It’s not my summer Internship Project Report. It is only slideshow presentation on my Project TOPIC Recruitment & Selection”

1. Summer Internship Project Presentation
On
“ Recrutement & Selections”
G. L. Bajaj Institute of Management & Research
P.G.D.M – (2011-2013)
Presented by:- Under The Guidance Of:
Alok Kr. Chaubey Ms. Bimla Singh
TL cum Sr.Recruiter
P.G.D.M. Roll no. 11015 At “Adecco India”

2. RECRUITMENT
Recruitment is the process of finding the suitable candidates for the
required position in an organization.
Recruitment refers to the process of sourcing, screening and selecting
people for a job or vacancy with in an organization.
The process of identifying and hiring the best
qualified candidate (from within or outside of an organization) for
a job vacancy, in a most timely and cost effective manner.
“On that basis, the Recruiter of the organization finds out the suitable
candidates who can fit into that job role.”
Objective of
Adecco India

3. Recrutement Procédures
Internal Recruitment External Recruitment
Employees Referral Campus
Call Back Job Fair
Walk In Existing Data base
Previous Applicants Head-Hunting
Portals E-Recruiting

4. Adecco India Handle the full function of Recruitment
Attract to candidates or contact to candidates through tele- phonic.
Head hunting.
Handling all applications / responses;
Screening through CV's;
Interviewing Candidates;
Submitting relevant CV's of Candidates matching your criteria;
Reference checks;
Criminal, ITC checks, as requested by Client in writing;
Arranging interviews with both the Client and the Candidate.
Collect or download the candidates CV’s through JOB PORTALS.

5. Recruiting Yield Pyramid- At Adecco India
Offer
Acceptance(3:2)
1- Initial contacts – 200
2- Invited to Screening interview- 150 (4:3)
Job Offer (5: 3)
3- Invited for final Interview – 50 (3:1)
4- Job Offer- 30 (5:3)
5- Offer Acceptance – 20 (3:2)
Invited for final Interview - (3 : 1)
Invited to Screening Interview (4: 3)
Initial Contacts -200

6. Selection
Selection in human resources management (HRM) refers to the
process of selecting candidates to become employees. There are
many factors in the selection process. In addition to education
and other qualifications, HR staff must also assess how well a
candidate will assimilate into the corporate culture as well. The
first step in the selection process is a well written resume and
solid answers to interview questions.
Selection is the process of differentiating between applicants in
order to identify and hire those with a greater likelihood of
success in a Job.
Selection is the process of picking individuals (out of the pool of
JOB applicants) with requisite qualifications and competence to
fill jobs in the organization.
“Although, some selection methods can be used within an
organization for promotion or transfer for candidates.”

7. 1-Environmental Factors - Selection is influenced by several factors more prominent
among them are supply and demand of specific skills in the labour
market, unemployment rate, labour market conditions, legal an political
considerations e.t.c.
2-Preliminiry Interview-Preliminary interview helps reject misfits for reasons, which
did not appear in the application forms.
3-Selection Test- it includes several test, more prominent among them are:
 Ability Test-
 Aptitude Test
 Personality Test
 Achievement Test e.t.c.
4-Employment Interview-
 One to one Interview
 Sequential Interview
 Panel Interview
5-Reference and background Checks- Reference and background checks cover the
Following:
 Criminal record checks
 Previous employment
 Educational record checks
 Civil records checks
 Union Affiliation Checks
6-Selection Decision- After obtaining information through the preceding
steps, selection decision – the most of all the steps-must be made the HR manager
plays a crucial role in the final selection.
7-Physical Examination- There are several objective behind the physical examination
(TEST). Obviously, one reason for a physical test is to detect if the individuals
carries any infectious disease. Second, the test assist in determining whether an
applicants is physically fit to perform the work or not.
8-Job Offer- job offer is made through a letter of appointment. Such a letter generally
contain a date by which the appointee must report on duty.

