A PROJECT REPORT

ON
HUMAN RESOURCE FUNCTIONS
(Recruitment and Selection)
OF
UTTARAKHANDNAUKRI.COM

Submitted in partial fulfillment of the requirements for the award of the degree of
Master of Business Administration 2018-2020

Department of Management Studies

Faculty of Management, Kumaun University
Bhimtal Campus

Submitted To: Submitted By:

Faculty of Management Pallavi Bohra
Kumaun University MBA 3rd sem
Nainital Roll no. 18012596006
STUDENT DECLARATION
1
I PALLAVI BOHRA, Student of III Semester MBA Specialization, Department of
Management Studies declare that the project on “Human Resource Functions
(Recruitment and Selection) in a Consultancy” (Recruitment and Selection) is the result of my
own efforts and it is based on data collected and guidance given to me. I have prepared it
during my Summer Internship from June20 ,2019 and this project is completed on
August 5,2019. This report is correct to best of my knowledge and so far, has not been
published anywhere else.

PALLAVI BOHRA

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 PREFACE
As a part of MBA curriculum, I underwent my summer training project in Uttarakhandnaukri.com

There I was assigned the topic “RECRUITMENT & SLECTION”.

An atmosphere where people like to do their jobs and enjoy coming to work does not happen by
chance and most of the time, this environment is not created simply by good pay & benefits,
although these definitely help, instead, good employee morale is often the result of a variety of
factor, working together to produce a contended, motivated and productive workplace.

This project work provided me with an opportunity to understand how the ‘HUMAN RESOURCE
FUNCTIONS’ are conducted in a consultancy firm.

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 ACKNOWLEDGEMENT
“Acknowledging the debt is not easy for us as we are indebted to so many people”.
I take this opportunity in expressing the fact that this project report is the result of incredible
amount of encouragement, co-operation, and moral support that I have received from others. I
express my great sense of gratitude to Dr. L.K.Singh (Head), Department of
Management studies , Bhimtal allowing me for summer internship.

I would like to thank the team of Uttarakhand Naukri.Com for providing with a friendly
environment and their support due to which I was able to complete my internship
successfully.

I would also like to thank my external guide Mrs. Manisha Pathak (HR Manager) for her
encouragement and support for completion of the project.

PALLAVI BOHRA

MBA Specialization
3rd Semester

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 CONTENTS

EXECUTIVE SUMMERY

01: COMPANY’S PROFILE

 INTRODUCTIONS
 COMPANY’S WORK DESCRIPTION
 IMPORTANCE OF CONSULTANCY

02: RECRUITMENT & SELECTION

 RECRUITMENT
DEFINITION
IMPORTANCE
PROCESS
 SELECTION
DEFINITION
IMPORTANCE
PROCESS
 DIFFERENCE BETWEEN RECRUITMENT & SELECTION

03: RESEARCH METHODOLOGY

 OBJECTIVES
 DEFINITION
 COLLECTION OF DATA
 DESCRIPTIVE RESEARCH
 SAMPLING
 TOOL OF ANALYSIS
 RESEARCH DESIGN

04: ANALYSIS

05: FINDINGS AND RECOMMENDATIONS

CONCLUSION

BIBLIOGRAPHY

ANNEXURE
 Executive summary
Human resource function is a necessary activity of every organization. Human Resource
Planning is a vital ingredient for the success of the organization in the long run. Organization
should ensure that it has right number and kind of people, at the right place and right time, so
that organization can achieve its planned objective. For every organization it is important to
have a right person on a right job.
Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of
new technology are putting considerable pressure on how employers go about Recruiting and
Selecting staff. It is recommended to carry out strategic analysis of Recruitment and Selection
procedure.
The need for recruitment may be due to following reasons /
situation:
 Vacancies due to promotions, transfer, retirement, termination, permanent, disability,
death and labour turnover.
 Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job
specification.
Selection is basically picking an applicant from (a pool of candidates) who has the appropriate
Qualification and competency to do the job.

The recruitment and selection unit are dedicated to recruiting and selecting qualified candidates
for appointment. This process includes administering all testing phases from the written
examination up until applicants are appointed. The recruitment and selection process should
ensure fairness and consistency throughout the entire process. It should be administered in such a
way that only those applicants who meet various job-related standards are offered positions of
appointment. The recruitment and selection units should actively recruit and participate in event
that will foster a diverse applicant pool. Recruiting from a pool of targeted leads can decrease
member attrition.

