activities of an organization, therefore, they

need to recruit people with requisite skills, qualifications and experience. While
doing so, they have to keep the present as well as the future requirements of the
organization in mind.

Recruitment is distinct from Employment and Selection. Once the required number
and kind of human resources are determined, the management has to find the
places where the required human resources are/will be available and also find the
means of attracting them towards the organization before selecting suitable
candidates for jobs.

All this process is generally known as recruitment. Some people use the term
Recruitment for employment. These two are not one and the same.
RECRUITMENT AND SELECTION

Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right
candidate. Recruitment is a process to discover the sources of manpower to meet
the requirement of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
efficient personnel.

Staffing is one basic function of management. All managers have responsibility of

staffing function by selecting the chief executive and even the foremen and
supervisors have a staffing responsibility when they select the rank and file
workers. However, the personnel manager and his personnel department is mainly
concerned with the staffing function.

Every organization needs to look after recruitment and selection in the initial
period and thereafter as and when additional manpower is required due to
expansion and development of business activities.

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

RECRUITMENT

Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment. Recruitment is understood as
the process of searching for and obtaining applicants for the jobs, from among
whom the right people can be selected.

A formal definition states, It is the process of finding and attracting capable

applicants for the employment. The process begins when new recruits are sought
and ends when their applicants are submitted. The result is a pool of applicants
from which new employees are selected. In this, the available vacancies are given
wide publicity and suitable candidates are encouraged to submit applications so as
to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this

different source such as newspaper advertisement, employment exchanges,
internal promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for

selection of most suitable candidates. Recruitment represents the first contact that
a company makes with potential employees

Definition:

According to EDWIN FLIPPO, Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the organization.
Finding the right people is a make-or-break factor for success in business today.
Recruiting the top talent for a job takes time and you have to attract quality
candidates who have the knowledge and skills needed to help your company
grow. The fact is, your success with recruitment depends on how well you prepare
your job ad, and use source of recruitment, and your interviewing skills.

Prepare a job ad that works to start, you want to be sure that your potential
candidate truly understands the job. The clearer you are with the task description,
working conditions and advantages, the less time you will waste examining and
rejecting applications The essentials of any job description are:

A brief description of your company

Detailed outline of the tasks involved

Qualifications and experience required

Equipment and resources used to do the work

Skills required using them. However, you should also include work benefits (e.g.,
vacation, travel and perks), general working conditions (e.g., scheduling, outside
work) and the specific traits required (e.g., team building and communications
skills). Ultimately, you want to be perceived as an attractive employer in a
competitive market. Find the right recruitment vehicle choose the vehicle that best
works for your company, depending on your budget and resources.

Word of mouth

or simply telling your employees, friends and colleagues about a job opening, is a
less expensive strategy but generates fewer candidates. The advantage is that you
already know something about your recruiters and their skills, knowledge and
achievements. This is a preferred method with companies that have a finder's fee
program for their employees.

Advertising

is a toss of the dice. If it goes well, it can help you find ideal candidates in a
regional, national, or international pool. If not, it's a costly investment yielding
few results. Make sure to factor in the time it takes to go through a large number
of resumes.

Employment agencies

Cost more but generally provide a good range of candidates. The employment
advisors look at your needs, screen a number of candidates, and only send you the
applications that meet your requirements. Bear in mind that the largest
employment agencies do not necessarily offer the best choice of candidates. There
are numerous agencies that specialize in recruitment in specific sectors. Recruiting
online such asmonster.com, naukri.com & timesjob.com. These can provide
inexpensive, worldwide access to employees. In fact, 65% of job seekers now
have access to these types of services. Using the Internet for recruiting usually
involves regular visits to specialized recruitment sites, joining newsgroups, and
posting your job openings on recruitment sites, electronic publications and on
your own Web site.

Recruitment is only one of the steps in the entire employment process. Some others
use the term recruitment for selection. These are not the same either. Technically
speaking, the function of recruitment precedes the selection function and it
includes only finding, developing the sources of prospective employees and
attracting them to apply for jobs in an organization,
Whereas the selection is the process of finding out the most suitable candidate to
the job out of the candidates attracted (i.e., recruited).Formal definition of
recruitment would give clear cut idea about the function of recruitment. It is a
joining process in that it tries to bring together job seekers and employer with a
view to encourage the former to apply for a job with the latter.

