Study on Effectiveness of Recruitment

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A STUDY ON EFFECTIVENESS OF RECRUITMENT
REPORT ON PROJECT
Submitted By
KHUSHBOO SHAH
FOR THE POST GRADUATE DIPLOMA IN HUMAN RESOURCE
MANAGEMENT
Under the guidance of
PROFESSOR: S. Banerjee
ST. XAVIER’S COLLEGE (AUTONOMOUS)
JUNE, 2014
ROLL NO. : 11

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DECLARATION
I declare the following:
That the material contained in this project report is the end result of my own work
and that due acknowledgement has been given in the bibliography and references to
all sources be they printed, electronic or personal.
The word of this term paper is around 4,078 words.
I agree to my dissertation being submitted to a plagiarismdetection service, where it
will be stored in a database and compared against work submitted from this
institution and/or other institutions using this service.
In the event that there is a high degree of similarity in content detected, further
investigations may lead to disciplinary actions including the cancellation of my degree
according to Calcutta University rules and regulations.
Unless this dissertation has been confirmed as confidential, I agree to an electronic
copy or sections of the project report to be placed on the e-learning portal, if deemed
appropriate, to allow future students the opportunity to see examples of past
dissertations. I understand that if displayed on the e-learning portal it would be able
to print off copies or download. The authorship would remain anonymous.
I declare that ethical issues have been considered, evaluated and appropriately
addressed in this research.

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ACKNOWLEDGEMENT
I would like to thank Rev. Father Felix Raj and Professor Ashish Mitra for giving
me the opportunity to gather such a wonderful learning experience.
I would also like to thank my project guide at St. Xavier’s College, Kolkata, and
Professor S. Banerjee for guiding me through my project report. Sir has been
generous with his support and guidance and he has presented me with an
excellent opportunity to explore and enjoy my analytical and report-writing
skills, consequently preparing me for my corporate future.
It has been an enjoyable challenge and I look forward to many more such
experiences.

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TABLE OF CONTENTS
List of Appendices .....……………………..………..………….….…….………...…….. 5
Chapter 1: Introduction………………………………………….…………..……...……6
Chapter 1.1: Objectives……..…...…………………………………………..…..….………7
Chapter 2. Literature Review……….……………...…………...………..………..…..7
Chapter 2.1 What is recruitment…………………………..……….……......…..........7
Chapter 2.2: Profile of the organization…………………………………....………..15
Chapter 3: Research Methodology………………….…………..…………….…..21
Chapter 4: Data Analysis and Interpretation………….…………………..…..22
Chapter 5: Finding…………………………………………………………..…….……...25
Chapter 6: Suggestion…………………………………………………….……….……..25
Chapter 7: Conclusion………………………………………………….………..……….26
Chapter 8: Bibliography……………...…………………………….……………………26
Appendix………………….……………………………………………………..……………….27

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LIST OF APPENDICES
Questionnaire………………………………………………………………………………………………………….27
Table number 1 – 5………………………………………………………………………………………………….29
Table number 6 – 10……………………………………………………………………………………….……….30
Table number 11 – 12………………………………………………………………………………………………31
Chart 1 & 2………….…….…………………………………………………………………………………………….32
Chart 3 & 4..…………………………………………………………………………………………………………….33
Chart 5 & 6………………………………………………………………………………………………………………34
Chart 7 & 8..…………………………………………………………………………………………………………….35
Chart 9 & 10…………………………………………………………………………………………………………….36
Chart 11 & 12………………………………………………………………………………………………………….37

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Chapter 1:
“Introduction”
The Human Resources arethe most importantassets 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 frompeople,
organizations cannotprogress 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 futurerequirements
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 mustcommunicate the
position in such a way that job seekers respond. To be costeffective, 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 fromresumes 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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1.1 “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 probablearea of improvement to make
recruitment proceduremore effective.
vi. To search or headhunt people whose, skillfits into the
company’s values.
“Chapter 2: Literature Review”
2.1 “What is Recruitment?”
• According to Yoder “ Recruitment is 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 working force.”
• According to Edwin Flippo, “Recruitment is the process of searching for
prospectiveemployees and stimulating them to apply for jobs in the
organization.

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Every organization has the option of choosing the candidates for its recruitment
processes fromtwo kinds of sources: internal and external sources. The sources
within the organization itself (like transfer of employees fromone department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidates fromall the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.
Sources of Recruitment

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“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 labor 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 specification.
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 persons
• Duties to be performed
• Qualifications required

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 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.
“Changing role of HR in recruitment”
• 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
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.

