CHAPTER 1

EXECUTIVE SUMMARY

EXECUTIVE SUMMARY
HR plays a very important role in any company as it manages the companys most valuable asset which is human resource and also various functions related to it . Recruitment is not an easy task. To recruit people, organization has to find out certain sources from which the company can get the right kind of people with special abilities and special knowledge. Organization has to adopt certain policies and procedures which the selectors can follow during the selection process. The process adopted should be less time consuming and cost effective with effective results. The Recruitment function in Omkar Engineering is closely linked with growth in term of its size, culture and business. The recruitment function and its representative, the team, strive to align its goals and objectives with the organizations strategies and objectives and accordingly lay down its process and method. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection is the key process in between the recruitment and the induction. The research is done as an summer internship in OMKAR ENGINEERING PVT LTD. which is concerned to service sector and deals in to structural designing and detailing projects .During the execution of project, research was exposed to Recruitment, Selection & Induction principles and policies which were practiced in the organization. This exposure gave me an opportunity to have an insight to their practical application. The research is an analytical research. The primary data for the survey is collected through questionnaire method and group discussion with the employees and management .Through this it has been analysed that the employees are satisfied with the recruitment & selection process. The analysis and interpretation of the data is displayed with the help of pie-charts in the research report .

CHAPTER 2
Objectives of the study

Objective
,

In todays cut throat competition world the amount of resources on an employee Recruitment, Training & Upgrading is very high. For growth of an organization it is very important to go for best manpower planning and the recruitment process to retain its skilled and trained resources. Recruitment means initial journey for the selection process in any of the organization. The objective of the study is to provide valuable suggestions to the company by helping through Testing achievement trade, intelligence and aptitude personality. The first step to effective recruitment is to fully understand the type of employees you need and what skills and knowledge your employees need to succeed at your business proactive, effective, best practices-recruitment.

To study the Recruitment and selection Process practiced at OMKAR ENGINEERING

WORKS PVT LTD.

To study the Recruitment Policies and drive practices in OMKAR ENGINEERING

WORK PVT LTD.

To study the effectiveness of the Recruitment policies in OMKAR ENGINEERING

WORKS PVT LTD.

To study the Recruitment sources used by in OMKAR ENGINEERING WORKS PVT

LTD.

To study the process and strategies followed for Recruitment in OMKAR

ENGINEERING WORKS PVT LTD.

CHAPTER 3
Scope of the study

Scope

The scope of the study is limited in OMKAR ENGINEERING PVT LTD, and is to study the actual process of Recruitment in OMKAR.

To get exposure of the corporate world through this summer training and to get familiar with
Recruitment practices.

The study shall give an exposure to certain facts regarding the recruitment part wherein
referral recruitment plays very important part. It creates an impact of trust between the employee and the employer. Scope was also towards understanding the documentation part in this procedure which is very important for future references. The study emphasis on the need that budget constraint also plays an important part in recruitment and selection. According to the budget allocated and manpower required the recruitment sources can be decided. The study also focuses on the recruitment of freshers in those sectors which can be utilized by paying minimum salary and wherein the candidate also gets to learn all the activities. Thus it becomes a win situation for both.

CHAPTER 4
COMPANY PROFILE

COMPANY PROFILE
Omkar Engineering works is a highly ambitious group of Ex-defense technocrats ventured into Engineering solutions projects and maintenance service segment with 20 years of enviable seaworthy experience and a definite objective of being unique. Omkar Engineering Works Pvt Ltd Engineering Projects, Consultancy & Maintenance service provider carrying a reputation, reliability and strong referrals among its prestigious clientele with the support of nearly 350 staff spread over various branches of the community in Mumbai & Pune District. Omkar Engineering Works Pvt Ltd is authorized dealer for Kirloskar Oil Engines Ltd as Spares and Services for entire Pune District. Vision: Provide service before customer demands Proud to be a part of service organization To be a benchmark for Inter Department Function Key factor for profitable business growth High returns on investment comparable with best in service industry.

Mission: Uninterrupted Power: Continuity in creation of value by our customer depends on us. It is our purpose to ensure peace in their mind while power generation equipment. Our customer should find our association uniquely advantageous & rewarding. Competive Edge: Our colleagues look upon as a bridge to our customer and the Market place. We need to enable unlimited passage of information, knowledge & expenses so that they can build an innovative solution for our customers. Sustainable Growth: Our dealers depend on our for their sustained existence and viability. It is our responsibility to ensure growth, honest profits and progress in the ecosystem to which we belong. High Performance Environment: Our employees are investing their lives for realizing the purpose of our organization. We endeavor to build a work system which trigger motivated and empowered engagement leading to high performance. Through that we evoke more joy trust and satisfaction.