In order to attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond. To be cost effective, the
recruitment process should attract qualified applicants and provide enough
information for unqualified persons to self-select themselves out.

Thus, the recruitment process begins when new recruits are sought and ends when
their applications are submitted. The result is a pool of applicants from which new
employees are selected.

RECRUITMENT PROCESS OF Rojgarwala.com

As am in recruitment process I have done calls to some friends and their

references to explain the business opportunity process of the company

Being a junior HR in the company I had been given the task of giving paper
adds for recruitment

In the process of recruitment the company has taken the initiative by taking
references of existing staff of the company, and as remuneration the staff will be
paid Rs.5000/- as incentive towards each candidate recruited

Through consultancies that are committed to the company

SELECTION

Selection is defined as the process of differentiating between applicants in order to

identify (and hire) those with a greater likelihood of success in a job. Selection is
basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job. The difference between recruitment
and selection: Recruitment is identifying and encouraging prospective employees
to apply for a job. And Selection is selecting the right candidate from the pool of
applicants.

Develop Profile Develop sources of recruitment Approaching the Targeted

recruits Initial screening and Interviews Reality check

After recruitment the next part is selection of best candidates

Make the interview deliver

Since the purpose of an interview is to identify and verify the candidate's potential,
it should be structured to bring out all the desired competencies and aptitudes.
Remember that you have to decide between the candidates: you could create a
point system or analysis grid for comparing their strengths and weaknesses. Here
are a few points to consider when structuring an interview:

Make a list in advance of the points for discussion and corresponding

questions.

Present the candidates with a situation they could face on the job and ask
them how they would react. This will enable you to evaluate the candidates'
knowledge, skills and work methods.
 Ask the candidates to describe some difficult situations encountered in
previous jobs and to explain the way in which they were resolved. This will
give you the chance to gauge the candidates' self-confidence, creativity and
problem-solving skills.

Ask the candidates to describe a difficult situation involving colleagues and

how it was resolved. This will enable you to test their aptitude for teamwork.

Ask the candidates about their ambitions and plans to ensure they fit your
company profile.

Beware of asking questions about personal interests. They can get the
interview off track or annoy people who want to keep their work and private
lives separate.

Recruitment is the step towards Selection. Generally recruitments are either taken
care by the HR Department Head or the manager (whoever is responsible for
hiring). There is a process for hiring a candidate that is usually to be followed in
large organizations. When there is a requirement, the HR department is
communicated about the same.

The HR department then goes through the database of candidates it has or it would
send the requirements through Classifieds, Job portals, etc. By sending these
requirements, the organization is likely to get feedback from eligible candidates in
the form of CVs. The requirement advertisement should mention the Job Analysis
(Job Description and Job Specification) so as to avoid attracting unnecessary
applications.
This also makes it easier for the HR department to shortlist from the applications
and this will help reduce any bias from the HR resulting due to over examining
the applications, boredom, etc.

Recruitment and Selection are two different terms even though they are always
mentioned together. After the recruitment process is accomplished it gives way to
the selection process.

Selection process takes place after the HR department has short listed from among
the received applications. The selection is not a lengthy procedure but depends
from organization to organization.

The recruitment process is important in order to avoid any mistakes that would
lead to future problems for the company from the candidates end. Its a saying we
have heard in our childhood, one dirty fish pollutes the entire pond. Similar is
the case with employees. One wrong employee in the organization may hamper
the growth of the entire organization.

SELECTION PROCESS OF Rojgarwala.com

In Rojgarwala.com ,firstly the interview is taken by HR about the details of

the candidate like collects CV, Introduction round, reason y resigned in
previous company and y he/she wants to join this company

Next by Senior HR about the retainment that how long he/she works

Then by Branch Sales Manager about his/her profession

 At last the final round by Assistant Regional Sales Manager for the
appointment letter

TRAINING PROCESS

The company provides Induction training to the selected candidates

The training will be given for 6 days

In this training, the first 3 days are said about insurances and policies and
the other 3 days about the products of the company

After training the exam is conducted and passed candidates are provided by
an IRDA License which is valid through out India

PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially

Qualified job candidates. Specifically, the purposes are to:

Determine the present and future requirements of the organization in

Conjunction with its personnel-planning and job-analysis activities.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the

Number of visibly, under qualified or overqualified job applicants.

