1. A STUDY ON RECRUITMENT AND SELECTION PROCESS
(OPERATION LAUNCHER)
A PROJECT REPORT
Submitted by
S.AMUDHA
(Reg.no:PM10792)
D.R.ANUVARSHINI
(Reg.no:PM10794)
T.BHUVANESHWARI
(Reg.no:PM10796)
In partial fulfillment for the award of the degree
BACHELOR OF INFORMATION SYSTEMS AND MANAGEMENT
Under the guidance of Mrs.R.KALAISELVI.,MBA.,M.Phil.
SHRI SHANKARLAL SUNDARBAI SHASUN JAIN COLLEGE FOR WOMEN
T.NAGAR, CHENNAI – 600 017
UNIVERSITY OF MADRAS, CHENNAI-600 005
APRIL 2014

2. SHRI SHANKARLAL SUNDARBAI SHASUN JAIN COLLEGE FOR WOMEN
T.NAGAR, CHENNAI – 600 017
DEPARTMENT OF INFORMATION SYSTEMS AND MANAGEMENT
BONAFIDE CERTIFICATE
This is to certify that this project report is the bonafide work of
S.AMUDHA (Reg.no:PM10792), D.R.ANUVARSHINI (Reg.no:PM10794),
T.BHUVANESHWARI (Reg.no:PM10796) who carried out the project
entitled A STUDY ON RECRUITMENT AND SELECTION PROCESS with
reference to OPERATION LAUNCHER. We assure that this record has not
been submitted to any of University / Institution for the record of any
degree / diploma.
PROJECT INCHARGE HEAD OF THE DEPARTMENT
INTERNAL EXAMINER EXTERNAL EXAMINER

3. ACKNOWLEDGEMENT
We express our special and grateful thanks to the almighty for giving
us the courage and strength in all aspects to complete our study
successfully.
We are very grateful to our highly esteemed Correspondent and
Secretary Mr. S. VIMAL KUMAR SRISRIMAL, Principal Dr. B.
POORNA and head of the department Mrs.K.SUMA M.Sc.,M.Phil.,
Our heart felt thanks to Mrs. R.KALAISELVI MBA.,M.Phil., the
project coordinator for her valuable suggestion and guidance which
rendered us to perform a quality work in completion of our project on time.
We take great pleasure to Mr.Ranjith and Mrs.Vidya, HR Manager of
Operation Launcher., Chennai for co-operation and support.
Finally, we express our hearty and sincere thanks to our family and
friends for the constant and valuable support and encouragement.

4. DECLARATION
We,Ms.S.AMUDHA, Ms.D.R.ANUVARSHINI, Ms.T.BHUVANESHWARI ,
the bonafide students of SHRI SHANKARLAL SUNDARBAI SHASUN
JAIN COLLEGE FOR WOMEN, T.NAGAR, CHENNAI-17, hereby declare
that the project work entitled “A STUDY ON RECRUITMENT AND
SELECTIONPROCESS” in OPERATION LAUNCHER submitted in partial
fulfillment for the requirements for the award of the degree of Bachelor of
Information Systems and Management to the University of Madras is an
original work.
PLACE : CHENNAI
DATE :
S.AMUDHA (PM10792) :
D.R.ANUVARSHINI (PM10794) :
T.BHUVANESHWARI (PM10796) :

5. CONTENTS
CHAPTERS PARTICULARS PAGE NO.
CHAPTER – 1 INTRODUCATION
1.1 Introduction Of The Study
1.2 Objectives Of The Study
1.3 Scope Of The Study
1.4 Need of the Study
1.6 Period Of Study
1.7 Limitations Of The Study
CHAPTER – 2 COMPANY NAME
2.1 Company Profile
2.2 Process of Operation Launcher
2.3 Organization Work Chart
2.4 External Sources of Recruitment
CHAPTER – 3 RESEARCH METHODOLOGY
3.1 Research Methodology
3.2 Sampling Technique
CHAPTER – 4 DATA ANALYSIS INTERPRETATION
CHAPTER – 5 5.1 FINDINGS
5.2 SUGGESTIONS
5.3 CONCLUSION
ANNEXURES
BIBLOGRAPHY