The objective of my study was to understand the recruitment and selection practices. In this
report, I have tried to include all the issues related to recruitment and selection process
which I could gather after reading various articles on Human Resource.
 CHAPTER:01
COMPANY’S PROFILE

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 COMPANY PROFILE

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 Uttara
khandnaukri.com

Uttarakhandnaukri.com acts as a gateway to provide a wide range of Recruitment/Selection and Training

services to companies all over INDIA. It is a complete HR solution.

It deliver real competitive edge to its clients through the realization of their most
important asset i.e., PEOPLE. It was established in 2012.

Vision: To be the preferred and most trusted HR consultancy in India

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 Mission: To provide the world’s best HR solutions that enable business

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There are two verticals which constitute the part of Uttarakhandnaukri.com
 Recruitment

 Training and development

Industries catered:

 Auto/Auto ancillary
 Food Processing
 FMCG & Consumer durables
 Packaging/Printing
 Paint Industry
 Plastic/ Rubber Technology
 Steel/ oil & gas/ Power/ Infrastructure
 Textile/ Garments
 Electronics
 Chemical, paints and fertilizer
 Courier / Transportation / Freight
 Construction and real estate services
 Retail
 Education and Training institutes
 Hospitality and Tourism
 Technology, IT telecom services …etc

Functional Areas we serve:

All Lower, Middle and Upper Management.

Production / Service Engineering / Manufacturing/ Maintenance

Project Management / Site Engineers R&D /
Engineering Design Accounting/tax/audit
Front Office /staff/ secretarial
HR/Admin/PM/IR/ Training
Marketing / MR/ sales/ Business development Telecom / IT-
Hardware / Software development Security etc

Excellence in Recruitment

We are committed to build outstanding teams for our clients to compete in the global
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 market with the help of qualified experienced team of professionals.
By efficiently completing the initial rounds of interview, we provide the creamy layer
of most deserving candidates thus successfully reducing the wastage of our client’s
precious time.
We provide services in All Industry (Manufacturing as well as Service) and in All
Functional Areas…

We even arrange interviews of Fresher Diploma and ITI candidates and also conduct Campus Interviews.

WHY UTTARAKHANDNAUKRI.COM???

We have been successful in offering cost-effective solutions that are suitable for the
needs of our clients.

While offering services, we make use of advanced and effective methodologies and our
innovative thinking.

Our client centric nature, cost-effectiveness and timely services we have been able to stay
ahead of our counterparts in the domain.

Our main aim is to offer best-in-class HR consultant services to our valuable client.

COMPANY’S WORK DESCRIPTION

The importance of human capital and human asset cannot be ignored in this era; rather it is that
line of business that could lead any organization to attain heights. This is the factor that makes
difference between one organization and another. Getting the right person at the right place and
then retaining him is the main area of concern in today’s corporate world. Hence, the emphasis is
being laid to device policies and programs in such a manner that it leads to retention of the
desired manpower and thus contributes towards organizational development. Each organization
is now thriving to attain the best person i.e. the knowledgeable worker and leverage their wisdom
towards the achievement of the organizational objectives. Nobody wants to have the third best or
the second best, but to have the best person in the organization it becomes very difficult to retain
them.
The project report, hereby, includes my work at such a recruitment agency named “UTTARAKHAND
NAUKRI. COM” under which I studied the recruitment and selection processes of various firms and
prepared my project report on the ‘HUMAN RESOURCE FUNCTION (recruitment and selection)’ that it
undertakes. The process of recruitment begins with the sending of the “Job description” by the company and
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the process begins as mentioned below:

1)Position vacant:
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The
recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I
undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter
can contact the person and can make him attend the scheduled interview for the required post.

2) Examining the Job description

The Job description provided by the company tells the recruiter, the complete insight of the position vacant
and also provides the knowledge of what the company is seeking in the required candidate. Understanding the
complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to
understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter
would turn out to be a failure.