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“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.
 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
objectives.
 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 organizations to
concentrate on the strategic functions and processes of human resource
management rather than wasting their efforts, time and money on the routine
work.
• Outsourcing the recruitment process helps to cut the recruitment costs to 20 %
and also provide economies of scale to the large sized organizations. The major
advantages of outsourcing performance management are:

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“Recruitment Process”

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“Recruitment Process in Depth”
• 1. Client need assessment
 Define objectives and specifications
 Understand clients business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospectivecandidate
 Develop a search plan and review with the client
• 2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database search of the
profile
 Providestatus report to client about the available talent pool
• 3. Candidate assessmentand Presentation
 Screen and evaluate candidates
 PersonalInterviews with Candidates wherever possible - assess
skills, interest level and cultural fit
 Discuss theshortlist with the client and send resumes
• 4. Candidate interview, selection & Presentation of Offer
 Facilitate interviews with the client

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 Obtain feedback
 Participate in decision making process
 Provideinputs on candidates 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
“HR Telephonic Interview Questions”
• Tell me about yourself?
• Tell me about your job profile?
• Reason for change?
• How much currentCTC, you’regetting in currentorganization?
• How much you’reexpecting formnew organization?
• How the notice period you required if you are selected?
• Why did you wantto resign fromyour previous job?

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• Randstad is largest serviceproviderinIndia and Secondlargest inthe
world. Itis a global fortune500 Company.
• Randstad plays a pivotal role in the World of Work. We were founded in
1960 by Frits Goldschmeding. Itis a € 16.6 billion global provider of HR
services and the second largeststaffing organization in the world. From
temporary staffing to permanentplacement to search & selection, HR
Solutions and In-house, Randstad holds top positions around the world
and has approximately 28,030 corporateemployees working from4,587
branches and in-houselocations in 41 countries. Foundedin 1960 and
headquartered in Diemen, the Netherlands.
• Our mission is to be a world leader in matching demand for and supply of
labor and HR services. In doing so, we continue to apply our founding
ethos: “toknow, toserve, totrust.”Webelieve in the value of work as a
unifying forcethat shapes society for the better.
• In India it is headquartered in Chennai.
2.2 PROFILE OF THE ORGANIZATION
“SERVICES WE OFFER”
Staffing
Search & Selection
HR Solutions
Professional Staffing

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“Leadership”
• Paul van de Kerkhof, Chairman,Randstad India
• Moorthy K Uppaluri,CEO, RandstadIndia & Sri
Lanka
• Poonam Bajaj, Director, North and East
To know
We areexperts. We know our clients,their companies,our
candidates and our business.In our business it’s often the
details thatcount the most.
To serve
We succeed through a spiritof excellent service,exceeding
the core requirements of our industry.
To trust
We arerespectful. We valueour relationshipsand treat
people well.
striving for perfection
We always seek to improve and innovate. We are here to
delight our clients and candidates in everything we do. This
gives us the edge.
simultaneous promotion of all interests
We see the bigger picture, and take our social responsibility
seriously.Our businessmustalways benefitsociety as a
whole.
“Our Values”

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“Recruitment in Search and Selection in
Kolkata Branch”
• Banking, FinancialServices & Insurance (BFSI)
• Consumer Retail Services (CRS)
• Information, Communication& Telecom (ICT)
• Information TechnologyEnabledServices (ITeS)
• Construction, Property & Engineering (CPE)
• Success depends largely onthe people youemploy; therefore it
also depends onthe people you employ tofind them.
• Our national network of branch offices allows Randstad to stay
informed about local job market conditions. Branch consultants are
experts on the work opportunities in their areas and make it their
goal to fill open positions with the right candidates. The result is a
mutually beneficial appointment where both the client and the
talent are confident that they found the best fit.
• we work with you at every level
Since client’s needs are constantly changing, we want to make getting the
help you need as easy as possible. That’s why wegive three convenient
ways to work with us.
“Verticals”
“Why Randstad?”

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“Specialization in levels of recruitment:”
 Senior Level
 Middle Level
 Junior Level
“Functional area of recruitment”
• Functional area of recruitment whereRandstad is specialized: 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 Project
Manager, Sr. Mgr. / Mgr. Production & Planning,
• DGMOperation, Manager Contract & Planning, Manager Design
• Commercial Head, Piping Engineer,
• Manager Quality, Executive Procurement,
• HR & Admin: Manager HR, Sr.Exe. / Exe. HR. Legal : Manager Legal ,
Compliance Manager, Company Secretary

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“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 Area Sales
Manager with one of the leading paint Company
Location: Delhi
Experience: 5 Years and above
Educational Qualification – MBA Full time (Compulsory)
Essential: Excellent Communication Skill, Positive attitude, passionate, highly
motivated,
Job Profile:
 Should have a good idea about channel sales
 Handling a payroll team currently
 Responsible for monitoring accessing, improving the channel sales
 Revenue Job monitoring
 Handling dealers and distributors in Delhi and surrounding areas.
Reporting to Regional Manager – North
Kindly forward your updated resume in MS Word format mentioning the following:
1. Present CTC
2. Expected CTC
3. Reason for change
4. Notice Period As the requirement is a bit urgent; an early response on this would be
highly appreciated.
Regards,
Khushboo. Shah