6. LIST OF TABLES
TABLE NO TITLE PAGE NO
4.1.1 EDUCATIONAL QUALIFICATION
4.1.2 PERFORMANCE
4.1.3 SELECTION QUALITY
4.1.4 QUALITY OF THE APPLICANT
4.1.5 EFFICIENT IN SELECTION POLICY
4.1.6 SHORT LISTING
4.1.7 PREFER TO POST OF RESUME
4.1.8 SATISY FOR RECRUITMENT AND SELECTION
4.1.9 ADEQUATE POOL OF QUALITY APPLICANTS
4.1.10 BEST HIRING DECISION

7. LIST OF CHARTS
CHART NO TITLE PAGE NO
4.1.1 EDUCATIONAL QUALIFICATION
4.1.2 PERFORMANCE
4.1.3 SELECTION QUALITY
4.1.4 QUALITY OF THE APPLICANT
4.1.5 EFFICIENT IN SELECTION POLICY
4.1.6 SHORT LISTING
4.1.7 PREFER TO POST OF RESUME
4.1.8 SATISY FOR RECRUITMENT AND SELECTION
4.1.9 ADEQUATE POOL OF QUALITY APPLICANTS
4.1.10 BEST HIRING DECISION

8. CHAPTER – 1
INTRODUCTION
1.1 INTRODUCTION OF THE STUDY :
The recruitment and selection process is the key HR process to achieve the
satisfaction of managers in the organization. The managers have plans to develop and
grow the business, and they need additional employees to achieve the goals and
targets. They need a strong support from HR side in the recruitment. The recruitment
process has to be described to meet the requirements of managers fully. “Right person

9. for the right job” is the basic principle in recruitment and selection. Ever organization
should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an
enterprise. Every business organizations / unit needs manpower for carrying different
business activities smoothly and efficiently and for this recruitment and selection of
suitable candidates are essential. Human resource management in an organization will
not be possible if unsuitable persons are selected and employment in a business unit.
Recruitment is the process of searching for prospective candidates and motivating them
to apply for job in the organization. Whereas, selection is a process of choosing most
suitable candidates out of those, who are interested and also qualified for job.
Accordi ng to ED WIN B. FLIPPO “the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.
Recruitment can be defined as searching for and obtaining a pool of potential
candidates with the desired knowledge, skills and experience to allow an organization to
select the most appropriate people to fill job vacancies against defined position
descriptions and specifications. The purpose of the recruitment process is to find the
widest pool of applicants to provide the greatest opportunity to select the best people for
the required roles in an organization. Acquiring the best applicants for a role can be a
competitive advantage for an organization whereas ineffective recruitment and selection
can result in enormous disruption, reduced productivity, interpersonal difficulties and
interruptions to operations, customer service and long term costs.
Once a pool of candidates has been identified through the recruitment process the
most appropriate candidate, or candidates are identified through a selection process
including but not limited to interviewing, reference checking and testing. The purpose of
the selection process is to ensure that the best person or people are appointed to the
role or roles using effective, fair and equitable assessment activities.
The good recruitment process description explains the duties and the time limits for the
successful recruitment of the new employee and sets the expectations of the key clients

10. of the recruitment process. The recruitment process is not conducted for HR. The
recruitment is done for the key clients – managers.
The managers have to understand their duties, and they have to understand, what
steps have to be done before the regular recruitment process starts. The recruitment
process has to be documented, and the clear decisions during the recruitment of the
individual job candidate have to be made.
The recruitment process has to be strict, and conditions for the start of the recruitment
process have to be clearly defined. The manager has to prove the job vacancy, the job
content and the job description have to be delivered and confirmed. The HR Business
Partner has to confirm the vacancy and has to define the profile of the ideal job
candidate. The recruitment process is about the smooth cooperation of the involved
employees (including the hiring managers).
1.2 OBJECTIVES OF THE STUDY
 To understand the process of Recruitment and selection in an consultancy.
 To learn what is the process of recruitment and selection that should be
followed .
 To search or headhunt people whose skill fits into the company’s values.

11.  To know the necessary steps of which the organization involve in to get right
person at the right place.
 To know about the role of the recruiter.
1.3SCOPE OF THE STUDY:
This study provides an overall view about the recruitment and selection process of
employees towards Operation Launcher. It highlights the factors of recruitment and
selection towards the employee. An attempt has been made to know whether the
recruitment and selection process undertaken is strongly accepted by the employees.