Services: AMC (Annual Maintenance Contract) of Generators including

Engines/Alternator/Panel/Canopies all under one roof. Well equipped workshops with chemical cleaning. Washing, painting, and overhauling etc. Highly trained and motivated team 247 Service support for any breakdown. Upgradation / Training of customer at our end. Any kind of spares available at our various outlets. Well qualified service engineers at service. Quarterly visit of senior engineers. Well stocked spare part sales outlet all over Pune district.

Achievements: Awarded With the best Service Excellence Award Supported by 247 customer service.

10

LIST OF CUSTOMERS

Major Clients

Mahindra Navi Star Engines Pvt Ltd

Tata Motors Ltd Pune

Kirloskar Oil Engines Ltd

We also serve to: Various retail shops across Pune District Builders, Transport Companies, Garages, Workshops, etc. Defense Establishments.

11

CHAPTER 5
THEORETICAL BACKGROUND

12

To know about the Recruitment & Induction programmed in Service sector:As I have to start my carrier with recruitment and it is in self a big topic to be studied so I have chosen recruitment for my project title. To analyze the candidates:The recruitment process consists of employee referral, contacting the consultancies, approaching the newspaper agency for advertisement was a great opportunity to expose myself in the corporate world. Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of an organization. It is understood & accepted that poor recruitment decisions affects the organizational performance and limit goal achievement, it is taking a long time for public service agencies in many jurisdictions to identify and implement new, effective hiring strategies, in some areas, existing laws inhibit change; in others, the inhibiting factor is managerial inertia. This project discusses some of the strategies that organization can and do employ to ensure the existence of the best possible pool of qualified applicants from which they can fill vacancies as and when required. It will identify the advantages of each of the strategies highlight the drawbacks of its use and offer suggestions for ensuring its utility.

13

PART- A RECRUITMENT

14

Introduction of Recruitment Meaning of Recruitment:

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. 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.

15

PURPOSE 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.

16

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.

17

RECRUITMENT PROCESS
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 organizations. 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 Person Duties to be Performed Qualifications required Preparing the job description and person qualification. Locating and developing the sources of required number and type of employees (advertising etc.) Short listing and indentifying the prospective employee with required charactisitcs. Arranging the interviews with the selected candidates. Conducting the interview and decision making.

18

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

19

Sources Of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: Internal and External sources

The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal source of Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

20

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are:

FACTORS AFFECTING RECRUITEMENT

21

PART- B

SELECTION

22

Introduction
The size of the labour market, the image of the company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for selection. Definition To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Purpose The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employees work. Any mismatched in this regard can cost an organisation a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate hot news and juicy bits of negative information about the company, causing incalculable harm to the company in the long run. Effective election, therefore, demands constant monitoring of the fit between people the job.

23

The Process Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next one. The time and emphasis place on each step will definitely vary from one organisation to another and indeed, from job to job within the same organisation. The sequence of steps may also vary from job to job and organisation to organisation. For example some organisations may give more importance to testing while others give more emphasis to interviews and reference checks. Similarly a single brief selection interview might be enough for applicants for lower level positions, while applicants for managerial jobs might be interviewed by a number of people.

24

Steps in Selecting Process

25

RECRUITMENT IN OMKAR ENGINEERING WORKS PVT. LTD.

I. Identifying a vacancy: This would include information on: No. of positions to be filled Qualification and experience, competencies required for a particular position Responsibilities of that position Reporting relations of that position

II. Job description and job specification of a position: For a new position these will have to created whereas for old positions these should be reviewed after a regular period III. Identifying sources of recruitment: This depends upon recruitment budget and one may source candidates internally or externally, as discussed before IV. Short-listing and identifying the prospective employee with required characteristics Job Descriptions, Job Specifications play a vital role here in short listing the candidates. V. Arranging the Interviews with the selected candidates This implies taking a decision on the composition of the interview panel, for instance, No. and seniority level of Functional Specialists and HR; No. of rounds of assessment, mode of interview (e-interview/personal interview, etc.) VI. Conducting the interview and decision making Documents like Job Descriptions, Job Specifications, and Competency Framework help in the decision-making process.

