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Project Study Report

Recruitment and Selection Practice at Jobingo HR

Submitted in Partial Fulfillment for the Degree of

Bachelor of Business Administration



Kshitij vijay Dr. Preeti Gupta
B.B.A. IV Sem.

Certified that this project report entitled Recruitment and

Selection Practices is a record of project work done independently by
Mr. Kshitij Vijay under my guidance and supervision and that it has
not previously formed the basis for the award of any degree,
fellowship or associate ship to her.

Dr. Preeti Gupta

S.S.Jain Subodh P.G.College

I hereby declare that this project report entitled Recruitment and

selection Practices is a bonafide record of work done by me during
the course of summer project work and that it has not previously
formed the basis for the award to me for any degree/diploma,
associate ship, fellowship or other similar title of any other

Kshitij Vijay

S.S.Jain Subodh P.G.College


It is not often in life that you get a chance of appreciating and expressing your
feelings in black and white to thank the people who have been a crucial part of
your successes, your accomplishments, and your being what you are today. I
take this opportunity to first of all thank the Faculty at S.S. Jain Subodh
P.G.(Autonomous) College, especially Dr. K.B.Sharma, Principal, and Dr. Rita
Jain for inculcating and instilling in me the knowledge, learning, will-power,
values and the competitiveness and professionalism required by me as a
management student.

I would like to give special thanks to Dr. Preeti Gupta for educating me silver
lining in every dark cloud. Her enduring efforts, guidance, patience and
enthusiasm have given a sense of direction and purposefulness to this project
and ultimately made it a success.

I express my sincere and heartiest thanks to everyone who has contributed towards the
successful completion of the Project, undertaken by me at Jobingo HR Solutions.

Foremost with great respect and esteem, I wish to forward my deep sense of gratitude
to Mr. Shakeel Khan for providing me the opportunity to pursue my training
with Jobingo HR Solutions Pvt. Ltd.

Last but not the least; I would like to thank my family: my parents, for
supporting me spiritually tHRoughout my life.

The errors and inconsistencies remain my own.

Kshitij Vijay
Index Particulars Page no.

1 Introduction 2

2 Profile of the Company 20

3 Research methodology 36

4 Data analysis and Interpretation 39

5 Summary of findings 54

6 Webliography & Bibliography 57

7 Questionnaire 59
Executive Summary

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 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.”

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.

The term “HR recruiter” may sound redundant, as both human resources managers and
recruiters both find job candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified for
positions. A recruiter's job includes reviewing candidate's job experiences, negotiating
salaries, and placing candidates in agreeable employment positions. Recruiters typically
receive a fee from the hiring employers.

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Introduction of
the study

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Objectives of the study:
The main objectives of the study are as follows:

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs

iii. To critically analyze the functioning of recruitment procedures

iv. To identify the probable area of improvement to make recruitment procedure more


v. To know the managerial satisfaction level as well as to know the yield

ratio vi. vi To search or headhunt people whose, skill fits into the company’s


Scope of study:

The benefit of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
recruitment procedures.
The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment procedure

at consultant.

ii To suggest any measures/recommendations for the improvement of the

recruitment procedures

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Human Resource Management and Human Resource Development

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HRM is the process of managing people in organizations in a structured and
thorough manner. This covers the fields of staffing (hiring people), retention of people, pay
and perks setting and management, performance management, change management and
taking care of exits from the company to round off the activities. This is the traditional
definition of HRM which leads some experts to define it as a modern version of the
Personnel Management function that was used earlier.

We have chosen the term “art and science” as HRM is both the art of managing
people by recourse to creative and innovative approaches; it is a science as well because of
the precision and rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower

tHRough suitable methods such as training, promotions, transfers and opportunities for
career development. HRD programs create a team of well-trained, efficient and capable
managers and subordinates. Such team constitutes an important asset of an enterprise. One
organisation is different from another mainly because of the people (employees) working
there in. According to Peter F. Drucker, "The prosperity, if not the survival of any business
depends on the performance of its managers of tomorrow." The human resource should be
nurtured and used for the benefit of the organisation.

Uses of Human Resource Management in an organization:

 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. It 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.

 HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to

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contribute effectively and productively to the overall company direction and the
accomplishment of the organization's goals and objectives.

 Human Resource Management is moving away from traditional personnel,

administration, and transactional roles, which are increasingly outsourced. HRM is
now expected to add value to the strategic utilization of employees and that
employee programs impact the business in measurable ways. The new role of HRM
involves strategic direction and HRM metrics and measurements to demonstrate

 The Human Resource Management (HRM) function includes a variety of activities,

and key among them is responsibility for human resources -- for deciding what
staffing needs you have and whether to use independent contractors or hire
employees to fill these needs, recruiting and training the best employees, ensuring
they are high performers, dealing with performance issues, and ensuring your
personnel and management practices conform to various regulations. Activities also
include managing your approach to employee benefits and compensation, employee
records and personnel policies. Usually small businesses (for-profit or nonprofit)
have to carry out these activities themselves because they can't yet afford part- or
full-time help. However, they should always ensure that employees have -- and are
aware of -- personnel policies which conform to current regulations. These policies
are often in the form of employee manuals, which all employees have.

 HRM is widening with every passing day. It covers but is not limited to HR
planning, hiring (recruitment and selection), training and development, payroll
management, rewards and recognitions, Industrial relations, grievance handling,
legal procedures etc.
In other words, we can say that it"s about developing and managing harmonious
relationships at workplace and striking a balance between organizational goals and
individual goals.