12. 1.4NEED FOR THE STUDY :
Recruitment and selection process is a very important for an organization because
Human Resource can be utilized for selecting the right candidate for right job.

13. 1.5PERIOD OF STUDY :
Our project period is one month (7th May 2013 to 7th june 2013)
1.6LIMITATIONS OF THE STUDY:
 The sample selected by random and it does’t cover the entire population. So
the suggestions given will not be applicable for entire industry.

14.  The respondent may guard some answer for crucial question.
 The time duration is a major constraint for the study.

15. CHAPTER – 2
2.1 COMPANY PROFILE
Operation Launcher was formed by a team of highly motivated and dedicated
professionals. At Operation Launcher, they believe that the right manpower can ensure
exponential business growth for the company. Operation Launcher’s roots in
management consulting enable us to bring a unique approach in providing the best
talent, by completely understanding our client’s needs. A continued success records in
Recruitment and Selection Process. Operation Launcher’s are engrossed in supporting
the corporate in various HR activites to help them in developing up their competencies

16. to build a globally competencies to build a globally competitive organization. At,
Operation Launcher they energetically strive to deliver the best employment options for
great companies and the associate they place within them. They formed in 2010 by
combining the strength of staffing service companies across the country. Through more
than 100 offices and client location they serve thousands of companies by sending them
the highest-quality individuals for temporary , temp-to-hire and full-time positions.
Companies make operation launcher their first choice for full-time, direct hire, temp-to-
hire and temporary employment agencies because they are at the forefront of the ever-
changing staffing industry. They meet our client’s needs precisely , quickly and cost –
effective with the finest talent.
Operation Launcher commits to provide all employees with a work environment free of
discrimination relate to sex, race, color, religion, age, ethnic or national origin, disability
or other illegal and inappropriate basis. They protected employees from retaliation for
bringing complaints to the attention of operation launcher management – thus
encouraging an efficient, productive, and satisfying work environment. Operation
Launcher has an enviable record of developing Top-Quality managers.
2.2 BASIC PROCESS OF OPERATION LAUNCHER

17.  Operation launcher Recruitment specialties.
 Qualified professionals for direct walk-in drive support.
 Quick processing of profiles and quality delivery.
STAFFING AND RECURITMENT SOLUTION

18. Temporary Staffing:
They provide IT & Non-IT professionals for short term periods in order to enable you to
cope up with extra work loads, temporary replacements for people on leave, peak
workloads in administration, accounting, customer service, production etc.
Typically for duration of 3 months to 1 Year or based on the client needs. All statutory
obligations are handled by OPERATION LAUNCHER.
It is a cost-effective and efficient solution when compared to hiring permanent staff,
where the resource is not required after the specific completion of work
Contract to Hire:
Our contract staffing service helps our clients quickly ramp up project teams with as few
or many qualified consultants, who are required to fill short-term and long-term needs.

19. Contract staffing helps the companies by adding them to the workforce selectively in
specific areas. They shortlist candidates by conducting interviews and handle all
statutory requirements pertaining to candidates and ensure smooth delivery of job
responsibilities. They provide the best contract staffing services to our clients.
Permanent Staffing:
Permanent staffing is assuming great importance in the human resource strategy of
every company today. As an organization, that is equipped with quality and dedicated
permanent staff, it has a greater chance of surviving and succeeding in the long run.
OPERATION LAUNCHER adopts a methodical process in staffing. They follow a single
window approach in delivering the entire gamut of services:
• Data base Search.
• Screening resumes.
• Conducting technical and aptitude tests (below 2 Years),
L1 & L2 interviews.
• Verifying references.
• Negotiating salaries.
• The process goes on till the client finds the right candidate.
VISION AND MISSION
VISION

20.  To be the provide of choice for our client’s recruitment solutions.
MISSION
 To provide professional & efficient recruitment solution to meet each client’s
needs and requirements.
 To provide a bridge for individuals to career opportunities to achieve their career
goal.
VALUES
PROFESSIONAL

21.  The consultancy offer the best professional consultancy solution to our clients.
RESPONSIBLE
 They are trusted are responsible in dealing and act with a High level of intergrity
in everything to do.
RECRUITMENT POLICY