26

Conducting Interview at OMKAR ENGINEERING WORKS PVT LTD

Interview may be of different types depending on what has to be assessed in the candidate and for what position: Types of Interviews may be: Informational Interview: During an informational interview, the jobseeker and employer exchange information and get to know one another better without reference to a specific job opening. Directive Interview: In this style of interview, the interviewer has a clear agenda that he or she follows unflinchingly. Sometimes this organization use this rigid format to ensure parity between interviews; when interviews ask each candidate the same series of questions, they can more readily compare the results.

Selection of the Candidate

After the interview process candidates are either selected or rejected. Selected candidate may be asked for the second and final round, depending upon the nature of the post vacant. Candidates are asked to give corporate references so that references checking can be done, then medical checkup is done with the hospital authorized. After mutual agreement candidates are issued with offer letter mentioning the position place and CTC offered.

27

PART - C INDUCTION

28

INDUCTION
Meaning and Objective The objective of the induction policy is to familiarize the employee with the company, their job, the industry, colleagues, company system, process and policies with a view to ensuring they can make a contribution to business outcomes as quickly as possible. The induction should be a combination of standard components as well as learning specifically tailored to the role. Induction program usually contains: Organization Structure Organization Policy Job knowledge Technical Skills Training

Typical Techniques of Induction

o General Orientation by the staff of the HR department o Specific orientation by the manager o Follow up orientation by the HR department or the supervisor

29

INDUCTION PROCESS AT OMKAR ENGINEERING WORKS PVT. LTD

In Omkar Engineering Works Ltd all the new recruits are provided a very atmosphere and are treated with respect and gratitude. Once all the post recruitment formalities are completed that is submission of necessary documents and medical test, the process of induction starts.

PURPOSE OF INDUCTION PROGRAMME:Introduction of an employee in the organisation and to the job given to him. Possible information

about the organisation history, objectives, philosophy, policies, future development, opportunities, product information, goodwill of the company and the committee in the company with whom and for whom he has to work.

COURSE CONTENT:Orientation kit includes, OMKAR ENGINEERING WORKS values code of conduct Booklet our values the driving forces Benefits, misconducts and other disciplinary policy Overview for service engineers Rules and procedures of the management Works calendar Form for issue of identification

30

All the above documents are put in to a folder and given to the new recruits and time is given to them to study and understand the value organisation. An orientation plan is been drawn for 2 days induction programme which is as below:

1] Day 1: Job Profile HR policies and growth perspective

,

2] Day 2: Soft skill training Presentation Customer Behaviour Closures Grievances handling via role

The above mentioned table is just a brief detail as to how the orientation plan is formulated each and every new recruit has to undergo this plan to get a fear at the functioning in the organisation. They are then been accompanied by the current people for a week in which they understand the clearer picture of the products.

31

H R POLICIES OF OMKAR ENGINEERING WORKS

Different compensation including perquisites, allowance and subsidies given in OMKAR ENGINEERING WORKS are as follows:

Residential Accommodation

Conveyance

Allowances

Monthly Reimbursements in cash

Annual Reimbursements

Health care

Increments

Leave

Travel

Long service Award

Salary Grade

32

CHAPTER 6
Research Methodology

33

RESEARCH METHODOLOGY
Research is the systematic design, collection, analysis and reporting of data and findings relevant to a specific organizational situation. Research as a mean for gaining knowledge. It can be carried out either arbitrarily or in a systematic fashion. Research concerns itself with obtaining information through empirical observation that can be used to systematically develop logically proposition to attempt to establish casual relationships among variables. Research methodology is a way to systematically solve the research problem. It may be understand as a science of studying how research is done scientifically in it we study the various steps that are generally adopted by researcher in studying his research problem along with logic behind them. Methodology is a systematic way for solving any research problem it has many dimensions and outputs depends upon depends upon the proper implementation of each stage of progress. Basically there are 2 types of data they are as follows: 1) Primary Data 2) Secondary Data Primary Data:- We collect the primary data during the course of experiment in an experimental research but in case we do the research of descriptive type perform surveys, whether sample surveys or census surveys, then we can obtain primary data either through observation or through direct communication with respondents in one form or another. Secondary Data:- Secondary data measures data that is already available i.e they refer to data which have already collected and analyzed by someone else. When the researcher utilizes secondary data, then he has to look into various sources from where he can obtain them.