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Advantages / Importance of HR:

 Meeting manpower needs: Every Organisation needs adequate and properly

qualified staff for the conduct of regular business activities. Imaginative HRP is
needed in order to meet the growing and changing human resource needs of an

 Replacement of manpower: The existing manpower in an Organisation is affected

due to various reasons such as retirement and removal of employees and labour
turnover. HRP is needed to estimate the shortfall in the manpower requirement and
also for making suitable arrangements for the recruitment and appointment of new

 Meeting growing manpower needs: The expansion or modernisation programme

may be undertaken by the enterprise. Manpower planning is needed in order to
forecast and meet additional manpower requirement due to expansion and growth
needs tHRough recruitment and suitable training programs.

 Meeting challenges of technological environment: HRP is helpful in effective use of

technological progress. To meet the challenge of new technology existing
employees need to be retrained and new employees may be recruited.

 Coping with change: HRP enables an enterprise to cope with changes in competitive
forces, markets, products, and technology and government regulations. Such
changes generate changes in job content, skill, number and type of personals.

 Increasing investment in HR: An employee who picks up skills and abilities

becomes a valuable resource because an organisation makes investments in its
manpower either tHRough direct training or job assignments.

 Adjusting manpower requirements: A situation may develop in; an organisation

when there will be surplus staff in one department and shortage of staff in some
other department. Transfers and promotions are made for meeting such situations.

 Recruitment and selection of employees: HRP suggests the type of manpower

required in an organisation with necessary details. This facilitates recruitment and
selection of suitable personnel for jobs in the Organisation. Introduction of

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appropriate selection tests and procedures is also possible as per the manpower

 Placement of manpower: HRP is needed as it facilitates placement of newly selected

persons in different departments as per the qualifications and also as per the need of
different departments. Surplus or shortage of manpower is avoided and this ensures
optimum utilization of available manpower.

 Training of manpower: HRP is helpful in selection and training activities. It ensures

that adequate numbers of persons are trained to fill up the future vacancies in the


Recruitment and Selection Process

Complete Recruitment life cycle

 Levels of Companies
 Technologies and Domineer
 Portal Explanation
 Explanation of Job Description and Analyzing of Requirement
 Sourcing of Profiles from Portals
 Screening of profiles as per the requirement
 Calling the Candidates
 Formatting of profiles and Tracker‟s Preparation
 Maintenance of Database

Training and Development

 Concept of Training and Development
 Training Needs Identification Process
 Designing Annual Training Plans
 Training Execution
 Designing Employee Development Initiatives
 Designing Supervisory Development Programs

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 Designing Management Development Programs
 What is Training ROI and how to Calculate
 Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation

 How to Design Induction Programs and Execution
 How to Design on the Job Training Programs and Monitoring
 How to evaluate effectiveness of Induction and on the Job Training Programs
 Probation Confirmation and HR Role

Team Management Skills

 Understanding What is a Team
 Understanding Team Development Stages
 What is your Team Membership Orientation
 How to improve your effectiveness as Team Member
 What is Team Leadership
 Understanding my Orientation

HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the Organisation."

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Recruitment is a continuous process whereby the firm attempts to develop a pool of
qualified applicants for the future human resources needs even though specific vacancies do
not exist. Usually, the recruitment process starts when a manger initiates an employee
requisition for a specific vacancy or an anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool
of prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is
to expedite the selection process.

Recruitment is almost central to any management process and failure in recruitment can
create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages,
or problems in management decision making and the recruitment process could itself be
improved by following management theories. The recruitment process could be improved
in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system,
psychological tests, personal interviews, etc. Recommendations for specific and
differentiated selection systems for different professions and specializations have been
given. A new national selection system for psychiatrists, anesthetists and dental surgeons
has been proposed within the UK health sector.

Need for Recruitment

The need for recruitment may be due to the following reasons / situations

 Vacancies: due to promotions, transfers, retirement, termination, permanent

disability, death and labour turnover.

 Creation of new vacancies: due to growth, expansion and diversification of business

activities of an enterprise.

 In addition, new vacancies are possible due to job respecification.

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The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the
strategic advantage for the organisations. Recruitment process involves a systematic
procedure from sourcing the candidates to arranging and conducting the interviews and
requires many resources and time.

A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions
for recruitment from any department of the company. These contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of employees
(Advertising etc).

 Short-listing and identifying the prospective employee with required characteristics.

 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making

The HR Role in Recruitment changed and HRM:

 Decides about the design of the recruitment processes and to decide about the split
of roles and responsibilities between Human Resources and Hiring Manager
 Decides about the right profile of the candidate
 Decides about the sources of candidates
 Decides about the measures to be monitored to measure the success of the process

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A traditional role of HR in Recruitment was an administrative part of the whole process.
The HRM was responsible for maintaining the vacancies advertised and monitored, but the
real impact of HRM to the performance of the whole recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR Strategy was
changed. From making the process working to the real management of HR Processes and
the Recruitment Process was the first to manage.
The role of HR in Recruitment is very important as HRM is the function to work on the
development of the recruitment process and to make the process very competitive on the
market. As the job market gets more and more competitive, the clearly defined HR Role in
Recruitment will be growing quickly. HRM is not a function to conduct all the interviews
today, the main role of Human Resources is to make the recruitment process more attractive
and competitive on the job market.