22. Operation Launcher is a job consultancy, maintain the highest levels of trust and
integrity in its dealing with its clients and job seekers (candidate). It will continue to
provide the highest quality of recruitment.
OUR COMMITMENT
Utilizing a unique, coast-to-coast network, we actively locate, screen, verify and
recommend only the best – qualified candidates to our clients. Our consultants undergo
continuous working. All consultants are pledged to highest standards of prompt,
personal, and professional service. All information is held in strictest confidence.
ONLINE RECRUITMENT
E-recruitment, also known as online recruitment , is the practice of using technology and
in particular Web-based resources for tasks involved with finding, attracting, assessing,
interviewing and hiring new personnel. The purpose of e-recruitment is to make the
process involved more efficient and effective, as well as less expensive. Online
recruitment can reach a larger pool of potential employees and facilitate the selection
process.
Online job sites have revolutionized the recruitment landscape for both employers with
which hiring decisions can take place.
JOB PORTAL

23. Technology has changed the way job seekers search for jobs and employers find
qualified employees. While employers still advertise job openings through traditional
advertising mediums, such as local newspapers and magazines, today employers and
job seekers turn to online job portals to find employment matches. Job seekers can
advertise their skills and search for available positions, and employers can announce
employment openings through job portals such as Monster, Career Builders and USA
Jobs, for federal government positions.
Job portals have become "the most popular and widely used recruitment tool,"
according to Arokia . Job portals allow users to search for open positions but require
applicants to register. Registration entails creating an account with a user ID and email
address. Once registered, users can submit, store and edit resumes and profiles, apply
online and track applications. They can also request email alerts on future openings or
click links to company, industry and career-specific information.
JOB SEEKER
The majority of job portals allow job seekers to sign up for a free account, which allows
them to search job openings posted by employers and post their resumes for employers
to review. Portals offer resume posting services, allowing job seekers to copy and paste
resume information from a word processing document or build a new resume with
online tools. Job portals often offer the option of submitting a completed resume,
created from a word processing program such as Microsoft Word. Job seekers can
browse through job openings posted by employers and apply for positions through the
job portal
EMPLOYERS

24. Job portals provide a centralized location for employers to post information about job
openings. The majority of employment portals require a fee for employers to post job
openings and respond to resumes, with varying terms depending on the job portal.
Employers can browse through job seekers' resumes to find potential matches for job
openings. Job portals offer worldwide access for job seekers to view advertisements,
providing employers with a wider variety of applicants and a broader candidate pool.
Employers can utilize job portal matching technology, allowing the system to find
potential matches for employment openings.
Typical work activities

25. A recruitment consultant's role is demanding and diverse and involves:
 Using sales, business development, marketing techniques and networking in order
to attract business from client companies;
 Working towards targets that may relate to the number of candidates placed, a
value to be billed to clients or business leads generated;
 Building relationships with clients
 Developing a good understanding of client companies, their industry, what they do
and their work culture and environment;
 Advertising vacancies appropriately by drafting and placing adverts in a wide range
of media, e.g., newspapers, websites (MONSTER.COM), magazines;
 Using social media to advertise positions, attract candidates and build relationships
with candidates and employers;
 Headhunting - identifying and approaching suitable candidates who may already be
in work;
 Using candidate databases to find the right person for the client’s vacancy;
 Receiving and reviewing applications, managing interviews and creating a shortlist
of candidates;
 Requesting references and checking the suitability of applicants before submitting
their details to the client;

26.  Briefing the candidate about the responsibilities, salary and benefits of the job in
question;
 Preparing CVs and correspondence to forward to clients in respect of suitable
applicants;
 Organizing interviews for candidates as requested by the client;
 Informing candidates about the results of their interviews;
 Negotiating pay and salary rates and finalizing arrangements between client and
candidates;
 Offering advice to both clients and candidates on pay rates, training and career
progression;
 Reviewing recruitment policies to ensure effectiveness of selection techniques and
recruitment programes.
2.3 ORGANIZATION WORK CHART