3) Finding the required candidate

The major work of the recruiter begins here. The companies are loaded with many responsibilities, due to
which they put the pressure of the recruitment and selection of the required candidates on a job consultancy
firm. Since these firms basically, are into the business of recruiting only, so they are having much broader
aspect and determination for the access and selection of the job seekers, plus the job providers.
Here, there are some major tools that a recruiter put to use to, in order to generate new data, which comprises
of the required candidates relevant to the given job description.
“JOB PORTALS”, usually called “PORTALS”, in midst of recruiters, are the major source of providing the
data required for the relative job description. The recruiter have the access to these portals, by paying an
amount to these portals. These portals contains the data of candidates from almost every part of the world,
ranging from a wider aspect of qualifications and experiences.
These job portals have some very famous names among them. “NAUKRI.COM”,
“SHINE.COM” and “MONSTER.COM” are some of the major job portals that are having the bio-data of
millions of candidates. The job-seeking candidates upload their resumes on these portals, so as to open up
their profiles to the recruiter and to update themselves by the latest and the relevant opportunities in the
market.
The job portals have a specific area called the “EMPLOYER’S ZONE”, through which the recruiter can
make his/her personal account and can post the relevant job and can send invites to the desired and qualified
candidates. The desired candidates can then reply to the message sent by the recruiter, through his/her own
message.
These job portals provides a very effi331cient method of posting the job by the employer or recruiter. The
recruiter can post the job through the “Search-Post” method or he /she can simply search for the desired
candidates through “advanced search” and can find out the resumes of various candidates. These portals have
a special feature in which some of the portals give the contact number of the candidate to the employer
without charging any fee, and some portals do not provide this offer to the employer.

4) Interviewing the candidate

After the candidates has been shortlisted by the recruiter, the candidates are called for the interview. For this
purpose, the recruiter prepare a logical approach to make the candidate, understand the job for which the
candidate is required and also interview him/her on the basis of their qualification and experiences.
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In some of the cases, the recruiter is the only one who conducts the interview by himself. An aspect when the
recruitment process is handed over to a recruiting agency, the candidates are called upon and interviewed by
the agency people only. The company always would have foretold the recruiter about the kind of candidates
required, for a specific job.

5) Job Analysis
The next and the foremost part of the job procedure is “Job analysis”. When the recruiter finally get the
required candidate, then he/she has to prepare an analytic form of the work, the employee has to do. This
complete process is called “Job analysis”. Job analysis, basically, is the procedure for determining the duties
and skill requirements of a job and the kind of person who should be hired from it.. (Reference: Human
resource Management,11th edition,ch.4)
Job analysis further produces information that is to be used for writing Job Descriptions. Job analysis is
further necessary to support several human resource management activities. In case of recruitment and
selection process, job analysis provides information about what the jobs entails and what human
characteristics are required to perform these activities. This information, in the form of job descriptions and
specifications, helps managers decide what sort of people to recruit and hire.
Job description is again a product of job analysis. Jon description is a list of a job’s duties, responsibilities,
reporting relationships, working conditions and supervisory responsibilities. Job description then further helps
in training and development process, because it lists the job’s specific duties and requisite skills.
Thus job analysis, is a a basic tool that is required by the recruiter in making the candidate understand the job
carefully and properly. Certain other activities related to human resources like Performance Appraisal,
compensation and Legal compliances are also dependent on the Job analysis procedure.
In this manner, the whole recruitment and selection process from the side of a recruitment agency is done.

IMPORTANCE OF CONSULTANCY/ RECRUITMENT AGENCIES

Now the question arises that if the whole recruitment process goes through such a systematic, simplified
and step-wise manner, then why do companies hire recruitment agencies for this purpose?
The answer to this problem lies in several layers. The companies relies on the recruitment agencies for a
number of reasons, that they can fulfill by simply hiring a recruitment agency, rather doing it themselves.
Some of the reasons for their hiring the recruiters are;

1) To save the time doing the recruitment.