Scope of HR Recruitment:

 HR jobs are one of most important tasks in any company or organization.

 To structure the Recruitment policy of company for different categories of
 To analyses the recruitment policy of the organization.
 To compare the Recruitment policy with general policy.
 To provide a systematic recruitment process.
 It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
 It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management
and Senior Management cadres.
 A recruitment agency provides you with career counseling which renders a crystal
clear picture of what are the possible career options out there for you and which job
option suits you the best.

Objective of HR

 To obtain the number and quality of employees that can be selected in order to help
the organization to achieve its goals and objectives.
 Recruitment helps to create a pool of prospective employees for the organization so
that the management can select the right candidate for the right job from this pool.

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 Recruitment acts as a link between the employers and the job seekers and ensures
the placement of right candidate at the right place at the right time.
 Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its
 The recruitment process exists as the organization hire new people, who are aligned
with the expectations and they can fit into the organization quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an organization. HR

outsourcing helps the HR professionals of the organisations to concentrate on the strategic
functions and processes of human resource management rather than wasting their efforts,
time and money on the routine work.

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand

of their services, both by the employers and the job seekers. With an already saturated job
market, the recruitment intermediaries have gained a vital position acting as a link between
the job seekers and the employers.
But at the same time, one of the major tHReats faced by this industry is the growing
popularity of e-recruitment. With the changing demand, technologies and the penetration
and increasing use of internet, the recruitment consultancies or the intermediaries are facing
tough competition. To retain and maintain their position in the recruitment market, the
recruitment intermediaries or consultants (as they are commonly known) are witnessing and
incorporating various changes in terms of their role, functions and the services.
According to a survey amongst top employers, most of them agree with the growing
influence of technology and the Internet on the recruitment processes. 70 per cent of
employers reported the use of application portal on their company‟s official website. Apart
from that, the emerging popularity of the job portals is also growing.
But the fact that the intermediaries or the consultants are able to provide their expert
services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge

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of the market, the candidates, understanding of the requirements, and most importantly, the
assess to the suitable and talented candidates and the structured recruitment processes. The
recruitment intermediaries save the organisations from the tedious of weeding out
unsuitable resumes, cocoordinating interviews, posting vacancies etc. give them an edge
over the other sources of recruitment.
To retain their position as the service providers in the recruitment market, the recruitment
intermediaries are providing vale added services to the organisations. They are
incorporating the use of internet and job portals, making their services more efficient.
Despite of the growing use of the internet, the recruitment intermediaries are predicted to
continue dominating the recruitment market in the anticipated future.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organisation. It is one of the technological tools facilitated by
the information management systems to the HR of organisations. Just like performance
management, payroll and other systems, Recruitment management system helps to contour
the recruitment processes and effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management system are
4explained below:

 Structure and systematically organize the entire recruitment processes.

 Recruitment management system facilitates faster, unbiased, accurate and reliable
processing of applications from various applications.
 Helps to reduce the time-per-hire and cost-per-hire.
 Recruitment management system helps to incorporate and integrate the various links
like the application system on the official website of the company, the unsolicited
applications, outsourcing recruitment, the final decision making to the main
recruitment process.
 Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.
 Recruitment management system provides and a flexible, automated and interactive
interface between the online application system, the recruitment department of the
company and the job seeker.

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 Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI.
 Recruitment management system helps to communicate and create healthy
relationships with the candidates tHRough the entire recruitment process.
 The Recruitment Management System (RMS) is an innovative information system
tool which helps to sane the time and costs of the recruiters and improving the
recruitment processes.

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HR Recruitment Process

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1. Client need assessment
 Define objectives and specifications
 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospective candidate
 Develop a search plan and review with the client
2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
 Screen and evaluate candidates
 Personal Interviews with Candidates wherever possible - assess skills, interest level
and cultural fit
 Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
 Facilitate interviews with the client
 Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired compensation
5. Closure & Follow up
 Negotiate offer acceptance
 Execute Reference check, Compensation & Job Level Discussions Coordinate
Joining Formalities and on boarding as per predefined date Closing review to
understand client's level of satisfaction.

HR Telephonic Interview Questions:

 Tell me about yourself?
 Tell me about your job profile?
 How much current CTC, you‟re getting in current organization?
 How much you‟re expecting form new organization?
 How the notice period you required if you are selected?
 Why did you want to resign from your previous job?

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HR Challenges in Recruitment

Recruitment is a function that requires business perspective, expertise, ability to find and
match the best potential candidate for the organisation, diplomacy, marketing skills (as to
sell the position to the candidate) and wisdom to align the recruitment processes for the
benefit of the organisation. The HR professionals – handling the recruitment function of the
organisation- are constantly facing new challenges. The biggest challenge for such
professionals is to source or recruit the best people or potential candidate for the
In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated
job market, where the practices like poaching and raiding are gaining momentum, HR
professionals are constantly facing new challenges in one of their most important function-
recruitment. They have to face and conquer various challenges to find the best candidates
for their organisations.

The major challenges faced by the HR in recruitment are:

 Adaptability to globalization – The HR professionals are expected and required to
keep in tune with the changing times, i.e. the changes taking place across the globe.
HR should maintain the timeliness of the process

 Lack of motivation – Recruitment is considered to be a thankless job. Even if the

organisation is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.

 Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be
cost effective.