27. UNDERSTAND CLIENT NEEDS
GIVING ADVERTISEMENT'S
SENDING THE CANDIDATE's NAMES TO CLIENT's
OFFICE
LOOK FOR SOME OTHER
PERSON
PRE - SELECTION
INTERVIEW IN
TELEPHONIC
CONVERSATION
LOOK FOR SOME OTHER
PERSON
REFERENCE CHECK IS CONDUCTED
FINAL INTERVIEW
FOR SHORT
LISTED
CANDIDATE
SENDING THE SELECTED CANDIDATE's
NAMES TO CONSULTANCY
INDIVIDUAL FILES ARE MAINTAINED FOR ALL
SELECTED CANDIDATE's

28. COMPANY NAME : OPERATION LAUNCHER
MANAGING DIRECTOR : Mr.KASIM
HR MANAGER : Mr.RANJITH
HR MANAGER(Team Leader) : Mrs.VIDYA
BUSINESS DEVELOPMENT : Mr.SEKHAR
2.4 EXTERNAL SOURCE OF RECRUITMENT

29. This involves recruiting a candidate through reference, networks, job portals or they
may approach recruitment agencies. In order to complete with other companies and
increase the standard, employers hunt for the best talents working for other top
companies.
For example : MONSTER.COM
1. Monster.com
Monster.com is one of the largest employment websites in the world, owned and
operated by Monster Worldwide, Inc. Today , Monster is the largest job search engine in
the world. Monster has over a million job postings at any time and over 1 million
resumes, in the database (2008) and over 63 million job seekers per month. The
company employs approximately 5,000 employees in 36 countries. Its headquarters are
in New York, NY, United States. In October, 2010, Indeed.com slipped past
Monster.com to become the largest job site in U.S.A.
a) Job posting
 The process of job posting can also be taken as a part of Advertising.
 Job on this portal the procedure is as follows:
 www.monster.com
b) Click the Employer Zone

30.  Insert the firm’s User id & Password
c) Click on ‘POST JOB NOW’ under the headline Job Posting

31. d) Fill the Job Posting form now
Once the Job is posted and the response is received from then candidate
Then the process of screening takes place.
e) Search Tool

32. After Signing in into the account, click the option –Research Resumes
f) After Screening of candidate Profile
After screening the candidate profile, the suitable candidate will be called through
telephone and asked to attend the interview. If the candidate is interested in the
field and satisfy with the company and packages he will attend the interview.
The consultant will inform the employer about the candidate.

33. LOGO OF THE COMPANY COMPANY NAME
CONCENTRIX
LYCATEL
SERCO
SUN NETWORK
PANORAMIC GROUP
CLIENTS

34. SHERATON
ADITYA BIRLA
SUTHERLAND
INFO SEARCH
NIPPON EXPRESS
SITEL
Q WAY

35. RELIGARE
REDIM
PHOTON INFOTECH
AXIS BANK

36. CHAPTER – 3
RESEARCH
METHODOLOGY

37. 3.1 RESEARCH METHODOLOGY :
Research methodology is a way to systematically solve the research problem.
Methods are the way of obtaining information useful for assessing explanation. It
necessary to understand the assumption underlying various techniques and to know the
criteria by which can decide certain techniques and procedures.
DATA COLLECTION METHOD :
Data can be obtained from primary and secondary data.
1) PRIMARY DATA
Primary data refers to information obtained from hand by the researcher interest for
specific purpose of the study. The primary data are those which are collected fresh and
for the first time and thus to be original in character. Primary data is collected through
survey.
2) SECONDARY DATA
Secondary data refers to information gathered from sources already existing.
Secondary data can be obtained from company records government publications.
Industry analysis offered by media websites, the internet books etc. The secondary data
on the other hand, are those which have already been collected by someone else and
which already have been passed through the statistical process. The researcher would
have to decide which sort of data he would be using for the study and accordingly he
will have to select one or the other method of data collection.