Since the recruitment process is a very prolonged and time-constraint activity, that requires keen observation
and insight of the candidate’s perspective, qualification and approach towards the job, so the company, by
hiring a recruitment agency, save that time of theirs, to accomplish some other task. The HR department of a
company deals with a lot many activities related to legal compliance of the company, the compensation
methods and procedures for the employees etc. so the time for hiring the new candidates become a tough job
for the department, as such they have to devote their time for a prolonged and a careful approach of finding
the right candidate for the vacant position in the organization. So the organization finds it easier to hire a
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recruitment agency for the purpose of the recruitment and selection of the candidates.
The recruitment agency, having its due attention and business approach towards hiring the right candidates for
the right job, pay its full and foremost attention towards the hiring of the candidates. Thus, by saving the time
of the organization, they also provide the required candidates for being the employees for the particular
organization.
2) Convenience of coordination

When it comes to the convenience of coordination within the organization and the recruitment agency, it
becomes much more easier to coordinate with each other regarding the Job descriptions, the interview
handling and the final selection of the candidates. The company finds it easier to connect with the recruiters to
discuss only a few important points on the recruitment process and not on the entire selection process. Thus, it
becomes easier for the organization to coordinate with the agency, rather than handling the prolonged process
of selection themselves.
Also, the organization can keep a check on the activities of the recruitment agency by employing an
individual to maintain and record the progress made by the agency and to prevent any sort of
misunderstanding regarding any job constraint.
The coordination process between the organization and the recruitment agency, is a major factor of the
successful completion of the recruitment and selection process of the candidates. So, it has to be very accurate
and must be in due agreements within the two firms. Due to this convenience, the organization put their steps
forward in hiring a recruitment agency rather than handing this process by themselves.
3) Replacement Policy

A significant and most prominently, a plus-point feature, why an organization depends much on a recruitment
agency for hiring employees for them, is the “REPLACEMENT POLICY”. Many of the recruitment agencies
(also the one in which I worked in) provide this unique feature. To be stated, the recruitment agencies works
the way like the candidate who is seeking a job and is interested in the posted job by the recruiter on the
portals, has to first register him/herself in that particular agency. The agency has their charges from the
candidates for the registration purpose. After the candidate is registered in the agency, the interview is done
by the recruiter or the candidate is sent to the HR manager of the organization for the interview purpose. If the
candidate got selected in the interview, the agency charges for their part in the selection process.
These charges are of two different aspects.

a) If the company needed a candidate for a vacant position in their organization and proposes a JD for the
same, then after the selection of the candidate, the recruitment agency charges its salary part from the
company itself. The agency then, do not take any amount from the employee’s end.
b) If the candidate is seeking a job in a reputed organization and contacts the recruitment agency for the
desired job, then the company sends the candidate in a particular company for interview and if he/she
gets selected there, then the agency charges its part from the employee’s end and not from the
company’s end.
This is how the recruitment agencies work. Now, for the point mentioned above, if a candidate who is
selected for the job and is placed in the organization, declines from the job or leaves it due to some valid
reason, within a given time of probation of the organization, then again the position of that particular
personnel would be left vacant. Here comes the role of the recruitment agency again. According to the
replacement policy, if such an employee, who is provided to the organization by that agency, leaves the
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organization within a given time of probation, then the recruitment agency is RESPONSIBLE for hiring
another candidate fir the same position, without charging any amount from the company’s end.
Due to this replacement policy, it become an advantage for the organization to hire a candidate from the due
help of a recruitment agency and not by themselves as the chances of getting a good candidate from the one
who is purely into the business of recruiting, is very high. And also, the organization do not have to allocate
its time in searching for an another efficient candidate for the job, by again investing money on the whole
procedure again.
Thus, the replacement policy is also a major factor, why an organization hires a recruitment agency for hiring
their employees.
Now that it is clear, that why organizations rely much on hiring candidates from the recruitment agency’s side
and not by themselves, we can now move on to the part that indicates some special characteristics of the
recruitment agencies. Due to these characteristics, the recruitment agencies are considered to be the efficient
choice of the organizations for hiring candidates for them, and also by the candidates to provide better options
for the job opportunities.

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 CHAPTER:02
RECRUITMENT & SELECTION

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 RECRUITMENT AND SELECTION

Recruitment is the process by which hiring departments develop a viable applicant pool
from which hiring and promotion decisions are made. But prior to recruitment, position
description is necessary while selection includes all the activities, from the initial screening
interview to physical examination if required, that exist for the purpose of making effective
selection decisions.
POSITION DESCRIPTION
A complete, accurate and current position description is the foundation for planning and
conducting the recruitment effort. It should be
Non-Discriminatory- One should never express a preference for certain age, race or national
origin. In very rare case sex can constitute a bonafide occupational qualification.
Valid- This means they are inherently job related and predict successful performance of the job.
Defensible- This means they are recognized as legitimate in the field attached to the position.
Objective and Measurable- It should be as objective and measurable as possible. The more
subjective qualification the greater the need to predetermine how it will be qualitatively
assessed.