34

INSTRUMENT FOR DATA COLLECTION

1] Primary Data Collection: Primary data collection includes: Interview Questioner

2] Secondary Data Collection: Secondary data collection includes: Websites Manuals Books

Sample Design: The sample consists of only Omkar Engineering employees i.e. service engineers & Technicians. Population: The Overall strength of Omkar Engineering is 5,000 employees approx. Mostly the labor workforce Sample Size: I took a sample of 20 workers Sampling Method: The sampling method followed is random. The population consisted of OEW employees only.

35

CHAPTER 7
Data Analysis

36

Q.1 Percentage of Candidates with their Qualification Appeared for the service engineer
post Service Engineer S.S.C H.S.C Graduates M.B.A Responses 25 25 30 20

20

25

S.S.C H.S.C GRADUATE M.B.A

30

25

INTERPRETATION According to the survey conducted on the above parameter 25% of the candidates appeared were from S.S.C background, 25% of the candidates are from H.S.C background, 30% of the candidates are Graduates, and 20 % of them are M.B.A background. The main objective behind this analysis is to check the number of candidates from commerce background and management who knows about the product and the services provided by the company. This helps us a lot for the selection process.

37

Q2 The Percentage of Applicants by age group. Applicants by Age Under 19 20-29 Above 30
under 19

Responses 15 45 40
20-29 above 30

15% 40%

45%

INTERPRETATION Here we can see that 45% of the candidates were from the age group 20-29 years and 40% are from the age group of the age group who are above 30 years and lastly 15% of the candidates applied here who are below the age of 19 years of age. The analysis shows that there is more need of job in the age group of persons between the age group of 20-29 year aged who are undergraduates or graduates.

38

Q.3 Candidates based on Work Experience. Candidates based on Experience 0-6 Months 1 Year More than 1year Response 30 45 25

25%

30% 0-6 months 1 year 45% more than 1 year

INTERPRETATION Here we can interpret that 30% of the candidates were having work experience of 0-6 months, 45% of the candidates were having work experience of 1 year and 25% of the candidates were having the work experience of more than 1 year. This data show that most of them were experienced which was useful for us and will help them in their field work knowledge.

39

Q.4 Availability of the Two Wheeler. Availability of Vehicle Available Not available Can manage Responses 60 12 28

28% available 12% 60% not available can manage

INTERPRETATION This pie chart shows that 60% of the candidates were having their own vehicles 12% of them were not having the vehicles and 28% of them says that they can manage the vehicles any how by the time of their joining. By this we can understand that the selection of the candidates were on the criteria of the availability of the vehicles. As the work of these candidates are field work and they needed to go far away for providing the service so that the availability of the vehicles will not create any sort of problem.

40

Q5Which method of Recruitment & Selection Practices are most suitable the organization? Recruitment & Selection Practices Reference from Employee Apprenticeship Advertisement Responses 50 25 25

25 50 25 0

referance from employee apprenticeship advertisement

INTERPRETATION According to the survey conducted on the above parameter 50% of the candidates appeared are from reference from employee, 25% of the candidates are from apprenticeship, 25% of the candidates are appeared through advertisement. The main objective behind this analysis is to check the candidate appeared through which recruitment source.

41

Q6 Is internal hiring helps in motivating the employees? Yes No

80% 20%

20% yes 80% no

INTERPRETATION According to the survey conducted on the above parameter,it has been seen that 80% of the employees are motivated by internal hiring process while 20% of the employees are not motivated.

42

Q7 What should be the factors to be considered for internal recruitment and promotion? Qualification Experience Performance

20 50 30 qualification experience performance

INTERPRETATION According to the survey conducted on the above parameter,it has been seen that 80% of the employees are motivated by internal hiring process while 20% of the employees are not motivated.

43

Q8 Does company setup a good image on applicants throughout the recruitment process?

Yes No

95 % 5

5%

YES NO

95%

INTERPRETATION According to the survey conducted on the above parameter, it has been seen that 95% are in the favour that company setup a good image on applicants throughout the recruitment process while 5% are against it.

44

Q9 Do you feel the need of revising the recruitment policy? Yes No 10 90

10%

yes No 90%

INTERPRETATION According to the survey conducted on the above parameter, it has been seen that 90% of the employees feel the need of revising the recruitment policy while 10% do not feel the need of revising the recruitment policy.