38. 3.2 SAMPLING TECHNIQUE :
NON PROBABILITY SAMPLING:
In Non probability sampling methods, the element in the population do not have any
probabilities attached to being chosen as sample subjects. This means that the findings
of the study cannot be generalized to the population. However, at times the researcher
may be less concerned about generalized ability and the purpose may be just to obtain
some preliminary information in a quick and expensive way. Some times when the
population size is unknown then non probability sampling techniques may be more
dependable than others and could often lead to important information with regard to
population. Non probability samples that are unrestricted are called convenience
sampling. Convenience sampling refers to the collection of information from members of
population who are conveniently available to provide it. Researchers or field workers
have the freedom to choose as sample whomever they find, thus it is named as
convenience sampling. Its mostly used during the exploratory phase of a research
project and it is the best way of getting some basic the individuals selected as samples
are similar to the overall defined target population with regard to characteristic being
studied.
 SAMPLE SIZE OF THE STUDY : The sample size for the study undertakes by
the researcher was 50.
 SAMPLING AREA OF THE STUDY : The sampling area refers to area or the
locality to which the sample belongs. The sampling area for this project is
Chennai.

39. SATISTICAL TOOL :
 Percentage analysis
PERCENTAGE ANALYSIS
Percentage refers to a special kind of ratio. Percentage can also be used to compare
the relative terms, the distribution of two or more series of data. A percentage statistical
tool was used to identify the percentage of respondent’s responses.
PERCENTAGE ANALYSIS = (No. of respondent / Total No. of Respondent) * 100

40. CHAPTER – 4
DATA ANALYSIS
AND
INTERPRETATION
TABLE : 4.1.1 : EDUCATIONAL QUALIFICATION

41. OPTIONS NO OF THE
RESPONDENTS
PERCENTAGE
MATRIC / GRADE 7 14%
DIPLOMA 11 22%
DEGREE 13 26%
POST GRADUATION 19 38%
TOTAL 50 100%
CHARTS : 4.1.1 : EDUCATIONAL QUALIFICATION
INFERENCE : The above table shows that 14% of the respondents are below under
graduation and 38% above post graduation.
TABLE : 4.1.2 : PERFORMANCE
0 10 20 30 40
MATRIC / GRADE 14%
DIPLOMA 22%
DEGREE 26%
POST GRADUATION 38%
14
22
26
38
RESPONDENT
OPTIONS

42. OPTIONS NO OF THE
RESPONDENT
PERCENTAGE
FAIR 10 20%
GOOD 15 30%
EXCELLENT 25 50%
TOTAL 50 100%
CHART : 4.1.2 : PERFORMANCE
INFERENCE: For rating the HR department performance in recruitment and selection,
as we defined in the above table, the total number of respondents are 50, in that fair is
10% , good is 15% , and excellent is 25% . So that the performance of HR department
is effective.
TABLE : 4.1.3 : SELECTION QUALITY
0
5
10
15
20
25
FAIR 10% GOOD 15% EXCELLENT
25%
OPTIONS
RESPONDENT

43. OPTIONS NO OF THE
RESPONDENT
PERCENTAGE
KNOWLEDGE 15 30%
PAST
EXPERIENCE
15 30%
DISCIPLINE 6 12%
TEAM WORK 10 20%
OTHERS 4 8%
TOTAL 50 100%
CHATS : 4.1.3 : SELECTION QUALITY
INFERENCE : For rating the selection quality of interview process, as we defined in the
above table, the total number of respondents are 50 , in that knowledge is 30% , past
experience is 30% , discipline is 12% , team work is 20% and others is 8% . So, that the
selection quality is effective in Operation Launcher.
TABLE : 4.1.4: QUALITY OF THE APPLICANT
0
5
10
15
20
25
30
OPTIONS
RESPONDENT

44. OPTIONS NO OF THE
RESPONDENT
PERCENTAGE
YES 42 84%
NO 8 16%
TOTAL 50 100%
CHART :4.1.4 : QUALITY OF THE APPLICANT
INFERENCE: For rating this quality of the application pre-screening process, as we
defined in the above table, the total number of respondent are 50, in that Yes is 84% ,
No is 16%. So, that the quality of the applicant pre-screening process is effectual in
Operation Launcher.
TABLE : 4.1.5 : EFFICIENT IN SELECTION POLICY
0
10
20
30
40
50
60
70
80
90
Yes 84% No 16%
OPTIONS
RESPONDENT