Selection is the process of interviewing and evaluating the candidates for a specific job and selecting an
individual for employment based on certain criteria (qualifications, skills and Experience). selection can range
from a very simple process to a very complicated process depending on the firm hiring and the position.
Certain employment laws such as anti-discrimination laws must be obeyed during employee selection.
Selection is the process of putting right men on right job. It is a procedure of matching organizational
requirement with the skill and qualification of people.

Selection is the process of choosing individuals who have relevant qualifications to fill jobs in an
organization. Without qualified employees, an organization is in a poorer position to succeed.

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 RECRUITMENT
DEFINITION
Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the
vacant positions in an organization. It is a core function of Human Resource Management. Recruitment is the
process of choosing the right person for the right position and at the right time. It also refers to the process of
attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.
The hiring of the candidates can be done internally i.e., within the organization, or from external sources. And
the process should be performed within a time constraint and it should be cost effective. As it is an important
function of the Human Resource Management in an organization, and it is governed by a mixture of various
factors. Proactive HR Professionals should understand these factors influencing the recruitment and take
necessary actions for the betterment of the organization. Recruitment is a process of finding and attracting the
potential resources for filling up the vacant positions in an organization. It sources the candidates with the
abilities and attitude, which are required for achieving the objectives of an organization. Recruitment process
is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications,
screening, shortlisting and selecting the right candidate. Recruitment process is the first step in creating a
powerful resource base. The process undergoes a systematic procedure starting from sourcing the resources to
arranging and conducting interviews and finally selecting the right candidates. Depending on the size of an
organization, recruitment is the responsibility of a range of workers. Larger organizations may have entire
teams of recruiters, while others only a single recruiter. In small outfits, the hiring manager may be
responsible for recruiting. In addition, many organizations outsource recruiting to outside firms. Companies
almost always recruit candidates for new positions via advertisements, job boards, social media sites, and
others. Many companies utilize recruiting software to more effectively and efficiently source top candidates.
Regardless, recruitment typically works in conjunction with, or as a part of Human Resources.

IMPORTANCE OF RECRUITMENT
Recruitment is one of the most fundamental activities of the HR team. If the recruitment process is efficient,
then –  The organization gets happier and more productive employees
 Attrition rate reduces.
 It builds a good workplace environment with good employee relationships.
 It results in overall growth of the organization.
Here is a list that shows the purpose and importance of Recruitment in an organization:
 It determines the current and future job requirement.
 It increases the pool of job at the minimal cost.
 It helps in increasing the success rate of selecting the right candidates.
 It helps in reducing the probability of short term employments.
 It meets the organization’s social and legal obligations with regards to the work force.
 It helps in identifying the job applicants and selecting the appropriate resources.
 It helps in increasing organizational effectives for a short and long term.
 It helps in evaluating the effectiveness of the various recruitment techniques.
 It attracts and encourages the applicants to apply for the vacancies in an organization.
 It determines the present futures requirements of the organization and plan according
.  It links the potential employees with the employers.
 It helps in increasing the success ratio of the selection process of prospective candidates.
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  It helps in creating a talent pool of prospective candidates, which enables in selecting the right candidates
for the right job as per the organizational needs.

RECRUITMENT PROCESS
1. Recruitment Planning: The recruitment process begins with the planning where in the vacant job
positions are analysed and then the comprehensive job draft is prepared that includes: job specifications and
its nature, skills, qualifications, experience needed for the job, etc.

Here, the recruitment committee decides on the number and the type of applicants to be contacted. The aim of
any organization is to attract more candidates as some of them might not be willing to join, or some might not
qualify for the job position. So the company has a sufficient number of candidates to choose amongst them.
The type of candidates required for the job is well specified in terms of the task and responsibilities involved
in a job along with the qualification and experience expected.

2. Strategy Development: Once the comprehensive job draft is prepared, and the type and the
number of recruits required are decided upon; the next step is to decide a strategy that is adopted while

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 recruiting the prospective candidates in the organization. The following strategic considerations should be
kept in mind:

 Make or Buy Employees, which means the firm either decides to select less skilled employees and
invest in training and education programmes or hire skilled professionals.