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Profile of the

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Address: C-11, First floor, Near Palki Restaurant, Gandhi Nagar Mode , Tonk Road,
Jaipur, Rajasthan 302015
Contact No: 092517 69666
Website -

About Company
Executive Management Consultant is located at Mumbai (India) Assists companies in
search of qualified and experienced professionals across sectors and industries.

We are a prominent executive search & selection company, providing a wide range of
recruitment solutions for various requirements. We are a team of dedicated professionals
offering services across India.

Established in 2006 with licenses, JOBINGO HR SOLUTIONS is leading Indian and

International companies for their middle & senior management requirements. JOBINGO
HR SOLUTIONS caters to both domestic placements across India as well as international
locations. We have turnover of 10 lakhs.

Our team of 25 head hunters have extensive previous professional work experience and
currently specialize in different domains across industries and professionally head hunt and
source candidates based on specific client requirements.

“Recruiting at a Speed using the best technology, We believe Time is Money hence
sourcing the right resource in shorts”

Mohammad Shaikh
Director – JOBINGO HR SOLUTIONS-Executive Management Consultant

Fact Sheet

Year of Establishment :2006

Nature of Business : Manufacturer, Service Provider
Major Markets : Indian Subcontinent, East Asia, Middle East and South East Asia

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Contact Details
Company Name : JOBINGO HR SOLUTIONS- Executive Management Consultant

Contact Person : Mr. Shakeel khan

Contact No. : 9223300xx

Web Site :

Company Profile

JOBINGO HR SOLUTIONS- Executive Management Consultants process driven,

recruitment firm that assists organizations in achieving business objectives tHRough
understanding and effectively addressing the "people" issues in their business. Our focus is
on desired outcomes and bottom line success.

JOBINGO HR SOLUTIONS- Executive Management Consultant is into Executive Search,

Turnkey Projects & Generic Resourcing.

JOBINGO HR SOLUTIONS-Executive Management Consultant is specialized in Head

Hunting, Resourcing and Screening of candidates from & across Industries.

“Our point of difference is that we are a focused, professional, ethical and proactive team!”


We have a fairly large data bank comprising of candidates in Managerial functions, HRD,
Accounts, Finance, Engineering, Information Technology and Marketing to suit the
requirements of Management at all levels of functions. Our data bank consists of candidates
from different locations and in various countries. They could even supply candidates with
very rare skill sets and experience from their data bank. This is helpful to identify candidates
for specific locations within short notice


A completely computerized Network environment with sophisticated software for

maintaining and accessing data bank - An extensive library covering almost all subjects
relating to business. - THRee telephone lines, Fax, Internet and email facility. - A good job
site on the web to publicize the requirements immediately. - Dedicated Team of Consultants
and staff who believe in Right People!! Right Solutions!!

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Aim is to ensure we match you with your ideal job every time. With an ethos that focuses
on the needs and aspirations of each individual candidate, rather than simply „filling jobs‟,
we make sure we understand what you want first before discussing any relevant career
If our client‟s are looking for full time, part time, permanent or temporary opportunities,
our specialist consultants are on hand to guide you tHRough the options to match you with
your ideal job. Our aim is to offer our clients the best consultancy services in India. This
means that we provide clients with full consultancy service, from identifying the relevant
candidate, to closing the position at short span of Time.

We proactively seek grant schemes that match your needs and help you tailor your projects
to take maximum advantage of grant opportunities.Our extensive professional network and
experience in a wide range of grant schemes ensure that we track the latest developments in
incentive schemes and identify opportunities as they arise. You can then adapt your
decisions to better fit public objectives.

Close collaboration with clients regularly leads to long-lasting partnerships. The better we
know you and your organization, the better we can advise you. This leaves you free to focus
on your core business while we deal with grants acquisition, administration and project
management. We also partner with clients in their consortia, technological platforms and
other public-private partnerships.

Our Approach towards Client is distinctive. Large amount of support teams, provide clients
with the complete range of fully integrated recruitment solutions from each site. True client
partnerships, an advanced internet development strategy and our focus on placing people
are part of what makes us different. Quality Policy / Processes.

Quality Policy
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Our consultants go tHRough a stringent pre-qualification phase to ensure that they have the
expertise that the clients require. We select experienced personnel with established
professional consulting experience. We put strong emphasis on Attitude, Communication
and Team Player skills and demonstrated ability to stretch themselves to contribute to the
successful completion of projects. We engage in reference checks, drug tests, and
background checks before deploying our manpower to the project.
Our Philosophy Service to the customers and the candidates is our motto. Each employer is
important to us and gets personalized attention, irrespective of size or even volume of
business generated. Similarly, every candidate is treated with warmth and understanding.
We make every effort required to find suitable placement for the job seekers. It is
essentially this philosophy which has enabled us to attain our present stature.


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 A perfect mix of Business focus and technology which is backed with a specialized
team of Professional recruiters who are continuously updated with technical training
and high end support.
 State of the art Infrastructure, Well equipped & Air-conditioned work station.
 Capability to source high number of candidates for the Clients, scale up and double
candidates when needed for project works.
 Critical strength to always stand up on efficiency and quality in fulfilling
commitments at the workplace.

Executive Management Consultants takes care of

Our consultants go tHRough a stringent pre-qualification phase to ensure that they have the
expertise that the clients require. We select experienced personnel with established
professional consulting experience. We put strong emphasis on Attitude, Communication
and Team Player skills and demonstrated ability to stretch themselves to contribute to the
successful completion of projects. We engage in reference checks, drug tests, and
background checks before deploying our manpower to the project.