45. OPTIONS NO OF THE
RESPONDENT
PERCENTAGE
YES 38 76%
NO 12 24%
TOTAL 50 100%
CHARTS :4.1.5 : EFFICIENT IN SELECTION POLICY
INFERENCE : For rating the effectiveness of selection policy, as we defined in the
above table, the total number of respondents are 50% , in that yes is 76% , and No is
24%. So, that the efficient in selection policy is skillful.
TABLE : 4.1.6 : SHORT LISTING
0
10
20
30
40
50
60
70
80
YES 76% NO 24%
OPTIONS
RESPONDENT

46. OPTIONS NO OF THE
RESPONDENT
PERCENTAGE
SATISFACTORY 28 56%
MODERATE 12 24%
NOT
SATISFACTORY
10 20%
TOTAL 50 100%
CHART : 4.1.6 : SHORT LISTING
INFERENCE: For rating this short listing process, as we defined in the above table, the
total number of respondent are 50, in that satisfactory is 56% , moderate is 24% , not
satisfactory 20% . So, that the short listing process is qualified in Operation Launcher.
TABLE :4.1.7 :PREFER TO POST OF RESUME
0%
10%
20%
30%
40%
50%
60%
SATISFACTORY
56%
MODERATE
24%
NOT
SATISFACTORY
20%
OPTIONS
RESPONDENT

47. CHART :4.1.7 : PREFER TO POST OF RESUME
INFERENCE : For rating the generally prefer to post of resume, as we defined in the
above table, the total number of respondent are 50, in that job portal is 52%, company
websites is 20%, social networking is 16%, and post / courier / by hand is 12%. So, that
the respondent for feed back is efficient.
TABLE :4.1.8 : SATISFY FOR RECRUITMENT AND SELECTION
0
10
20
30
40
50
60
JOB PORTAL 52% COMPANY
WEBSITES 20%
SOCIAL
NETWORKING
16%
POST / COURIER /
BY HAND 12%
RESPONDENT
OPTIONS
OPTIONS NO OF THE
RESPONDENT
PERCENTAGE
JOB PORTAL 26 52%
DIRECTLY TO
COMPANY WEBSITES
10 20%
NEWS PAPER /
ADVERTISEMENT
8 16%
POST / COURIER / BY
HAND
6 12%
TOTAL 50 100%

48. OPTIONS NO OF THE
RESPONDENT
PERCENTAGE
YES 28 56%
TOSOME EXTENT 10 20%
NO 8 16%
NONE OF THE
ABOVE
4 8%
TOTAL 50 100%
CHART :4.1.8 : SATISFY FOR RECRUITMENT AND SELECTION
INFERENCE : For rating the satisfy the recruitment and selection of interview process,
as we defined in the above table, the total number of respondent are 50, in that yes is
56% , to some extent is 20% , no is 16% , none of the above is 8% . So, that the
respondent for feed back is valuable.
TABLE :4.1.9 ADEQUATE POOL OF QUALITY APPLICANTS
0%
10%
20%
30%
40%
50%
60%
YES 56%
TO SOME
EXTENT
20%
NO 16%
NONE OF
THE ABOVE
8%
OPTIONS
RESPONDENT

49. OPTIONS NO OF THE
RESPONDENT
PERCENTAGE
YES 38 76%
NO 12 24%
TOTAL 50 100%
CHART : 4.1.9 ADEQUATE POOL OF QUALITY APPLICANTS
Inference : For rating the adequate pool of quality applicants, as we defined in the
above table, the total number of respondent are 50, in that yes is 76% , No is 24% . So,
that the respondent for feed back is efficient.
TABLE :4.1.10 : BEST HIRING DECISION
0 10 20 30 40 50 60 70 80
YES 76%
NO 24%
OPTIONS
RESPONDENT

50. OPTIONS NO OF
RESPONDENT
PERCENTAGE
YES 45 90%
NO 5 10%
TOTAL 50 100%
CHART : 4.1.10 : BEST HIRING DECISION
INFERENCE: For rating the employees to make the best hiring decision, as we defined
in the above table, the total number of respondent are 50, in that yes is 76% , No is 24%
. So, that the respondent for feed back is efficient.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
YES 90%
NO 10%
OPTIONS
RESPONDENT