 0Methods of Recruitment, the firm decide on the methods used for recruiting the individuals. Such
as the internet provides detailed information about the prospective candidates and helps in shortlisting the
best-qualified individuals.
 Geographical Area,  the next decision is related to the area from where the candidates shall be
searched. The firm looks for those areas where the handful amount of qualified employees is
concentrated, with a view to curtailing a search cost.
 Sources of Recruitment, there are two sources of recruitment: Internal source (within the
organization), external source (outside the organization). The firm must decide the source from where the
candidates are hired.

3. Searching: Once the strategy is prepared the search for the candidates can be initialized. It includes
two steps: source activation and selling. The source activation means, the search for the candidate activates
on the employee requisition i.e. until and unless the line manager verifies that the vacancy exists, the search
process cannot be initiated.

The next point to be considered is selling, which means the firm must judiciously select that media of
communication that successfully conveys the employment information to the prospective candidates.

4. Screening: The screening means to shortlist the applications of the candidates for further selection
process. Although, the screening is considered as the starting point of selection but is integral to the
recruitment process. This is because the selection process begins only after the applications are scrutinized
and shortlisted on the basis of job requirements. The purpose of  recruitment here is to remove those
applications at an early stage which clearly seems to be unqualified for the job.
5. Evaluation and Control: Evaluation and control is the last stage in the recruitment process
wherein the validity and effectiveness of the process and the methods used therein is assessed. This stage is
crucial because the firm has to check the output in terms of the cost incurred.

The recruitment is a costly process as it includes the salaries of recruiters, time spent by the management, cost
of advertisement, cost of selection, a price paid for the overtime and outsourcing in case the vacancy remains
unfilled. Thus, a firm is required to gather all these relevant information to evaluate the performance of a
recruitment process effectively.

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 SELECTION

DEFINITION
Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job
position in an organization. In others words, selection can also be explained as the process of
interviewing the candidates and evaluating their qualities, which are required for a specific job and then
choosing the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the organization, which will be
helping the organization in reaching its objectives.

Different authors define Selection in different ways. Here is a list of some of the definitions −
 Employee selection is a process of putting a right applicant on a right job.
 Selection of an employee is a process of choosing the applicants, who have the qualifications to fill
the vacant job in an organization.
 Selection is a process of identifying and hiring the applicants for filling the vacancies in an
organization.
 Employee selection is a process of matching organization’s requirements with the skills and the
qualifications of individuals.
A good selection process will ensure that the organization gets the right set of employees with the right
attitude.

IMPORTANCE OF SELECTION
Selection is an important process because hiring good resources can help increase the overall performance of
the organization. In contrast, if there is bad hire with a bad selection process, then the work will be affected
and the cost incurred for replacing that bad resource will be high.
The purpose of selection is to choose the most suitable candidate, who can meet the requirements of the jobs
in an organization, who will be a successful applicant. For meeting the goals of the organization, it is
important to evaluate various attributes of each candidate such as their qualifications, skills, experiences,
overall attitude, etc. In this process, the most suitable candidate is picked after the elimination of the
candidates, who are not suitable for the vacant job.
The organization has to follow a proper selection process or procedure, as a huge amount of money is spent
for hiring a right candidate for a position. If a selection is wrong, then the cost incurred in induction and
training the wrong candidate will be a huge loss to the employer in terms of money, effort, and also time.
Hence, selection is very important and the process should be perfect for the betterment of the organization.

SELECTION PROCESS AND STEP

As we have discussed that Selection is very important for any organization for minimizing the losses and
maximizing the profits. Hence the selection procedure should be perfect. A good selection process should
comprise the following steps −

 Employment Interview − Employment interview is a process in which one-on-one session in conducted

with the applicant to know a candidate better. It helps the interviewer to discover the inner qualities of the
applicant and helps in taking a right decision.
 Checking References − Reference checking is a process of verifying the applicant’s qualifications and
experiences with the references provided by him. These reference checks help the interviewer
understand the conduct, the attitude, and the behavior of the candidate as an individual and also as a
professional.
 Medical Examination − Medical examination is a process, in which the physical and the mental fitness of
the applicants are checked to ensure that the candidates are capable of performing a job or not. This
examination helps the organization in choosing the right candidates who are physically and mentally fit.
 Final Selection − The final selection is the final process which proves that the applicant has qualified in
all the rounds of the selection process and will be issued an appointment letter.
A selection process with the above steps will help any organization in choosing and selecting the right
candidates for the right job.
 Difference between Recruitment and Selection
The major differences between Recruitment and Selection are as follows −

Recruitment Selection

Recruitment is defined as the process of Selection is defined as the process of choosing the right
identifying and making the potential candidates to candidates for the vacant positions.
apply for the jobs.

Recruitment is called as a positive process with its Selection is called as a negative process with its elimination
approach of attracting as many candidates as or rejection of as many candidates as possible for
possible for the vacant jobs identifying the right candidate for the position.

Both recruitment and selection work hand in hand and both play a vital role in the overall growth of an
organization.
 CHAPTER:03
RESEARCH METHODOLOGY
 OBJECTIVES OF STUDY

 To understand the various sources and methods of recruitment at

Uttarakhandnaukri.com
 To explain the recruitment process that take place in the consultancy.
 To study about the working of Uttarakhandnaukri.com consultancy act as mediator.

RESEARCH METHODOLOGY

DEFINITION OF RESEARCH
Research is defined as human activity based on intellectual application in the investigation of matter. The
primary purpose for applied research is discovering, interpreting, and the development of methods and
system for the advancement of human knowledge an a wide variety of scientific matters of our world and the
universe. Research can use the scientific method, but need not do so.

The following methodology has been used to obtain the necessary information required data for the
study.

COLLECTION OF DATA: - The data for the study work was collected by the following
methods.

a) Primary Data:-The primary data are those which are collected for the first time thus
original in character. The primary data for the study was collected with help of a
questionnaire
b) Secondary Data: - Secondary data are those which have already been collected
by some other person and which have passed through the statistical methods at
least once. The required information for the study was collected from the study
was collected from newspaper, magazines and other related resources.

28
DESCRIPTIVE RESEARCH:
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:
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 percentage, pie-chart.

RESEARCH DESIGN

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 procedure.
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 are found?

 Data Type Primary & Secondary

 Sample Size 25
 Sampling Unit Visitors
 Type of Research Descriptive
 Sampling type Convenience
 Sampling Tool Questionnaire
28
  Survey Area Uttarakhand Naukari.com,
Haldwani

28
CHAPTER:04
ANALYSIS
 DATA ANALYSIS AND INTERPRETATION

01: Gender

Gender

Male
48% Female
52%

Interpretation: In this survey we can see that there were 52%of male and 48% of female
visitors.

02: Age

Age
4%

16%

20-25
25-30
30-35

80%

Interpretation: It could be seen that most of the visitors 80% belong to 20-25 age group, 16%
to 25-30 age group and 4% to 30-35age group.

29
03: Work experience

Work experience

16%

Fresher
Experience

84%

Interpretation: In this survey 84% of visitors were fresher, 16% were experienced and no
willing candidate was there to switch the job.

04: Where did you get the information about Naukari.com?

24%

40%
Advertisement
Word of mouth
Internet

36%

Interpretation: Most of the candidates i.e. 40% got the information through internet, 36%
from Word of Mouth and 24% from advertisement.

36
 05: Were you registered our organization earlier?

Registration

35% yes
no

65%

Interpretation: Most of the candidates i.e. 65% were not registered in the organization and
35% were earlier registered in Naukari.com.

06: Are you registered with any other organization?

registration with other organization

Yes No
50% 50%

Interpretation: There is an equal number of visitors who are registered with any other
organization or who are not registered with other organization.

07: Qualifications
 Qualification
5%

Graduate
Post graduate
30% 40%
Diploma
Others

25%

Interpretation: In the survey 40% visitors were graduate, 25% Post graduate,30% Diploma
and 5% were other qualified candidates.

08: What is your employment status?

employment status

40% Job seeker

Working

60%

Interpretation: It was seen that 60% of visitors were job seekers and 40% were working.
09: What kind of job are you searching for?
 kind of Job
5%

25% Office work

Field work
45% part time
other

25%

Interpretation: It was seen that 45%of people were willing to do office job ,25% in field
job,25% in part time job and 5% were for other kind of jobs.