Help reduce the probability that job applicants, once recruited and
 Selected, will leave the organization only after a short period of time.

Begin identifying and preparing potential job applicants who will be

Appropriate candidates.
Induct outsiders with a new perspective to lead the company.
Infuse fresh blood at all levels of the organization.
Develop an organizational culture that attracts competent people to
The company.
Search or head hunt/head pouch people whose skills fit the companys
Values.
Devise methodologies for assessing psychological traits.
Search for talent globally and not just within the company.
Design entry pay that competes on quality but not on quantum.
Anticipate and find people for positions that do not exist yet.

Increase organizational and individual effectiveness in the short term and

long term.

Evaluate the effectiveness of various recruiting techniques and

Sources for all types of job applicants. Recruitment represents the first contact that
a company makes with potential employees. It is through recruitment that many
individuals will 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
mediocre ones. High-quality employees cannot be selected when better candidates
do not know of job openings, are not interested in working for the company and do
not apply. The recruitment process should inform qualified individuals about
employment opportunities, create a positive image of the company, provide
enough information about the jobs so that applicants can make comparisons with
their qualifications and interests, and generate enthusiasm among the best
candidates so that they will apply for the vacant positions. The negative
consequences of a poor recruitment process speak volumes about its role in an
organization. The failure to generate an adequate number of reasonably qualified
applicants can prove costly in several ways. It can greatly complicate the selection
process and may result in lowering of selection standards.

The poor quality of selection means extra cost on training and supervision.
Furthermore, when recruitment fails to meet the organizational needs for talent, a
typical response is to raise entry-level pay scales. This can distort traditional wage
and salary relationships in the organization, resulting in avoidable consequences.
Thus, the effectiveness of a recruitment process can play a major role in
determining the resources that must be expended on other HR activities and their
ultimate success.

SUB-SYSTEMS OF RECRUITMENT

The recruitment process consists of the following four sub-functions:-

Finding out and developing the sources where the required number and
kind of employees will be available.

Developing suitable techniques to attract the desirable candidates

Employing the techniques to attract candidates. Stimulating as many
candidates as possible and asking them to apply for jobs irrespective of the
number of candidates required.

Management has to attract more candidates in order to increase the selection ratio
so that the most suitable candidate can be selected out of the total candidates
available. Recruitment is positive as it aims at increasing the number of applicants
and selection is somewhat negative as it selects the suitable candidates in which
process; the unsuitable candidates are automatically eliminated. Though, the
function of recruitment seems to be easy, a number of factors make performance of
recruitment a complex one.

FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS

Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Engagement of the company in HRP
Companys size
Cost of recruitment
Companys growth and expansion

2) EXTERNAL FACTORS

Supply and Demand factors

Unemployment Rate
Labor-market conditions
Political and legal considerations
Social factors
Economic factors
Technological factors
RECRUITMENT POLICY

Recruitment policy of any organization is derived from the personnel policy of the
same organization. In other words the former is a part of the latter. However,
recruitment policy by itself should take into consideration the governments
reservation policy, policy regarding sons of soil, etc., personnel policies of other
organizations regarding merit, internal sources, social responsibility in absorbing
minority sections, women, etc. Recruitment policy should commit itself to the
organizations personnel policy like enriching the organizations human resources
or servicing the community by absorbing the retrenched or laid-off employees or
casual/temporary employees or dependents of present/former employees, etc.The
following factors should be taken into consideration in formulating recruitment
policy.

They are:-

Government policies

Personnel policies of other competing organization

Organizations personnel policies

Recruitment sources

Recruitment needs

Recruitment cost

Selection criteria and preference

INITIAL STEPS TO HR RECRUITMENT

We all have heard that, Employees are assets of a company. Every company
claims to follow and understand this mantra. The function of HR is all about
people- managing them, hiring them, etc. To carry out any function in a business,
be it marketing, production, operations, you need people. HR brings the people to
the organization and its business. It is said marketing is promoting your product in
the market place. Similarly, HR is promoting and selling your company in the
market. If you can promote your company efficiently you are sure to attract people
to work for you.

Every firm whether small or large needs people to do even the minutest clerical
work for them. And when there are employees they need to be managed. A
small/medium firm may not have a devoted HR department. In that case, the owner
or the manager plays the role of the HR head or the firm may hire specialized
services of a HR Consultancy.

Whereas, large organizations have their own HR department consisting of a head

and staff that directly reports to the head. The HR department may have further
bifurcations depending on the size of the firm and the number of employees.

When we say we require people for the functions of business, how do we acquire
people for these functions? This is done by RECRUITMENT. For recruitment to
happen the company has to do a Job Analysis of the job to be assigned to an
eligible candidate. Job Analysis is further bifurcated into 2 sub-parts i.e.
SOURCES OF RECRUITMENT

1)INTERNAL 2) EXTERNAL

INTERNAL SOURCES OF RECRUITMENT

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 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.

1 .TRANSFERS

The employees are transferred from one department to another according to their
efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits
and greater responsibility based on efficiency and experience.

3 .UPGRADING & DEMOTIONS

Upgrading and Demotion of present employees according to their performance.

4. RETIRED & RETRENCHED EMPLOYEES

Retired and Retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work. Recruitment of such
people saves time and costs of the organizations as the people are already aware of
the organizational culture and the policies and procedures.

5. DEPENDENTS AND RELATIVES OF DECEASED EMPLOYEES

The dependents and relatives of Deceased employees and Disabled employees are
also done by many companies so that the members of the family do not become
dependent on the mercy of others.

EXTERNAL SOURCES OF RECRUITMENT

External recruitment seeks applicants for positions from sources outside the
company. The various external sources include:

PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on behalf of client

companies by charging a fee. These agencies are particularly suitable for
recruitment of executives and specialists. It is also known as RPO (Recruitment
Process Outsourcing)

EMPLOYEE REFERRAL/RECOMMENDATION

Many organizations have structured system where the current employees of the
organization can refer their friends and relatives for some position in their
organization.

Also, the office bearers of trade unions are often aware of the suitability of
candidates. Recruitment Management can inquire these leaders for suitable jobs.

In some organizations these are formal agreements to give priority in recruitment

to the candidates recommended by the trade union.
WALK-IN, WRITE-INS & TALK-INS

Many job seekers visit the office of well-known companies on their own. Such
callers are considered nuisance to the daily work routine of the enterprise. But can
help in creating the talent pool or the database of the probable candidates for the
organization.

EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges etc. are a good source of

recruiting well qualified executives, engineers etc. They provide facilities for
campus interviews and placements. This source is known as Campus Recruitment.

JOB PORTALS

With the advent of the Internet, searching for candidates has acquired a whole new
dimension. Web portals dedicated to finding jobs have been setup. The candidates
key in their details and post their resumes. Employers have to just browse through
these resumes or use the site search engine to list out people with specific skills.
Rojgarwala.com mostly uses Times job.com for recruiting candidates.
 COMPANY PROFILE

Recruitment Process
Outsourcing (RPO) services
RPO is a beneficial service in many ways. It decentralizes the work and task to be distributed
further among different expertise helping the main company to retain its productivity and
viability. RPO thus offers an expertise service of choosing the right personnel at the right place.
RPO professionals not only find the people but interview, train and put them into the right
places. In a way, RPO is a crucial task of finding the right talent for the right job.

Company Introduction
ROZGAARWALA(www.rozgaarwala.com) is a consummate company in the contemporary
human capital and staffing arena with an aim to lead the way endowing with the
comprehensive solutions in the HR domain for growing organizations.

We, at ROZGAARWALA seek to venture a trust worthy drive providing the most reliable
professional custom key in the hr mainstay such as recruitment, staffing, back ground check,
payroll administration and other HRO solutions.
ROZGAARWALA solely focuses on the enhancement of client organizations by providing quality
services on various aspects of their human resources and by letting the organization focus on its
core issues.