51. CHAPTER - 5
5.1 FINDINGS
1. It is inferred that 14% of the respondent are Matric.

52. 2. It is inferred that 50% of respondent rated the method of recruitment and
selection is excellent.
3. It is inferred that 30% of the respondent agrees that the company goes
with knowledge as an important quality.
4. It is inferred that 84% of the respondent rated that the quality of the
applicant pre-screening process.
5. It is inferred that 76% of the respondent rated that the selection policy is
effective.
6. It is inferred that 56% of the respondent are satisfactory with criteria for
short listing of candidate.
7. It is inferred that 52% of the respondents feels that their prefer to post the
resume’s on job portals.
8. It is inferred that 56% of the respondents are satisfactory the present
method of recruitment.
9. It is inferred that 76% of the respondent feels that adequate pool of quality
applicants
10.It is inferred that 90% of the respondents are highly satisfied about the
employees to make the best hiring decision.
5.2 SUGGESTIONS AND RECOMMENDATIONS

53.  Management can offer initial training to the candidates as many of the
respondents were in need of that.
 Management may show interest in hiring the experienced candidates.
 Management can improve selection policy by checking the candidate's timely
action, memory capacity, observation skills.
5.3 CONCLUSION

54. Based on analysis through the questionnaire responses the following is the conclusion
of the study.
 The organization follows the rules and regulations involved in their Recruitment
and selection procedure of the organization.
 The employees are fully satisfied with the existing Recruitment and Selection
procedure. The recruitment and selection procedure should not be lengthy.
 The recruitment and selection procedure should be impartial.

55. ANNEXURES
A STUDY ON RECRUITMENT AND SELECTION PROCESS IN
OPERATION LAUNCHER
QUESTIONNAIRE :

56. Name of the Respondent :
Gender : □ Male □ Female
Mobile No. :
Date of the filling :
1. Qualification of employees?
A. Matric / Grade
B. Diploma
C. Degree
D. Post Graduate
2. How would you rate the HR department performance in recruitment and selection?
A. Fair
B. Good
C. Excellent
3. Which is the most important quality the organization looks for in a candidate?
A. Knowledge
B. Past experience
C. Discipline
D. Team work
E. Others
4. Does the HR team act as a consultant to enhance the quality of the applicant
prescreening process?
A. Yes
B. No

57. 5. Does the HR Department is efficient in Selection Policy of the employees ?
A. Yes
B. No
6. Do you think the criteria for short listing of candidates used by the organization is
satisfactory ?
A. Satisfactory
B. Moderate
C. Not satisfactory
7. Do you think the organization looks for a experienced employee in selection
process?
A. Yes
B. No
8. Which model of recruitment you generally prefer to post of your resume?
A. Job Portals (Naukri.com,Monster.com)
B. Directly to company website
C. Social Networking sites (facebook.com, linkedin)
D. Post / courier / By Hand
9. In recruitment process which part you feel lengthy?
A. Result for Interview
B. Reference others
C. Both
D. Any other Source _____
10.Are you Satisfy with the present method being followed by consultancy for
Recruitment and selection?
A. Yes
B. To some extent

58. C. No
D. None of these
11.Does the HR provides an adequate pool of quality applicants?
A. Yes
B. No
12.Is the organization doing timeliness recruitment and selection process?
A. Yes
B. No
13.Would you like to work from home sometimes during the week?
A. Yes
B. No
14.Does the HR train hiring the employees to make the best hiring decision?
A. Yes
B. No
15.Do you think the organization prefers referred candidate?
A. Yes
B. No
16.Do you have any suggestion for the recruitment and selection process?

59. BIBLOGRAPHY
BOOKS REFERRED :
 Goreth Roberts “Recruitment and selection” CIPD Publishing,
01-Jan-1997.

60.  Robert leigh Compton, William Marrisley “Effective Recruitment and
Selection Practices” ; 5th edition , National library of Australia
cataloguing-in- publishing.
 Dominic Cooper, Ivan T.Roberson & Gordon Tinline Goreth
“Recruitment and selection” British library cataloguing in publishing.
WEBSITES REFERRED :
 http://businesscasestudies.co.uk/tesco/recruitment-and-
selection/conclusion.html#axzz2ujWSwAfn
 http://www.slideshare.net/desideratum069/recruitment-selection-
process-methods-and-steps-12935970
 http://www.nd.gov/hrms/managers/guide/selproc.html
 http://hr.nd.edu/nd-faculty-staff/forms-policies/recruitment-selection-
and-hiring/