10: Do you find any profit being registered in the organization?

profit

40% Yes
Maybe

60%

Interpretation: It was found that 60% of people find it profitable in being registered with the
organization.
11: Do you think the recruitment process of the consultancy is good?
 good

20%

agree
disagree
3% highly agree
3% highly disagree
neutral
55%

20%

Interpretation: The survey shows that 55% of people agree,20% disagree,2.5% highly agree,
2.5%highly disagree, and 20%were neutral on finding consultancy good.

12: Do you feel consultancy is the right platform for finding right job?
Right platform

25%
30% Yes
No
Maybe

45%

Interpretation: The survey shows that30% of people agree, 45% disagree, and 25% feels yes
it could work as a right platform to find the right job.
 CHAPTER:05
FINDINGS AND
RECOMMENDATIONS
 FINDINGS

 In Uttarakhand Naukri.com most of the visitors are freshers.

 About 60% of visitors says that they find it profitable being connected with the
recruitment agencies.
 About 55% of the visitors feels that recruitment agencies are right platform for
finding the right jobs.

 Maximum number of visitors belongs to the age group of 20-25.

 Approximately equally number of male and female visitors were seen searching for job.

 Most of the people were seemed to be interested in office jobs.

 Internet works as the best platform for promotion of the consultancy.

RECOMMENDATION

 The company should try to convert the visitor to joining candidates

 The recruitment process should be different for different level of job.
 As the no’ of visitors are more of freshers, the company should try to provide with training
courses which would be beneficial.
 The company should try to focus more on the advertisements, and try to extend their reach.
 CONCLUSION

41
Conclusions

 According to my analysis Uttarakhandnaukri.com should practice more promotional

activities for employers as well as candidates.
 Company should also focus on campus placements for getting fresh and new personnels.
 For the selection of the candidate for a vacancy company should first conduct written
test and on the basis of the result of the test score interview should be scheduled for the
selected candidate.
 According to the analysis company should evaluate the candidates on all the factors
(experience, qualification and family background) however greater importance should be
given to the experience and then qualification should be considered.

Certain changes should be made in Recruitment and Selection process of

Uttarakhandnaukri.com such as new sources of recruitment should be entertained, written
examinations should be included in selection process, group discussions and communication
skill should be considered as a part of Selection Process.
 Bibliography

Books
 Human Resource Management
Author name –

 Stephen P.Robbins

 V.S.P Rao

Website:

www.uttarakhandnaukri.com
www.businessjargons.com
https://www.shrm.org/hr-today
http://www.hrmguide.net/Bookstore/
 ANNEXURE

QUESTIONNAIRE

01: GENDER
 MALE
 FEMALE

02: AGE
 20-25
 25-30
 30-35
 35 ABOVE

03: WORK EXPERIENCE

 FRESHER
 EXPERIENCE
 WORKING

04: WHERE DID YOU GET INFORMATION ABOUT NAUKRI.COM?

 ADVERTISEMENT
 WORD OF MOUTH
 INTERNET
 OTHERS(SPECIFY)

05: WERE YOU REGISTERED WITH OUR ORGANISATION EARLIER?

 YES
 NO

06: ARE YOU REGISTERED WITH ANY OTHER ORGANISATION?

 YES
 NO
07: QUALIFICATION
 GRADUATE
 POST GRADUATE
 DIPLOMA
 OTHER(SPECIFY)

08: WHAT IS YOUR EMPLOYEMENT STATUS?

 JOB SEEKER
 WORKING

09: WHAT KIND OF JOB ARE YOU SEARCHING FOR?

 OFFICE JOB
 PART TIME
 FIELD WORK
 OTHERS(SPECIFY)

10: DO YOU FIND ANY PROFIT BEING REGISTERED IN THE ORGANISATION?

 YES
 NO

11: DO YOU THINK THE RECRUITMENT PROCESS OF THE CONSULTANCY IS

GOOD?
 AGREE
 DISAGREE
 HIGHLY AGREE
 HIGHLY DISAGREE
 NEUTRAL

12: DO YOU FEEL CONSULTANCY IS THE RIGHT PLATEFORM FOR RIGHT JOB?
 YES
 NO
 MAYBE
42