8. Factor’s affecting Recruitment & selection 1. SUPPLY AND DEMAND-The availability of manpower both
within and outside the organization .
2. LABOUR MARKET-Employment conditions in the
community where the organization is located
3. IMAGE / GOODWILL-. An organization with positive image
and goodwill as an employer finds it easier to attract and retain
employees.
4.POLITICAL-SOCIAL- LEGAL ENVIRONMENT-
, Government of India has introduced legislation for reservation in
employment for scheduled castes, scheduled tribes, physically
1-RECRUITMENT POLICY- handicapped etc.
• Organizational objectives
• Government policies on reservations. 5.UNEMPLOYMENT RATE-When the company is not creating
• Preferred sources of recruitment. new jobs, there is often oversupply of qualified labour which in
• Need of the organization. turn leads to unemployment.
• Recruitment costs and financial implications
2-HUMAN RESOURCE PLANNING- Determining The number of employees 6.COMPETITORS
to be recruited and what qualification they must possess.
The recruitment policies of the competitors also effect the
3-SIZE OF THE FIRM-If the organization is planning to increase its operations recruitment function of the organizations. To face the
and expand its business, it will think of hiring more personnel, which will
competition, many a times the organizations have to change their
handle its operations.
recruitment policies according to the policies being followed by
4-COST-organizations try to employ that source of recruitment which will bear a
the competitors.
lower cost of recruitment to the organization for each candidate.
5-GROWTH AND EXPANSION-Organization will employ or think of
employing more personnel

9. Research objective
To know the perception of employees about various process, system
and methods are used for Recruitment and Selection.
To critically analyze the functioning of recruitment and selection
procedures.
To identify the probable area of improvement to make recruitment and
selection procedure and more effective.
To know about the managerial satisfaction level about recruitment and
selection procedure
To understand and analyze various H.R. factors including recruitment
and selection procedure at Adecco India Pvt. Ltd.
To Suggest for the improvement of the system and practices of
recruitment and selection procedures.

10. Research design
A descriptive survey was designed and executed among 30
employees of ADECCO INDIA PVT. LTD. A structured
questionnaire was used here as data collection tool and
statistical judgment is done through graphs for the purpose of
the study. The questionnaire was distributed among the
employees in organization.
Rationale of the Study
The project " Recruitment & Selection" is all about analyzing
what all policies and procedures the The ADECCO INDIA is
used for recruitment & Selection. It basically aims to analysis
the EMPLOYEE perception in the organization about the
RECRUITMENT & SELECTION procedures and policies..

11. Sampling Plan
In order to know the perceptions of the employees, interviewing
through questionnaire was done. The method which was used by me
to gather primary information was RANDOM SAMPLING.
Random sampling is a sampling in which the selection is chosen
randomly(purely by chance, with no predictability). I also have been
selected employees randomly who was doing their work in ADECCO
INDIA .
I have done this survey to know their perceptions about current
policy, Procedures and systems are clear and easy or not. The
employees of the ADECCO INDIA Pvt.Ltd. in the DELHI (Netaji
Subhash Place-Pitampura) region became qualified for generating
primary data for the purpose of the study.

12. Recommendation & Suggestions
Suggestions for the improvement of the system and practices of recruitment and
selection procedures.
The following are the suggestions received from the Employees (Respondents)
through the Questionnaire.
These suggestions are based on their awareness regarding the recruitment and
selection Procedures.
• During the selection process not only the experienced candidates but also the fresher
candidates should be selected so as to avail the innovation and enthusiasm of new
candidates.
• In the organization where summer training facility prevailing then such kind of practices
must be learn and gain from their practical views.
• Candidates should be kept on the job for some time period , if suitable they should be
recruited during the selection process, the candidates should be made relaxed and easy.
• Organization should follows all the steps of recruitment and selection for the selection of
the candidates.
• Selection process should be less time consuming.
• The interview should not be boring, it should be make interesting . there must be proper
communication between interviewer and the interviewees any the time of interview.

13. Limitations & Conclusion
LIMITATIONS OF THE STUDY
The project gave me an opportunity to understand the HR practices and policies followed at Adecco India Pvt. Ltd, Pitampura
(Delhi) , with special emphasis on Recruitment Policies and Procedures. However, some difficulties were encountered during
execution of the project. These were as follows:
It sometimes proved hard on the part of the Management Trainees to gain sufficient and valuable information from the employees
, who inspite of their willingness to contribute and co-operate were unable to do so due to their constant workload and organizational
pressure.
Eight weeks is too short to give shape to a new Idea in an old set up like escorts.
Conclusion
Based on the analysis through the questionnaire response (perception) the following is the conclusion of the study.
The Organizations follows the rules and regulations involved in their recruitment and selection procedures of the organization.
However, there is some scope for improvement with regard to followings:
 The Recruiter’s at Adecco India are fully satisfied with the existing recruitment and selection procedures.
 The recruitment and selection procedures should not be lengthy.
 To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.
 The Recruitment and selection procedures should be impartial.

14. Thank’s
For your Attention