Mission Vision
To gratify our clients, providing a With a close-knit organized
proficient and certainly a reliable team that consists of drive,
solution in the human resource dynamic and talented
domain within the least time rota professional, our vision is to be
empowering the present and one of the premier HR service
impending work force providers
 performing staff, optimize their
Belief
workforce, and reduce operational costs
and risks, whilst accessing excellent
We believe, Excellence is not a skill rather
technology and recruitment expertise.
it is an attitude We crave to be known for
With global competition increasing, it is
our attitude of not merely meeting
essential for high performing businesses
deadline, but beating deadline while
to build a competitive organizational
providing services to our esteemed client
capability. Competition for the best
organizations. Our employees are our
talent and knowledge is increasing, not
biggest strength who has built good
declining. For that reason, RPO is a vital
relationship with our clients and have come
component within the HR strategies of
up to their expectations.
todays leading companies.

Team effort is our key to deliver quality in

services.

Approach
ROZGAARWALA offers the employers a
potential competitive advantage in the
market place as it provides organizations
with the ability to rapidly acquire the best
people, reduce operational costs and risks
and gain access to our expertise to
develop the HR strategies.

Our RPO service provides our clients with

the power to rapidly acquire high
Our approach to RPO combines a Human resource is a vital
comprehensive transformation of the component of any businesses
recruitment function of an organization success. Unfortunately, too
with a collaborative approach for many businesses get caught up
delivering the service in order to ensure in the processes. Searching for
our clients to get the hassle free suitable talent, sifting through
recruitment. We evaluate and modify the CVs, responding to candidates,
recruitment process to deliver quality arranging interviews and
outcome based on industry type and not checking references are all very
just follow the traditional superannuated necessary but time-consuming
recruitment method. and costly exercises. Our RPO
solutions reduce employers
We are committed to transfer skills and recruitment costs with a
share best practices with our client flexible-pay-for-performance
organizations. Through a blend of model that deploys recruitment
customer tailored service offerings and a Euros more efficiently when
market leading staff, we bring value to our undertaking volume recruitment
clients by improving corporate projects. We provide customers
performance, increasing flexibility and with a dedicated on-site or off-
achieving significant cost savings. site professional.

Benefits of
Outsourcing
recruitment process
to
ROZGAARWALA
The benefits of using
our RPO service:

Quick access to most qualified

and skilled man power

Reduced time to recruit staff

Reduced recruitment costs

Removal of administrative burdens

of recruitment

Improved retention of staffs

Mitigation of operational risks

Accessing the best available

technology

Greater management buy-in to the

recruitment process
We take full responsibility for enhancing the
output. RPO is however more than simply
changing who is operating the recruitment Interesting Fact-
function and it delivers significant benefit
when compared to a traditional managed The stroke association charity surveyed
service, master vendor, or preferred or sole 1000 workers in a variety of professions. It
identified the recruitment sector as the
supplier relationships offered by many most stressful working environment in the
recruitment companies. ROZGAARWALAs UK, with 82% of recruitment consultants
regularly feeling stressed at work.
RPO service involves a comprehensive re-
engineering of recruitment and resourcing
within an organization.

Reduce stress
We reduce,

Cold calls by up to 70%

Time spent on CV vetting by upto
40%

Time spent on interviews by up to
30%

Reduce administration by up to 90%
Company Methodology
When any organization needs recruitment support, may it be for a selected element of recruitment function or
requires a complete enterprise RPO solution, a strategic recruitment capabilities is what we offer to our clients
which is needed to achieve business impact, applying a best practice engagement methodology that spans key
areas of activity.

We adopt recruitment methodology to suit the need of our clients. Our candidates are presented on the basis
of a match against Pre-determined competencies. We do not believe in a perfect candidate. As such, our
candidates are presented realistically and truthfully against the competency model. The decision to hire or not
by our client, is ultimately based on whether any deficiencies against The required competencies represents an
area for development or a deal breaker.