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Chapter 3:
“RESEARCH METHODOLOGY”
• RESEARCH is a ‘careful investigation or inquiry especially through search for
new facts in any branch of knowledge.’
• METHODOLOGY OF STUDY:
This study contains Primary and Secondary Data. The Primary Data has been collected
by the means of a questionnaire filled by 17 employees of Ranstad Ltd, Kolkata Branch
and has been analysed using percentage, tables and graphs. The secondary data has
been collected from various sources such as the company website and magazine
articles.
The data has been collected from both the sources primary and secondary sources.
• DATA COLLECTION
• Primary Data: Primary data was collected through survey method by
distributing questionnaires to employees. The questionnaires were carefully
designed by taking into account the parameters of my study.
• Secondary Data: Data was collected from web sites, going through the records
of the organization, 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 process.
• 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.

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Chapter 4:
“DATA ANALYSIS AND INTERPRETATION”
• 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 formof charts.
Questions for Data Analysis and Interpretation
Question 1:
What form of interview do you prefer?
Analysis: As per Table 1, Chart 1, according to the survey 59% of prefer face to face
interview, 35% prefers telephonic and 6% Video Conferencing.
Question 2:
Where do you track the source of candidates?
Analysis: As per analysis in Table 2, Chart 2, 5% track source of their candidates
online, 41% online and 55% from their personal database.
Question 3:
What source do you adopt to source candidates?
Analysis: As per analysis in Table 3, Chart 3, 51% portal is being used, 16% from
reference, 16% from existing data base, 8% from Social / Professional networking
sites and 9% from advertising to source candidates.
Question 4:
Do you have any Specialized Bucket for Recruitment?

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Analysis: As per Table 4, Chart 4, out of 17, 16 employees have specialized skill
buckets for recruitment apart from one person who is new to the organization and
the bucket is yet to be allotted.
Question 5:
Do you follow different method of recruitment at different grade?
Analysis: As per Chart 5, Table 5, 94% of employees follow different methods of
recruitment at different grades and 6% do not different methods.
Question 6:
Number of profiles sent per day?
Analysis: As per Chart 6, Table 6, 12% send 2 profiles per day, 35% sends 3 profiles
per day, and 12% 4 profiles per day and others (41%) sends more than 4 profiles per
day.
Question 7:
Average time spent to interview one candidate before sending his profile to client?
Analysis: As per Table 7, Chart 7, 35% spends 5 minutes of time to interview
candidates, 35% spends 5 - 10 minutes and 30% spends more than 10 minutes to
interview a candidate before forwarding his / her profile to the client.
Question 8:
Number of reference generated from one call at the time of Mapping?
Analysis: As per Table 8, Chart 8, 18% employees generate 1 reference, 29% generate
2 references, 24% generate 3 references, 18% generate 4 references and 12%
generate more than 4 references from one call at the time of mapping.
Question 9:
Number of mandates received in a week?

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Analysis: As per Table 8, Chart8, 18% employees receive 1 mandate in a week, 34%
gets 2 mandates in a week, 24% gets 3 mandates in a week and 24% gets more than
3 mandates in a week on an average to work on.
Question 10:
Do you take up additional responsibility to do BD when mandates are less?
Analysis: As per Table 10, Chart 10, 76% employees take up additional responsibility
to do the Business Development in case of less mandates and 24% do not take up
any such additional responsibility for Business development.
Question 11:
Number of new client acquired or leads passed on to BD Team in last 3 months?
Analysis: As per Table 11, Chart 11, 23% contributed in acquiring 1 new client, 23%
contributed in acquiring 2 new clients, 12% in 3 new clients, 18% in more than 3
new clients and 24% in none of the above.
Question 12:
Does your organization give you ample opportunity for growth?
Analysis: As per Table 12, Chart 12, 88% of employees feel that they can grow in this
organization and 12% feels no individual growth in the organization.

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Chapter 5:
“FINDING”
1. According to the Survey recruitmentstyle differs fromcompany to
company and from individual to individual.
2. According to the survey thereis high use of portals to sourcecandidates.
3. Recruitment tool is effectively being used.
4. Every recruiter has separatebucket for recruitment which specializes
then in the field of recruitment.
5. The recruiters also use differentways of recruitment at different grade
to find candidates.
6. There is proper follow up done with the candidates till the time he joins
the client.
7. All the relevant information is collected fromthe candidates like years of
experience, profile, and reason for change, currentCTC, expected CTC,
etc.
8. Recruitment process is fair and transparent.
Chapter 6:
“Suggestion”
• More references can be generated from the candidates in order to avoid
dependency on portals.
• Client acquisition activity can be increased and every one should take up
this additional responsibility if the mandate flow is less.
• Rather than depending on portals for the similar profiles, samecan be
saved in personaldatabase or in recruitment tool used by the company.