45

Q10 What procedure do you consider best for the preliminary selection? Aptitude test Written test Technical test 0 0 100

Aptitude test written test Techinical Test

INTERPRETATION According to the survey conducted on the above parameter, it has been seen that technical test is the best procedure for the preliminary selection.

46

CHAPTER 8
OBSERVATION

47

OBSERVATION
In this project many things where found which are as follows: As there were many candidates for the recruitment purpose, it was getting very difficult to reject them as most of them were in need of job. High Turnover rate of employees The mode of Advertisement for recruitment used is mostly through the employee references. Sometimes newspaper advertisements are also given. Consultancies tie up process was a bit costlier. As due to cost cutting other recruitment processes has been used.

48

CHAPTER 9
LIMITATION

49

LIMITATIONS
Following are the limitations of the project that has been felt during the project: Retrieving the correct data-Some people may provide false data, as they were scared providing the actual data. Assumptions-Study is based on the assumption that respondents were truthful in contributing the data. Feedback-The feedback and comments received from the individuals is according to their perception, limited exposure and personal knowledge level. Availability of Time- To conduct the induction programme couldnt attend on time due to lack of enough service engineers.

50

CHAPTER 10
SUGGESTIONS

51

SUGGESTIONS

Sponsor a recruitment day each year and advertise it on local billboard several weeks ahead of time. HRIS [Human Resources Information System] can be used which will make our task or recruitment easy. Mass recruitment should be done so that the cost will be minimized and also we can further easily negotiate with the second party. Turn your best employees into head hunters for your business. When there is an opening asks the high quality performers to refer people they know who would make good job candidates. The documents provided by the employees while joining should undergo through verification which would help to know the documents provided by them are fake or not.

52

CHAPTER 11
CONCLUSION

53

CONCLUSION
Working with OMKAR ENGINEERING WORKS PVT.LTD. itself was a great achievement for me I got first time exposure in the corporate world. Recruitment & Induction was my topic which made me understood that initial stage of human resource department is a tough task. Recruitment in itself is a vast topics learned different techniques of recruitment but implemented only two of them. Recruitment of service engineer and technician was not an easy job there were lot of things to go through it but, the management of OMKAR ENGINEERING WORKS PVT.LTD were very supportive. Campus recruitment was a tough one as we have to give different situations to the candidates related with the service. To frame those questions immediately was a very tough task. Most of the candidates were having different approach of handling that situational questions and it was a big deal to assess their performance. Tying up with consultancies was the toughest job because most of them were not ready to give appointment for the meeting and were also not ready to give service engineer. But then I opted different process of recruitment and finally got many capable candidates from it and was successful in recruiting good candidates. It was my greatest strength while working with OMKAR ENGINEERING WORKS PVT.LTD. Regarding the Induction programme for the service engineers, initial response was not good as they were not getting time to attend the sections. But later they understood the importance of it and attended the Induction Programme. Overall it was great experience and exposure to the outside world from studies. It was a good time to interact with corporate and making formal relations with them.

54

CHAPTER 12
BIBLIOGRAPHY

55

BIBLIOGRAPHY

BOOKS: Ashwathappa.K : Human Resource Management, 5th edition,2008

Tata McGraw Hill Publishing Company Ltd., New Delhi

Dessler Garry : human Resource Managemet , prentice hall India, 10th Edition

WEBSITES REFERANCE: www.google.com www.hrworld.com

56

CHAPTER 12
ANNEXURE

57

ANNEXURE

INTERVIEW QUESTONNAIRE:Common interview questions from these questions I used some for taking interview.

Openers: May I see your resume? Why are you interested in joining our company? Why do you feel that you are qualified for this job? What do you think you can do for us? What attracts you to us? Tell me about your experience? What pay do you have in your mind? Is your present employer aware of your interest in a job change? Why do you want to change your present job? What caused you to enter your job field? Why do you want to change your field of job? What would you like to be doing five years from now?

58

Regarding Pay: What is your minimum pay you will accept? What is your pay record for the last five years? We cant pay the salary you should have. Would you be willing to start lower and workup to that figure?

Regarding experience: Why should I hire you?

How do u fit the requirements for this job? What would you do to improve our operations? What duties performed in the past have you liked best/least and why? What are your greatest strengths/limitations for this job? Why have you changed jobs so frequently? What were you doing during the period not covered in your resume? What made you leave your previous jobs?

59