RECRUITMENT AND SELECTION AT ROJGAR WALA.COM

 Different industries need different approaches for recruitment and successful hiring of suitable
candidates. Bearing this in mind, our industry specific consultants work with close co ordination with the
clients in order to understand their specific requirements and to adopt individual strategies for individual
industries. We cater our RPO services to all most all industries hence having a reputation of providing a
flexible recruitment solution to our client organizations.

Our expertise field

Automobile & auto components Power & Energy
Telecom Operation & Admin
Banking & Finance Retailing & Hospitality
FMCG Information Technology
Construction Security Services
Pharmaceutical & Healthcare Insurance
Sales & Marketing
We add value to the recruitment function of our clients through our work process. In the event
that either the prospective client or we believe that outsourcing all or an element of the
recruitment function will not add value, there is no cost implication to the client. Further, we
sign a confidentiality clause in which we undertake not to utilize any information to our clients
detriment.

Add-on services

In addition, we are able to recommend psychometric profiling tools that measure the specific
competencies or behaviors being sought. Where necessary, we will also undertake
qualification checks with tertiary institutions, credit and criminal record checks. The entire
process is relevant Labour Legislation compliant. The production of a short-list is only part of
the process for ourteam. They will facilitate the interview process to its conclusion. To this
end they provide guidance and support to your line managers during the hiring process.
Reference checking is an integral part of our process. Our belief is that a candidates historic
behavior patterns are likely to be repeated. To this end we undertake comprehensive
reference checks to validate our interview findings. The thoroughness of the process reduces,
significantly, the likelihood of any surprises once a candidate commences duties and therefore
reduces the risk inherent in every new hire.

long term relationship approach

Each and every client is special to us. And we seek a long term relationship with our valued
clients instead of considering them just another client. A Recruitment Process Outsourcing
Agreement governs the entire arrangement between our clients and ROZGAARWALA . This
contract would detail the responsibilities of both parties, the processes and procedures to be
implemented, define the benchmarks against which the service will be measured, quality
standards that will be achieved, reporting standards and timing, the fee structures and
payment terms, remedies in the event of non-performance and any other issues that are
relevant to the agreement. Whilst our objective will always be to exceed our clients
expectations, it is critical to the long-term success of the arrangement that a joint culture is

33 | P a g e
created and the parties behave in a manner that ensures the spirit of partnership is
maintained.

Quality reviews and take clients feedback for continuous

improvement in our services

ROZGAARWALA
Shastri Bridge SquareJabalpur-482001
Tel: 7049888188 / 0761-4900470
E-mail ID: info@rozgaarwala.com
Web:www.rozgaarwala.com

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 OBJECTIVES

How to recruit agents for Rojgarwala.com Company.

To understand the process of recruitment and selection of agents in

Rojgarwala.com Company.

To identify various sources of Recruitment used by Rojgarwala.com and

compare their effectiveness to the organization in terms of cost and value.

To critically evaluate the various products of Rojgarwala.com and their

benefits to customers.

To know the level of awareness about Rojgarwala.com among people/job

applicants

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 REASEARCH

METHODOLOGY

DATA SOURCES

Data Collection Method

Data was collected by Primary as well as Secondary method.

Primary Data Sources

Primary data was collected through a well structured questionnaire designed

separately for candidates. A pilot survey was conducted to test the utility of the
questionnaire and necessary changes being made.

Questionnaire Designed: Questionnaire was used for the survey

Secondary Data Sources

The secondary data was collected from the company manuals, handbooks, and
management books and are edited to suite the purpose.

PERIOD OF STUDY:

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 The time period taken for this project is 45 days. Research done in
Rojgarwala.com is helped to complete this project successfully. The study was
completed within short span of time that was available.

SAMPLE SIZE

For the purpose of analysis a sample size of respondents was selected.

The target group of the respondent was above years. The sample taken was

RESEARCH DESIGN

The present investigation is descriptive type of study undertaken to

estimate the product strategy of Rojgarwala.com . The present study identifies
views of customers & analysis of Rojgarwala.com .

PROBLEM FORMULATION

The problem is that there is rising competition between Rojgarwala.com and other
companies.

LIMITATIONS OF THE STUDY

1. As the project is prepared for academic purpose only, it suffers from the
limitations of time and money, due to which analytical study into all the strategies
adopted by the organization was not possible.

2. The study was completed within short span of time that was available.

3. The report also suffers from the limitations of exhaustiveness as far as the
information is concerned.

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DATA ANALYSIS

AND

INTERPRETATION

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2) Is there any performance incentives?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %

1 yes 47 94

2 no 3 6

total 50 100

Analysis:

50 47
45
40
35
30
25
20
15
10
3
5
0
yes no

Interpretation:

The above graph shows the performance incentives are 100% given in the company.

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3) How do you recruit employees in Rojgarwala.com ?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 References 3 6
2 Advertisements 5 10
3 Consultancy 35 70
4 Walk-ins 7 14
total 50 100

ANALYSIS:

40 35
35
30
25
20
15
10 5 7
5 3
0
es ts cy in
s
n c en lta
n k -
e re e m
su al
ef tis on
W
R ver C
Ad

INTERPRETATION:

The hiring process in this company is done by consultancy of 35 respondents and

next is through walk-ins.

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4) How frequently you recruit employees?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 6 months 5 10
2 1 year 0 0
3 3 months 5 10
4 Every month 40 80
total 50 100

ANALYSIS:

45
40
40

35

30

25

20

15

10
5 5
5
0
0
6 months 1 year 3 months Every month

INTERPRETATION:

In this company the employees are recruited frequently for every month for this
the respondents are 80%,after this 3 months and 6 months are 20%.

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5) What is the range on scale of getting maximum & good quality profiles?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 Average 35 70
2 Good 10 20
3 Very good 5 10
4 excellent 0 0
total 50 100

ANALYSIS:

40
35
35

30

25

20

15
10
10
5
5
0
0
Average Good Very good excellent

INTERPRETATION:

The above graph shows that the range of getting good quality profiles are average
are 70%,and good are 20% and very good is shown by 10%.so no excellent are
there.

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6) Under what criteria do you consider while screening the profile?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 Age 5 10
2 Qualification 7 14
3 Work 38 76
experience
4 References 0 0
if any
total 50 100

ANALYSIS:

40 38

35

30

25

20

15

10 7
5
5
0
0
Age Qualification Work experience References if any

INTERPRETATION:

The above graph shows while screening the profile work experience is given
more importance by 76%,and next by qualification by 14%.

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7) What is the % of candidates who clear the aptitude test?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 100 0 0
2 70 10 20
3 80 35 70
4 50 5 10
total 50 100

ANALYSIS:

120

100
100

80
80 70

60 50

40 35

20 10
5
0
0
1 2 3 4

INTERPRETATION:

The above graph shows the % of 70% of the candidates clear the aptitude test

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8) Do you normally provide training skill development to new recruits?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 yes 42 84
2 no 8 16
total 50 100
ANALYSIS:

45 42
40

35

30

25

20

15

10 8

0
yes no

INTERPRETATION:

The above graph shows the training provided to new recruits is yes by 84% and no
by 16%.so training is provided to some extent.

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9) How many steps include in selection process?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 5 7 14
2 6 0 0
3 8 0 0
4 4 43 86
total 50 100

ANALYSIS:

50
45 43
40
35
30
25
20
15
10 7 8
5 6
4
5
0 0
0
1 2 3 4

Series1 Series2

INTERPRETATION:

The above graph shows the selection process include mostly 4 and some times 5.in
this it shows 86% include 4 steps.

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10) After selection of candidates what is the time for offer release?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 Same day 0 0
2 3-5 days 37 74
3 1-2 days 10 20
4 7 days 3 6
total 50 100

ANALYSIS:

40 37
35

30

25

20

15
10
10

5 3
0
0
Same day 3-5 days 1-2 days 7 days

INTERPRETATION:

The above graph shows after selection the offer letter is given to the selected
candidate in 3-5 days and if the candidate is good then 1-2 days

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11) What is the employment rate in in Rojgarwala.com in a year?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 70 5 10
2 80 35 70
3 90 10 20
4 100 0 0
total 50 100

Analysis:

120

100
100 90
80
80 70

60

40 35

20 10
5
0
0
1 2 3 4

INTERPRETATION:

The above graph shows the employment rate in Rojgarwala.com is 70% in a year
and 35 are accepted

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12) What is the experience required for HR position in Rojgarwala.com ?