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We keep our overheads low and therefore we can compete with the biggest of staffing firms
to provide a fair and competitive rate.

On Time delivery

That is a promise we made to ourselves. We have taken extreme care to ensure that delivery
is met and we are proud of our track record that shows 90% of the candidates selected take
up our projects. Our support function facilitates our consultants to move from project to
This ensures that they are ready to work „when and where‟ our clients need them.


Our retention level of consultants on the project is at an enviable rate of 95%. This does not
happen accidentally. We spend quality time on the staffing needs and ensure that the
staffing solution we provide really fulfills the clients‟ needs.

Specialization in level of recruitment

JOBINGO HR SOLUTIONS handles the below 3 Levels of Recruitment:

 Middle & Senior Level of Management

 Junior & Middle Level of Management
 Junior & Senior Level of Management

JOBINGO HR SOLUTIONS deals with all “IT requirements” & below mentioned are
some of the Functional area of recruitment where JOBINGO HR SOLUTIONS is

 Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script,,, HTML, Autocad)

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 Manual Testing Engineers (Performance Testing (Web Load), Functional Testing,
Integration Testing ,White box Testing , Database testing (SQL, Oracle) )
 Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP,
 Project Lead/Lead Management/Project Manager
 Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions)
 Network / System support/System Integration
 Symbian, Brew, Android, iphone, Blackberry, Fixed line data
 Data center Operations
 .net (VB/ ASP/ VC/ C#/ Sharepoint)
 Sr. Ops Engineer/Ops Manager
 Assistant Manager Service Delivery (Networking / System Integration / IT
 Crystal Report
 Weblogic / Websphere / WAP
 Java / JSP / J2ee / J2me / Junit
 Siebel / PHP / Perl / People soft
 Unix / Linux / Windows
 QTP / Win Runner / Load Runner
 SQL / Oracle / DB2 / PL SQL / D2K / Dbase
 Lotus / Mainframes
 3DMax / Coral Draw / Adobe Photoshop
 Adobe Pagemaker / Adobe Illustrator
 Apache
 Cold Fusion
 Matlab / Labview
 Rational Robot / MQC / Silk Test
 C / C++ / C# / VB / VC / VC++ / ASP / Foxpro
 Network / System / Support / Implementation Engineer
 Delivery Managers (PMP & ITIL certified)

Page | 27
Functional Area of Recruitment Specialization
JOBINGO HR SOLUTIONS deals with all “IT Non requirements” & below mentioned are
some of the Functional area of recruitment where JOBINGO HR SOLUTIONS is

 Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head,
AM- Sales, Branding Manager.
 Accounts & Finance (All areas)
 Engineers Civil / Mechanical / Chemical
 Draftsman / Interior Design Engineer
 Secretary to CFO / MD / VP
 Process Trainers / VNA Trainers
 Admin Executive / Front Office Exec
 Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager
Contract & Planning, Manager Design

 Commercial Head, Piping Engineer, Manager Quality, Executive Procurement,


 Road Surveyor
 GM, VP, AVP – Finance , Financial Analyst, Investor Relation HR & Admin:
Manager HR, Sr.Exe. / Exe. HR.
 Legal : Manager Legal , Compliance Manager, Company Secretary.

How does recruiters/consultant get paid?

A recruitment consultant primarily acts from a position of self interest. Their job is to
generate revenue by making sales. Sales mean selling their service, their ability to find the
right candidate, to prospective employers. In effect they are selling you. This means they
will be eager to champion you, their product, to the employer, likewise they will be keen to
ensure that you will accept the position if offered.

Exactly how a recruitment consultant is paid depends on whether it is a permanent or

contract position. Generally for a permanent placement the company receives a proportion
of your salary, or a set fee agreed with the employer. The more you earn the more they
stand to make. Knowing this should ease any concerns you have; in this you are both on the
same side. For a contract the consultant will receive a margin of your rate.

Page | 28

 Sourcing resumes tHRough different job portals like Naukri, monster etc.
 Based on the clients requirements screening the resumes and judging the Candidates
to meet the particular requirement.
 Initial phone screening of candidates to judge communications and background.
 Short listing the candidates as per client‟s requirements and then scheduling up the
 Regular follow up with the selected candidates to confirm their joining dates,
ensuring the maximum of them are placed successfully with the respective
organization Maintaining and updating database of potential, prospective and
rejected candidates Constantly be in touch with the candidate until he/she joins.
 Co-ordinate with other recruiters to work as a team.
 Maintaining a database of candidates.
 Handling end to end recruitments.

Requirements I worked on in JOBINGO HR SOLUTIONS

 Relationship Officers / Sr. Relationship Officers / Territory Manager for the

Location of
Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd

 Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd
 Asp.Net for the Location of Mumbai(Malad), for the 3G Services
 Project Engineer for the location of Mumbai, for Sigma Byte
 Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies
Project Co-ordinator with Onmobile Global Ltd.
 Techlead Position for Atidan Technologies

Recruitment Email sent to candidate regarding the same

Dear Candidate,

This is to bring to your kind notice that we have an opening for the post of Relationship
Officer/ Sr. Relationship Officer with

Page | 29
URL: -
Location: Delhi

Designation: Sr. Relationship Officer/ Relationship officer

Experience: 2+ Years
Essential Excellent Communication Skill, Positive attitude, passionate, highly
Qualities: motivated,
Should come from online, yellow pages, space selling and should have
a good idea about online sales/marketing
Responsible for monitoring accessing, improving the ad sales, revenue
Able to independently ideate and came out with solution to client and
ad sales team
Monitoring All ad positions, ad campaigning‟s, sales etc.
Monitoring their sales / telesales team.

