International Journal of Mechanical Engineering and Technology (IJMET)

Volume 9, Issue 13, December 2018, pp. 98–101, Article ID: IJMET_09_13_011
Available online at http://www.iaeme.com/ijmet/issues.asp?JType=IJMET&VType=9&IType=13
ISSN Print: 0976-6340 and ISSN Online: 0976-6359

© IAEME Publication Scopus Indexed

A STUDY ON RECRUITMENT AND SELECTION

PROCESS IN INFORMATION TECHNOLOGY
(IT) INDUSTRY
A.Meenakshi
(Research Scholar, Manonmaniam Sundaranar University, Abishekapatti, Tirunelveli 627 012,
Tamil Nadu, India)
Assistant Professor, Department of Commerce, VELS Institute of Science, Technology &
Advanced Studies (VISTAS), Pallavaram, Chennai-600117

R.Vimaladevi
(Research scholar, Bharathiar University, Coimbatore 641046) Assistant Professor,
VELS Institute of Science, Technology & Advanced Studies (VISTAS), Pallavaram,
Chennai - 600117

ABSTRACT
This study mainly deals with various methods of recruitment process and vital
problems faced in recruitment process in IT companies in Human resources development.
Successful recruitment and selection strategies bring improved organizational outcomes.
The main objective of this paper is to identify common practices that companies follow to
recruit and select employees. In this paper focuses on the various methods of recruitment
process adopted in IT companies with controlling the recruitment cost, choosing right man
for the right job with effective interviewing for the best selection.
Key words: Recruitment, Selection Process, IT companies.
Cite this Article: A.Meenakshi and R.Vimaladevi, a Study on Recruitment and Selection
Process in Information Technology (It) Industry, International Journal of Mechanical
Engineering and Technology, 9(13), 2018, pp. 98–101
http://www.iaeme.com/IJMET/issues.asp?JType=IJMET&VType=9&IType=13

1. INTRODUCTION
Recruitment and selection processes are vital practices for human resources management.
Recruitment precedes selection and assist in selecting a right candidate for the right job.
Recruitment makes in acquiring the number and the types of people necessary to make sure
continued operations of the hiring organizations. Every company needs to ensure of recruitment
and selection in the near beginning period and supplementary manpower needed for development
of businesses.
In accordance with Edwin B. Flippo recruitment is the method of attract the candidates and
making them to apply for the job. Recruitment process followed at many Indian IT companies is

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 A.Meenakshi and R.Vimaladevi

by framing the recruitment policy and then making the policy into action. Sources of the
conventional recruitment are by employee referral, transfers and promotions, walk-in and by
the advertisements. In the modern economy the recruitment process was significantly changed
with the entry of social media. Many organizations are following the online recruiting methods
for attracting the potential employees.
Selection is the second step in the in the process of manpower planning. Selection is the
procedure of choosing the suitable candidate, which matches the candidate skills and the job
requirements (Bhattacharya, 2010). Selection process will be a prolonged one for large
organizations and will be wider for manufacturing organizations and it differs from industry to
industry (Venkatesh, 2008). There are many factors that are to be measured while selecting a
candidate those are like group discussions, employment environment, recommendation
background, interviews, medical tests and etc.

2. REVIEW OF LITERATURE:
One of the major functions of HRM is Recruitment. It assists the manager to attract and select
best candidates for the firm. Parry & Wilson (2009) stated “recruitment consists of practices
and activities carried out by the organization with the main intention of identifying and attracting.
Edwin B. Flippo quoted that “Recruitment is the process of searching the right candidates
for employment and motivating them to apply for jobs in the company”. (1979) According to
Costello (2006) recruitment of potential employees. As success of service sector as in recruitment
& select ion of the right people into the service business is crucial to achieve organizational
success (Zheng, 2009) described as the collection of activities and processes accustomed to
legally obtain a adequate number of right people at the right place so that the people and the
company can select each other in their own best short and long term goals.