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 3 years 5 10
2 4 years 15 30
3 2 years 0 0
4 5 years 30 60
total 50 100

ANALYSIS:

30
30

25

20
15
15

10

5
5

0
0
3 years 4 years 2 years 5 years

INTERPRETATION:

The experience required for HR position in Rojgarwala.com is 5 years and

accepted by 30 members

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13) What is attrition rate in Rojgarwala.com ? (No. of employees leaving the
company in a year)

SL.NO RESPONSE NO OF PECENTAGE

RESPONDENTS %
1 50 40 80
2 60 10 20
3 80 0 0
4 30 0 0
total 50 100

ANALYSIS:

90
80
80

70
60
60
50
50
40
40
30
30

20
10
10
0 0
0
1 2 3 4

INTERPRETATION:

The attrition rate in Rojgarwala.com is 50%,and accepted by 40 members.

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 Finding

1. Study shows that quality is most important parameter for more sale of
Rojgarwala.com Organisation and then consumers consider price.

2. While visiting the shop we came to know that quality is most important
parameter, which is affect on more sales of Rojgarwala.com
Organisation

3. Rojgarwala.com . ording to Survey, Rojgarwala.com Organisation is

most popular brand for Organisation.

4. . We came to know that while visiting the shop, Rojgarwala.com

Organisation is most preferable brand for because of their quality.

5. While visiting the shop we know that Rojgarwala.com Organisation

is gives high profit margin as compare to other competitors.

6. While visiting the shop Consumers suggested that after sales service is
most important factor, which contributes towards the sales.

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 RECCOMMENDATION AND SUGGESTIONS

Hire the people with strong skills match, company fit and job match.
For retaining employees the quality of quick assimilation into the new culture
should be preferred in selection criteria.

Because everyone has different personalities, potentiality and different value

systems, so there are some differences in what motivates people. Treating
employees on the basis of their motivating factor helps in job-satisfaction of
the employees.
The employees want to feel like they are part of the decision making process.
They want to feel like their opinion counts. Therefore after every quarter of
the year a questionnaire related to improvement areas in organization and
suggestions should be filled by employee. The best and applicable
suggestion should be awarded.

Suggestion scheme apart from questionnaires should also be encouraged.

The company should encourage its employees to participate or suggest in
the area of work simplification, improvement in quality standards, safety
and health, improving customer relation, employee motivational schemes
Search more sources of selection.

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 CONCLUSION
The employees of any organization are its life blood, without doubt.
With the dawn of this realization upon the present day business organizations,
there appears to be a major shift towards human resource management.
In fact, the employees of today are encouraged to participate in the major
decisions and thus play a vital role in the management of the firm. The
performance of the organization depends on the efficiency that its employees
exhibit. Hence it is of crucial importance that employees with the most
suitable qualifications be selected. This is where the processes of recruitment
and selection come in. It is difficult to separate one from the other.
The various company illustrations given in this report indicate that these
processes require a great deal of thought and advanced planning. In fact, it is
not only the HR department that is involved. The finance department provides
the budget for the processes and the manpower gap is determined by inputs
from all the departments. Also the grueling procedure through which the
candidate goes through is, in itself, an indicator of the significance of these
processes in the efficient functioning of the organization.

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 BIBLIOGRAPHY

Kotler

, P.(2006), Marketing Management, 12th

Edition New Delhi: Pearson PublishersLtd.,pg-148-167

Cooper D.R

, Business Research Methods, Tata McGraw Hill, New Delhi, 2006,pg-143-147

Kothari

, C.R(2004), Research Methodology, 2nd

Edition: New Age international Publishers,pg-95,152.Arrow K. (1963),

"Uncertainty and the Welfare Economics of Medical Care", American Economic
Review, 53(5):941-973Dionne (1984), "Search and Insurance", International
Economic Review, Vol 25(2), 357-367 Broachers of Rojgarwala.com products

54 | P a g e