If your candidature suits the mentioned profile then kindly send us the following details:
1. your updated resume in MS Word format.
2. Present CTC
3. Expected CTC
4. Notice Period

As the requirement is a bit urgent, an early response on this would be highly

appreciated. Alternatively if you know someone suitable and available then Please
refer (or) let us know their contact details. We shall check their willingness for this
Please, respond at the earliest.

Best regards,
Llll |HR| JOBINGO HR SOLUTIONS-Executive Management Consultant
Direct: 9223499000 ||

Recruitment Email sent to candidate

Opening with Onmobile Global Ltd for Project Co-ordinator

Page | 30
OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added
Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile
touches the lives of over 1 billion mobile users across 55 countries every month.With our
diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery
solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video
portals, M-Commerce products and services, we generate 2 – 5% contribution for top
customers and top line revenues of over US $800 million for over 92 customers globally.
We deliver our products by the best combination of a hosted Cloud with on-site operations
at the customer premises or tHRough products deployed in customer networks.Founded in
2000, OnMobile has 1500 employees spread across India, U.S., LATAM, Africa, Australia,
Middle East and Europe. The company was publicly listed in India in 2008. Recent
acquisitions include Voxmobili (2014), Telisma (2015), and Dilithium Networks (2017).

Location: Bangalore

Job Designation for Position:-

Job Title Project Coordinator

Department India Private Operators - PMO
Qualification B.Tech / BE / MCA / MBA
Experience 1-3years
Job Description Role

Project co-ordinator is a Project Management Office role.

The role requires the person to plan, drive, co-ordinate and
track projects with various internal stakeholders.
Schedule regular meetings with the action owners for status
Update the senior members of the organization on the status of
the projects, highlight Requirements, risks and gating issues
and probable resolutions.
Prepare and analyse the data collected from various reports
and present it to the leaders for further analysis and decision

Page | 31
1) Good Analytical, negotiation and communication skills.
2) Good skills in Excel and ppt. Should have good ability to
analyze data, prepare and present analysis to internal stakeholders.
3) Ability to plan, drive, co-ordinate and track projects with various
internal stakeholders and report the progress to the AVP. 4) Should
possess good Project management skills. Telecom Knowledge and
System level knowledge preferred.

Location Bangalore

If this profile suits your candidature, kindly send the updated resume mentioning the
following details:- 1) Total Experience 2) Relevant Exp.
3) Current CTC
4) Expected CTC
5) Notice Period

Best regards,
Lllll |HR| JOBINGO HR SOLUTIONS-Executive Management Consultant
Direct: 9223499000 ||

Recruitment Email sent to candidate

From: Lllllll Mmmmm

<lllll@jobingo HR> To:
Sent: Tuesday, 15 May 2017 3:15 PM
Subject: Opening with Atidan Technologies for Tech Lead

As per the discussion, I am sending the Company’s profile and Job
Description. Opening with Atidan Technologies for the post of Tech Lead

Atidan Technologies is an IT industry. It’s an U.S. based multinational company. Atidan

combines offshore cost-efficiency and 24 hour work cycles with direct team interaction at
different locationdelivering low-risk, high-performance solutions to help you improve
communications, streamline workflow and increase productivity.
URL: -
Location: - Mumbai

Job Description:-

Page | 32
1) Candidate must have atleast 6 yrs of experience.
2) Exp working on web based projects is a must.
3) Exposure on SharePoint is preferable.
4) Exposure working with US clients is a must.
5) Applicant should be working as a tech lead.

Interview: - On Saturday (19th May 2017)

Timing: - 9 AM TO 12 PM
Interview Procedure:-
1) Aptitude Test (HR Interview)
2) Computer Programming Test (.Net Test)
3) Technical Interview – 1
4) Technical Interview – 2

If this profile suits your candidature kindly send the

following details:- 1) Updated Resume in word format.
2) Total Exp.
3) Relevant Exp.
4) Current CTC.
5) Expected CTC.
6) Notice Period.

Best regards,
Lllll |HR| JOBINGO HR SOLUTIONS-Executive Management Consultant
Direct: 9223499000 //

Format of Candidate Interview Schedule details sent to Organization


Below mentioned is the interview schedule for AM / Manager HR:

Sr. Candidate Interview Interview

Contact No Mode Location Position Consultant
No Name Date Time
Veena AM/Manager JOBINGO
17th May
1 Kashelkar 10.00 am 98000000 F2F Jaipur HR HR
Richa 17th May
2 11.00 am 9833000000 F2F Jaipur HR HR
Mehta 12

Page | 33
Weekly Status Report

Date Candidate's Contact No Client

Position Location CV
Name Applied for Sent
29-May-12 Soham Raval 97277000000 Quikr S M Ahmedabad CV sent

Tracker sent to Company consists of the following elements:

Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company

(candidate is working with), Yrs Of Experience, Location, Education, Current Designation,

Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line
Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level –
PI, Date, Final Status, Client CTC if offered.

Form attached along with candidate resume while forwarding to the Client
(i.e. organization)

Executive Management Consultant


Position applied for

Current Company

Current Position

Highest qualification

Total Exp

Relevant Exp

Current CTC

Page | 34
Expected CTC

Notice period

Current Location

Willing to work in Location

Opted for (Y/N)
Reason for Job Change

Why the Client (e.g. Tata/FT)

Why Consultant has shortlisted

the CV

Page | 35

Page | 36
RESEARCH is a „careful investigation or inquiry especially tHRough
search for new facts in any branch of knowledge‟.

The project is a systematic presentation consisting of the enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
The data has been collected from both the sources primary and secondary sources.

Primary Data:

Primary data was collected tHRough survey method by distributing questionnaires to


The questionnaires were carefully designed by taking into account the parameters of my

Secondary Data:

Data was collected from web sites, going tHRough the records of the organisation, etc. It is
the data which has been collected by individual or someone else for the purpose of other
than those of our particular research study. Or in other words we can say that secondary
data is the data used previously for the analysis and the results are undertaken for the next


The research done by


This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate some
appropriate courses of action.

Sample Design:

Page | 37
A complete interaction and enumeration of all the employees was not possible so a sample
was chosen that consisted of 25 employees. The research was taken by necessary steps to
avoid any biased while collecting the data.

Tools of Analysis:
The data collected from both the sources is analyzed and interpreted in the systematic
manner with the help of statistical tool like percentages.

A research design is the arrangement of the condition for collection and analysis of data in
a manner that aims to combine relevance to the research purpose with economy in

A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation pattern or
framework of the project that stipulates what information is to be collected from which
source and be what procedures.

1 What is study about?

2 What is study being made?

3 Where will the study be carried out?

4 What type of data is required?

5 Where can the required data be found?

6 What will be the sample design?

7 Technique of data collection.

8 How will data be analyzed?

Page | 38
Data Analysis

Page | 39
The analysis of the data is done as per the survey finding. The data is represented graphically
in percentage. The percentage of the people opinion were analyzed and expressed in the form
of charts. The purpose of analyzing data is to obtain usable and useful information. The
analysis, irrespective of whether the data is qualitative or quantitative, may:

• describe and summarize the data,

• identify relationships between variables,

• compare variables,

• identify the difference between variables and

• forecast outcomes.

 I too have made analysis of the data collected from primary as well as secondary, by
primary I mean through questionnaire the information is collected from the JOBINGO
HR SOLUTIONS PVT. LTD. employees and my colleagues, personal interaction was
also used for the collection of the data and last but not the least secondary data which
is brought from the annual reports of the company, various journals, various articles,
and other websites.

Page | 40
Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic
interviews where as only 20% goes for video conferencing and rest 10% adopt
some other means of interviews.

Options Respondents

Personal Interview 12

Telephone Interview 9

Video Conferencing 6

Other 3

Page | 41
Question 2: What source you adopt to source candidates?

Candidate Referral 10%

Advertising Candidate Referral

5% Advertising
Job Portal

Job Portal

Compiled from questionnaire data


This analysis indicates that most of the respondent i.e. 85% responded for Job
Portal, 10% responded for Candidate referral and 5% responded for

Options Respondents

Candidate Referral 3

Advertising 2

Job Portal 25

Page | 42
Question 3: How many stages are involved in selecting the candidate? /
How many Question you are asking during the Telephonic interview

Four One
10 % 5%


THRee 45 %
40 %

Most of the Executives Prefer two stages of interview, 40% prefer to take
tHRee stages interviews where as only 10% goes for four rounds and rest 5%
sometimes opt for one round of interviews.

Options Respondents

One 2

Two 13

Three 12

Four 3

Page | 43
Question 4: How do you track the source of candidate?

Data 5%
15 % Software



80 %

Most of the Executives 80% prefer online, 15% prefer Data where as only 5%
goes for software to source a candidate.

Page | 44
Question 5: Does the organization clearly define the position objectives,
requirements and candidate specifications in the recruitment process?

5 %


95 %

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5%
responded for No.

Page | 45
Question 6: What is the average time spent by executives during recruitment (each


m 10 %
1 - 5 minutes
5 - 10 mins
10 - 15 mins r 10 - 15 mins
10 % more than 15

5 - 10 mins
20 %
1 - 5 minutes
60 %

han 15

This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes,
20% responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10%
responded for more than 15 mins.

Page | 46
Question 7: Do you follow different recruitment process for different grades of

5 %

95 %

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5%
responded for No.

Page | 47
Question 8: What are the basic questions you ask to the candidate?

Current / Profile 0%
Experience (Total /
Expected CTC 0%
Experience (Total Relevent)
/ Relevent) Current / Expected
0% CTC
Current Job Profile
Notice Period
All of the Above
Current Job
All of the Above
100 %

This analysis indicates that the entire respondent i.e. 100% responded for asking all the
basic questions.

Page | 48
Question 9: Do you have any system to calculate cost per recruitment?


70 %
30 %

This analysis indicates that most of the respondent i.e. 70% responded for No and 30%
responded for Yes.

Page | 49
Question 10: Is there any provision for evaluation and control of
recruitment process?


55 %

45 %

This analysis indicates that most of the respondent i.e. 55% responded for No and 45%
responded for Yes.

Page | 50
Question 11: Is there any facility for absorbing the trainees in your


70 %
30 %

This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%
responded for No.

Page | 51



It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice
whom to recruit and whom not;
As per Behling et al, there are tHRee ways in which a prospective employee makes a
decision to join an organization.

Accordingly, the following tHRee theories of recruitment have been evolved:

 Objective factor theory

 Subjective factor theory

 Critical contact theory

These theories can be explained as follows:

Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of organization by
a potential employee depends on objective assessment of tangible factors such as;
Pay package, Location, Opportunity per career growth, Nature of work and Educational
opportunities. The employer according to this theory considers certain factors among
others; educational qualification, years of experience and special qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of the
job, reputation of the organization and other similar factors plays an important role.
According to this theory, compatibility of individual personality with the image of
organization is decisive factor in choosing an organization by individual candidate seeking
for employment.

Page | 52
These subjective factors are; Personal compatibility for the position, Competence and Best

Critical Factor Theory

The critical factors observed by the candidate during his interaction with the organization
play a vital role in decision making. Recruiter being in touch with the candidate,
promptness of response and similar factors are important. This theory is more valid with the
experienced professionals.
There are instances when a candidate is unable to choose an organization out of alternative
based on Objective and Subjective factor(s) listed above. This is due to many reasons such
as limited contact and insufficient data with regards to the organization or its own inability
to analyze and come to ant conclusion. In such cases, certain critical factors observed by the
manager during interview and contact with personnel of the organization will have
profound influence in his decision process.

It must be noted that, the theoretical base given above by Behling et al was mostly
influenced by the working condition which existed in developed countries like The United
States of America and European countries. In these countries, vacancies are many and there
is scarcity of suitable hands unlike in developing countries like Cameroon where vacancies
are less and hands are more resulting to large scarce unemployment. The theoretical base
given above cannot be applied in developing countries except in hid paid jobs where higher
skills and better knowledge are the prerequisites. In such cases, candidates have variety of
choices and he is the master of his choice. In production, servicing and clerical jobs,
unemployment is where the number of job seekers far exceeds the vacancies.
In such a situation, candidates have little choice and such, grab whatever organization call
him or her for employment. In such a case, the potential organization is in a better place to
choose the candidates from the many available.
Hence, the recruitment process should be that of filtering and re-distributing potential
candidates not only, for actual or anticipated organization vacancies but also searching for
prospective employee.
From Behling‟s review, it could be assessed that workers output will increase due to certain
objectives of motivating them tHRough regular payment. This will help to influence their
working conditions thereby making them to be effective at work.

Page | 53
Problems arise when unemployment rate is high and the number of those seeking for jobs
far exceeds the vacancies that exist. In this case, candidates have little choice to be offered
the job in the institution. Though they possess the knowledge, education, the process should
be to filter and re-discover their potentials.
When this happens, right (qualified) employees should be placed in the right positions and
as a result, it will lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not the best
procedure to determine whether his output will increase or decrease but it should be
assessed from the critical factor observed during interview and the contact with the
personnel of the organization that will influence his productivity and his decision making.

Personality–Job Fit Theory

The personality–job fit theory postulates that a person's personality traits will reveal insight
as to adaptability within an organization. The degree of confluence between a person and
the organization is expressed as their Person-Organization (P-O) fit. This also referred to as
a person–environment fit. A common measure of the P-O fit is workplace efficacy; the rate
at which workers are able to complete tasks. These tasks are mitigated by workplace
environs- for example, a worker who works more efficiently as an individual than in a team
will have a higher P-O fit for a workplace that stresses individual tasks (such as
accountancy). By matching the right personality with the right company workers can
achieve a better synergy and avoid pitfalls such as high turnover and low job satisfaction.
Employees are more likely to stay committed to organisations if the fit is 'good'.
In practice, P-O fit would be used to gauge integration with organizational competencies.
The Individual is assessed on these competencies, which reveals efficacy, motivation,
influence, and co-worker respect. Competencies can be assessed using various tools like
psychological tests, competency based interview, situational analysis, etc.
If the Individual displays a high P-O fit, we can say that the Individual would most likely be
able to adjust to the company environment and work culture, and would be able to perform
at an optimum level.

Page | 54
Summary of

Page | 55

 According to the Survey, Recruitment differs from company to company for each

 According to the Survey, the company do utilize internet sites for the recruitment
process and for finding the talent candidate

 According to survey it is observed that the company are utilizing the job description
in order to make screening process more efficient


The study is subjected to the following limitations

 The study is based on the data provided by the company statements so, the
limitations of the company‟s employees remaining are equally applicable.

 In some cases data is collected from the companies past records.


Time management is very essential and it should not be ignored at any level of the

Recruitment policy is satisfactory in JOBINGO HR SOLUTIONS but the

periodicity of recruitment is being more which needs to be reduced.

Communication, personal and technical skills need to be tested for employees.


Page | 56
Polices adopted by JOBINGO HR SOLUTIONS are transparent, legal and

Recruitment is fair.

The recruitment should not be lengthy.

To some extent a clear picture of the required candidate should be made in order to
search for appropriate candidates.

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.

Page | 57

Page | 58
WIBLIOGRAPHY http://www.jobingo HR


 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya

 Essentials of HRM and IR - P.Subba Rao.

 Personal Management - C.B.Memoria.

 Research Methodology -C.R.Kothari.

 Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

Page | 59
Questionnaire on Recruitment Process

Name –

Company’s name –

Designation –


Note – Please fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: What source you adopt to source candidates? (

) a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( ) a.

Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements
and candidate specifications in the recruitment process? ( ) a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of

Page | 60
( )
a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? (
) a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? (

) a. No
b. Yes, please specify –

Question 10: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No

Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )

Page | 61