3. OBJECTIVE
1. To evaluate the recruitment and selection process
2. To find out the problems in Recruitment and selection process
3. To find out the various recruitment sources used by the IT industries.
4. To learn the employee satisfactory level with the recruitment and selection
procedures in IT companies.
5. To learn the levels of recruitment and selection procedure in IT companies.

4. ANALYSIS AND INTERPRETATION RESEARCH DESIGN:

This study is connected with the aim of knowing the recruitment and selection process of IT
companies. As a matter of convenience, the scope of the study falls on its IT companies situated
at Chennai city. Data are collected from them using questionnaire method.

4.1. Technical Tools applied in the Study:

The statistical tool applied to perform this study is Chi-Square Analysis.

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 A Study on Recruitment and Selection Process in Information Technology (It) Industry

Table 1 Demographic Details of the Respondents

Variables under Study Domain No. Of Respondents In %

21-25 years 10 10

26-30 years 60 60
Age group
31-35 years 20 20

36-40 years 10 10

Married 92 92
Gender
Unmarried 8 8

Married 92 92
Marital Status
Unmarried 8 8

4.1.1. Interpretation:
H0 - Null Hypothesis There is no significant relationship between selected variables under study
(Age Group, Gender, and Marital Status) and procedure to be carried out during recruitment.
H1 - Alternative Hypothesis: There is significant relationship between selected variables
under study and procedure to be carried out during recruitment.
The result of the chi-square test reveals that the calculated chi-square value (0.2893) is less than
the p-value (.999997) and the result is not significant at p<0.05 and therefore, the relationship
between selected variables under study and procedure to be carried out during recruitment is not
significant. Thus the hypothesis is that the relationship between selected variables under study
and procedure to be carried out during recruitment does not hold good. There is no significant
relationship between variables under study and procedure to be carried out during recruitment.
Thus the null H0 hypothesis is accepted and alternative (H1) is rejected.
Variables under Study Domain No. Of Respondents In %
21-25 years 10 10
26-30 years 60 60
Age group
31-35 years 20 20
36-40 years 10 10
Under-graduate 85 85
Educational Qualification Post-graduate 5 5
Diploma/Degree 10 10

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 A.Meenakshi and R.Vimaladevi

4.1.2. Interpretation
H0 - Null Hypothesis There is no significant relationship between education qualification and
procedure to be carried out during recruitment.
H1 - Alternative Hypothesis: There is significant relationship between education
qualification and procedure to be carried out during recruitment.
The result of the chi-square test reveals that the calculated chi-square value (0.7143) is less than
the p-value (.994178) and the result is not significant at p<0.05 and therefore, the relationship
between education qualification and procedure to be carried out during recruitment is not
significant. Thus, the hypothesis is that the relationship between education qualification and
procedure to be carried out during recruitment does not hold good. There is no significant
relationship between variables under study and procedure to be carried out during recruitment.
Thus, the null H0 hypothesis is accepted and alternative (H1) is rejected.

5. CONCLUSION:
The study was conducted among the IT companies. The data was collected by means of
questionnaire and the data was classified and analyzed carefully by all means. From the analysis,
it has been establishing that the most of the employees in the IT companies were satisfied but
changes are required according to the changing development of recruitment process that has a
great impact on working of the company as a fresh blood, new idea enters in the company.
Selection process is also good and their company’s recruitment department is doing well in
placing the candidates and filling the job vacancies for all levels of positions.

REFERENCE
[1] K. Ashwathappa(1997), Human Resource and Personnel Management, Tata McGraw-
Hill 131-176
[2] Streve kneeland(1999), Hiring people, discover an effective Interviewing system.
[3] Kothari, C.R. Research Methodology, New Delhi, Vikas publishing House Pvt., Ltd.,
[4] 1978. P. Ravilochanan, Research Methodology, Margam publications,2003
[5] www.industrialsurvey.com

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