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Chapter 7:
“Conclusion”
Polices adopted by Randstad aretransparentand legal. Recruitment is fair.
To some extent a clear picture of the required candidate should be made in
order to search for appropriatecandidates.
Most of the employees weresatisfied but changes are required according
to the changing scenario and changing needs of the clients. Recruitment
process has a great impact on the working of the company. Along with
fresh blood, new idea enters in the company.
Chapter 8:
“BIBLIOGRAPHY”
• http://recruitment.naukrihub.com/meaning-of-recruitment.
• http://www.randstad.in/
• http://en.wikipedia.org/wiki/Recruitmenthttps
• C.B Mamoria and S.V. Gankar (2004), PersonalManagementText and
Cases. Himalaya Publication.
• Essentials of HRM and IR - P.Subba Rao.
• PersonalManagement - C.B.Memoria.
• Research Methodology -C.R.Kothari.

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“APPENDICES”
QUESTIONNAIRE
Name -
Age -
Gender -
Educational Qualification -
Profession -
Please tick the appropriate options:
1. What form of interview do you prefer?
a. Telephonic
b. Face to Face
c. Video Conferencing
d. Other
2. Where do you track the source of your candidates?
a. Online
b. Software
c. Data
3. What source do you adopt to source candidates?
a. Portals
b. Referencing
c. Existing Database
d. Social / Professional Networking sites
e. Advertising
4. Do you have any specialized bucket for recruitment?
a. Yes
b. No
5. Do you follow different methods of recruitment at different grades?
a. Yes
b. No

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6. Number of profiles sent per day?
a. 2
b. 3
c. 4
d. More
7. Average time spent to interview one candidate before sending his profile to
the client?
a. 5 minutes
b. 5 to 10 minutes
c. More than 10 minutes
8. Number of mandates received in a week?
a. 1
b. 2
c. 3
d. More
9. Number of reference generated from one call at the time of mapping?
a. 1
b. 2
c. 3
d. 4
e. More
10. Additional responsibility to do the Business Development if flow of mandates is
less?
a. Yes
b. No
11. Number of new clients acquired or leads passed on to BD in the last 3 months?
a. 1
b. 2
c. 3
d. More
12. Does your organization give you ample opportunity for growth?
a. Yes
b. N

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Table 1:
Table 2:
Table 3:
TABLES:
Table 4:
Table 5:

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Table 6:
Table 7:
Table 8:
Table 9:
Table 10:

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Table 11:
Table 12:

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Telephonic
(35%)
Faceto Face
(59%)
VC
(6%)
What form of interview do you prefer?
Telephonic
(35%)
Face to Face
(59%)
0
2
4
6
8
10
Software Online Data
Software
1
Online
7
Data
9
Where do you track the source of candidates?
Software
Online
Data
Chart 1:
Charts:
Chart 2:

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51
1616
8 9
0
10
20
30
40
50
60 Portals (51%)
Reference (16%)
Existing database
(16%)
Social/ Professional
networking sites
(8%)
Advertising (9%)
Yes, 16
No , 1
Do you have any SpecializedBucket for
Recruitment
Yes (16)
No (1)
What source do you adopt to source candidates?
Chart 3:
Chart 4:

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16
1
Yes (94%)
No (6%)
2 profiles (12%)
3 profiles(35%)
4 profiles(12%)
more (41%)
Number of profiles sent per day?
2 profiles (12%)
3 profiles(35%)
4 profiles(12%)
more (41%)
Chart 5:
Chart 6:

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5 mins
35%
5 - 10 mins
35%
< 10 mins
30%
Average time spent to interview one candidate
before sending his profile to client?
5 mins
5 mins to 10
mins
More then 10
mins
(3employees)
(5 employees)
(4 employees)
(3 employees)
More (2 employees)
Number of references generatedfromone call
at the time of mapping?
1 (3employees)
2 (5 employees)
3 (4 employees)
4 (3 employees)
More (2
employees)
Chart 7:
Chart 8:

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1 mandate
18%
2 mandates
34%
3 mandates
24%
More
24%
Number of mandates received in a week?
1 mandate
2 mandates
3 mandates
More
0
5
10
15
Yes No
13
4
Additional responsibility to do BD when flow of
mandates is less?
Yes
No
Chart 9:
Chart 10:

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1 Client
23%
2 Clients
23%
3 Client
12%
More Clients
18%
None
24%
Number of new client acquired or leads
passed on to BD Team in last 3 months?
1 Client
2 Clients
3 Clients
More Clients
None
Yes,
88%
No, 12%
Does your organizationgive you ample
opportunityfor growth?
Yes
No
Chart 11:
Table 12: