A

PROJECT REPORT

ON

“RECURITMENT PROCESS”
A detailed study done in

“LOBO STAFFING SOLUTION PVT.LTD.”

Submitted in partial fulfillment of the requirement for the award of Post

Graduate Diploma in Business Management under Bharati Vidyapeeth’s
Institute of Management studies & Research

Submitted by

SHRADDHA DEEPAK VARMA

ROLL NO:41
BATCH: 2008-2010

Under the guidance of

PROF. VEENA CHAVAN

Bharati Vidyapeeth’s Institute of Management Studies & Research

Sector 8, CBD-Belapur, Navi Mumbai –400614
 ABSTRACT

Internship Placements

Summer Internship is an important and integral part of the academic curriculum. The first
year consists of two terms that stress on academic rigour and the development of
technical skills. The summer internship that follows lasts for 8-10 weeks and tests the
students thoroughly on this learning. The objective of the summer internship process is
two-fold. It helps the students gain first-hand experience in a particular industry. It
provides students with ample opportunity to innovate, add to, and challenge ideas and
techniques imbibed in the first year. It assists students in being more receptive to market
needs, and in deciding their area of specialization in the second year.

Another important facet of summer internship is the flow of information about the
company: the project work and related experiences of the intern eventually gets
communicated to the entire batch through informal, as well as formal, means. This gives
the company an opportunity to enhance its visibility on campus by using the intern as an
ambassador to present itself to the batch.

The Institute has always enjoyed extensive corporate support; with the result that summer
projects have been diverse, challenging and intense learning experiences.
There is also an academic component, interns prepare a report on the summer assignment
and present it to the organization.
 (i)
ACKNOWLEDGEMENT

I feel immense pleasure in taking this opportunity of expressing my profound humble and
deepest sense of gratitude and thanks from the core of my heart towards my guide Mr. M
Surendra (President- Lobo Staffing) for his valuable guidance, inspiration, deep interest,
kind advice and constructive criticism, right from the selection of this respective project.

I would like to extend my deepest sense of gratitude to Mr. Arun Shenoy (Zonal
Head- Lobo Staffing) for providing invaluable suggestions and inputs in carrying out the
project work.

I would also like to thank Ms .Neha sahgal (Project Guide) and Ms. Prachi
Bhaskar and also the entire members of the company for providing valuable information
and data for the fulfillment of study.

Last but not the least I would like to thank my institute and all the faculty members for
the proper guidance and assistance extended by them and also I extend my deepest sense
of gratitude to my mentor and guide Prof. Veena Chavan for her invaluable suggestions
and support throughout the completion of this project.

Signature of the student

(SHRADDHA DEEPAK VARMA)

 (ii)
EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is necessary. It is an

important part of an organisation. Human Resource Planning is a vital ingredient for the
success of the organisation in the long run. There are certain ways that are to be followed
by every organisation, which ensures that it has right number and kind of people, at the
right place and right time, so that organisation can achieve its planned objective. The
objectives of Human Resource Department are Human Resource Planning, Recruitment
and Selection, Training and Development, Career planning, Transfer and Promotion, Risk
Management, Performance Appraisal and so on. Each objective needs special attention
and proper planning and implementation.For every organisation 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 a
strategic analysis of Recruitment and Selection procedure. With reference to this context,
this project is been prepared to put a light on Recruitment and Selection process. This
project includes Meaning and Definition of Recruitment and Selection, Need and Purpose
of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of
Recruitment through which an Organisation gets suitable application. Scientific
Recruitment and Selection, which an Organisation should follow for, right manpower.
Job Analysis, which gives an idea about the requirement of the job. Next is Selection
process, which includes steps of Selection, Types of Test, Types of Interview, Common
Interview Problems and their Solutions. Approaches to Selection, Scientific Selection
Policy, Selection in India and problems.
 (iii)
PLEASE PASTE HERE THE CERTIFICATE FROM THE COMPANY
 (iv)
PLEASE PASTE HERE THE CERTIFICATE FROM THE INSTITUTE
 (v)
TABLE OF CONTENTS
<Font size 14, underline, center alignment>

PARTICULARS PAGE NO:

Acknowledgem
ent (i)
Executive summary (ii)
Certificates (iii)

Chapter 1: Introduction of the Project

1.1: Concept & Significance of the Study

1.2: Scope
1.3: Objective of the Study

Chapter-2 Introduction to the Industry

2.1
2.2
2.3
2.4

Chapter-3 Introduction to the Company/Organization

3.1
3.2
3.3
3.4

Chapter 4: Research Methodology

4.1: Research Design

4.2: Data Collection Techniques and Tools
4.3: Sample Design
4.4: Limitations

Chapter 5: Data Analysis and Interpretation

Chapter 6: Conclusions, Limitations and Suggestions

6.1 Conclusions
6.2 Limitations
6.3 Suggestions
Bibliography
Annexure
 1. INTRODUCTION OF THE PROJECT

Recruitment and Selection

Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of
the staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of efficient personnel. Staffing is one
basic function of management. All managers have responsibility of staffing function by
selecting the chief executive and even the foremen and supervisors have a staffing
responsibility when they select the rank and file workers. However, the personnel
manager and his personnel department is mainly concerned with the staffing function
.Every organization needs to look after recruitment and selection in the initial period and
thereafter as and when additional manpower is required due to expansion and
development of business activities. ‘Right person 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 organisation/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 organisation will not be possible if unsuitable persons are selected and
employment in a business unit

The name of the project is Recruitment. This project is based on the Recruitment process,
wherein I have studied the whole recruitment process for example how to screen the
resume, how to conduct the telephonic interview, how to short list the candidate ,etc.
1.1 Concept & Significance of the study

Contract Staffing:-

Contract Staffing or Temping is a co-employment relationship between an employer, a

staffing company and the employee, wherein the staffing company assumes responsibility
for employer obligations related to Recruitment, Payroll & Benefits, Insurance, Statutory
Compliance, Employment Taxes, etc.

Temporary Staffing:-

Temporary workers are employed by staffing companies and sent to work on specific
projects or for specified periods of time with their clients. The worker may move from
one client site to another depending on the staffing company’s clients. The temporary
staffing company is responsible for the salary and benefits of the temporary workers,
while it in turn, receives payment from the client.

1 MEANING OF RECRUITMENT :-

Recruitment means to estimate the available vacancies and to make suitable arrangements
for their selection and appointment. Recruitment is understood as the process of
searching for and obtaining applicants for the jobs, from among whom the right people
can be selected. A formal definition states, “It is the process of finding and attracting
capable applicants for the employment. The process begins when new recruits are sought
and ends when their applicants are submitted. The result is a pool of applicants from
which new employees are selected”. In this, the available vacancies are given wide
publicity and suitable candidates are encouraged to submit applications so as to have a
pool of eligible candidates for scientific selection.In recruitment, information is collected
from interested candidates. For this different source such as newspaper advertisement,
employment exchanges, internal promotion, etc.are used. In the recruitment, a pool of
eligible and interested candidates is created for selection of most suitable candidates.
Recruitment represents the first contact that a company makes with potential employees
1.2 Definition:
According to EDWIN FLIPPO,”Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.”

Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirement of the staffing schedule to employ effective measures for attracting that
manpower in numbers to facilitate effective selection of an efficient workforce.”

1.3 Need for recruitment:

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability,

death and labour turnover.

b) 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.

1.4 Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction with
its personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time.
5. Meet the organization’s legal and social obligations regarding the composition of its
work force.

6. Begin identifying and preparing potential job applicants who will be appropriate
candidates.

7. Increase organizational and individual effectiveness in the short term and long term.

8. Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applicants.
Recruitment is a positive function in which publicity is given to the jobs available in the
organization and interested candidates are encouraged to submit applications for the
purpose of selection. Recruitment represents the first contact that a company makes with
potential employees. It is through recruitment that many individuals will come to know a
company, and eventually decided whether they wish to work for it. A well-planned and
well-managed recruiting effort will result in high quality applicants, whereas, a
haphazard and piecemeal efforts will result in mediocre ones.
1.5 RECRUITMENT PROCESS :

Receipt of
Receipt of requirement
requirement from
from BD/
BD/ Client
Client
with
with Terms
Terms & & condition
condition &
& LOI/
LOI/ Agreement
Agreement

Identifying the need with client & why they should

partner us – Defining into the process owner

Sending JD to client for approval or

Receive JD from client In format

Discussing JD with the client & Timeframe

by which they expect the Delivery

Referrals,
Networking, Communicating client's requirement Finding from
Walk-Ins, & strategy to Delivery Team Multi Location
Campus Drive,
Job Fairs,
Head Hunting, Searching for candidate
Employment,
Job portals, Maintain
In-house Database
database

Past database Current database Future database

If Right match found

Execution of Recruitment

1 .Personal interviews 1. Initial shortlisting

2. Assessment 2. Sending CV to
3. If shortlisted, client.
arrange final interview 3. Initial Selection
with client. 4. Scheduling
interview

If selected If Rejected
 1. Offer Letter ( Temporary)
HR & Payroll
2. Raising Invoice as per LOI

Recruitment refers to the process of identifying and attracting job seekers so as to build a
pool of qualified job applicants. The process comprises five interrelated stages, viz,
1. Planning.
2. Strategy development.
3. Searching
.4.Screening.
5. Evaluation and control.
The ideal recruitment programme is the one that attracts a relatively larger number of
qualified applicants who will survive the screening process and accept positions with the
organization, when offered. Recruitment programmes can miss the ideal in many ways
i.e. by failing to attract an adequate applicant pool, by under/over selling the organization
or by inadequate screening applicants before they enter the selection process. Thus, to
approach the ideal, individuals responsible for the recruitment process must know how
many and what types of employees are needed, where and how to look for the individuals
with the appropriate qualifications and interests, what inducement to use for various types
of applicants groups, how to distinguish applicants who are qualified from those who
have a reasonable chance of success and how to evaluate their work.

STAGE 1:

RECRUITMENT PLANNING:

The first stage in the recruitment process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into set of objectives
or targets that specify the
(1) Numbers and
(2) Types of applicants to be contacted.
STAGE 2:

STRATEGY DEVELOPMENT :

When it is estimated that what types of recruitment and how many are required then one
has concentrate in the activities in the recruitment process.
(1). Make or Buy employees.
(2). Technological sophistication of recruitment and selection devices.
(3). Geographical distribution of labour markets comprising job seekers.
(4). Sources of recruitment.
(5). Sequencing

STAGE 3:

SEARCHNG:

Once a recruitment plan and strategy are worked out, the search process can begin.
Search involves two steps
A). Source activation and
B). Selling.

A). SOURCE ACTIVATION:

Typically, sources and search methods are activated by the issuance of an employee
requisition. This means that no actual recruiting takes place until lone managers have
verified that vacancy does exist or will exist. If the organization has planned well and
done a good job of developing its sources and search methods, activation soon results in a
flood of applications and/or resumes. The application received must be screened. Those
who pass have to be contacted and invited for interview. Unsuccessful applicants must be
sent letter of regret.

B). SELLING:
 A second issue to be addressed in the searching process concerns communications.
Here, organisation walks tightrope. On one hand, they want to do whatever they can to
attract desirable applicants. On the other hand, they must resist the temptation of
overselling their virtues. In selling the organisation, both the message and the media
deserve attention. Message refers to the employment advertisement. With regards to
media, it may be stated that effectiveness of any recruiting message depends on the
media. Media are several-some have low credibility, while others enjoy high credibility.
Selection of medium or media needs to be done with a lot of care.

STAGE 4

SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting process,
though many view it as the first step in the selection process. Even the definition on
recruitment, we quoted in the beginning of this chapter, excludes screening from its
scope. However, We have included screening in recruitment for valid reasons. The
selection process will begin after the applications have been scrutinized and short-listed.

Purpose of screening
The purpose of screening is to remove from the recruitment process, at an early stage,
those applicants who are visibly unqualified for the job. Effective screening can save a
great deal of time and money. Care must be exercised, however, to assure that potentially
good employees are not rejected without justification. In screening, clear job
specifications are invaluable. It is both good practice and a legal necessity that applicant’s
qualification is judged on the basis of their knowledge, skills, abilities and interest
required to do the job. The techniques used to screen applicants vary depending on the
candidate sources and recruiting methods used. Interview and and application blanks may
be used to screen walk-ins. Campus recruiters and agency representatives use interviews
and resumes. Reference checks are also useful in screening.

STAGE 5:
EVALUATION AND CONTROL:

1Evaluation and control is necessary as considerable costs are incurred in the recruitment
process. The costs generally incurred are: -
1. Salaries for recruiters.
2. Management and professional time spent on preparing job description, job
specifications, advertisements, agency liaison and so forth.
3. The cost of advertisements or other recruitment methods, that is, agency fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain unfilled.
6. Cost of recruiting unsuitable candidates for the selection process.

1.4 EVALUATION OF RECRUITMENT PROCESS

The recruitment has the objective of searching for and obtaining applications for job
seekers in sufficient number and quality. Keeping this objective in the mind, the
evaluation might include:
1. Return rate of application sent out.
2. Number of suitable candidates for selection.
3. Retention and performance of the candidates selected.
4. Cost of the recruitment process
5. Time lapsed data
6. Comments on image projected.
Sources of Recruitment
SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus recruitment
2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy
service(Advertisement) & private employment exchanges
4) Retirement 4) Deputation of personnel or transfer
fromone enterprise to another

5) Recall 5) Management training schemes

6) Former employees 6) Walk-ins, write-ins, talk-ins
7) Miscellaneous external sources

The sources of recruitment can be broadly categorized into internal and external sources-

(I) Internal Recruitment –

Internal recruitment seeks applicants for positions from within the company. The various
internal sources include:

 Promotions and Transfers –

Promotion is an effective means using job posting and personnel records. Job
posting requires notifying vacant positions by posting notices, circulating publications or
announcing at staff meetings and inviting employees to apply. Personnel records help
discover employees who are doing jobs below their educational qualifications or skill
levels. Promotions has many advantages like it is good public relations, builds morale,
encourages competent individuals who are ambitious, improves the probability of good
selection since information on the individual’s performance is readily available, is
cheaper than going outside to recruit, those chosen internally are familiar with the
organization thus reducing the orientation time and energy and also acts as a training
device for developing middle-level and top-level managers. However, promotions restrict
the field of selection preventing fresh blood & ideas from entering the organization. It
also leads to inbreeding in the organization. Transfers are also important in providing
employees with a broad-based view of the organization, necessary for future promotions.

 Employee referrals-
Employees can develop good prospects for their families and friends by
acquainting them with the advantages of a job with the company, furnishing them with
introduction and encouraging them to apply. This is a very effective means as many
qualified people can be reached at a very low cost to the company. The other advantages
are that the employees would bring only those referrals that they feel would be able to fit
in the organization based on their own experience. The organization can be assured of the
reliability and the character of the referrals. In this way, the organization can also fulfill
social obligations and create goodwill.

 Former Employees-
These include retired employees who are willing to work on a part-time basis,
individuals who left work and are willing to come back for higher compensations. Even
retrenched employees are taken up once again. The advantage here is that the people are
already known to the organization and there is no need to find out their past performance
and character. Also, there is no need of an orientation programme for them, since they are
familiar with the organization.

 Dependents of deceased employees-

Usually, banks follow this policy. If an employee dies, his / her spouse or son or
daughter is recruited in their place. This is usually an effective way to fulfill social
obligation and create goodwill.
  Recalls: -
When management faces a problem, which can be solved only by a manager who has
proceeded on long leave, it may be decided to RECRUITMENT AND SELECTION
recall that persons after the problem is solved, his leave may be extended.

 Retirements: -
At times, management may not find suitable candidates in place of the one who had
retired, after meritorious service. Under the circumstances, management may decide to
call retired managers with new extension.

 Internal notification (advertisement): -

Sometimes, management issues an internal notification for the benefit of existing
employees. Most employees know from their own experience about the requirement of
the job and what sort of person the company is looking for. Often employees have friends
or acquaintances who meet these requirements. Suitable persons are appointed at the
vacant posts.

(II) External Recruitment –

External recruitment seeks applicants for positions from sources outside the company.
They have outnumbered the internal methods. The various external sources include:

 Professional or Trade Associations :-

Many associations provide placement service to its members. It consists
of compiling job seeker’s lists and providing access to members during regional or
national conventions. Also, the publications of these associations carry classified
advertisements from employers interested in recruiting their members. These are
particularly useful for attracting highly educated, experienced or skilled personnel. Also,
the recruiters can zero on in specific job seekers, especially for hard-to-fill technical
posts.
  Advertisements :-
It is a popular method of seeking recruits, as many recruiters prefer
advertisements because of their wide reach. Want ads describe the job benefits, identify
the employer and tell those interested how to apply. Newspaper is the most common
medium but for highly specialized recruits, advertisements may be placed in professional
or business journals. Advertisements must contain proper information like the job
content, working conditions, location of job, compensation including fringe benefits, job
specifications, growth aspects, etc. The advertisement has to sell the idea that the
company and job are perfect for the candidate. Recruitment advertisements can also
serve as corporate advertisements to build company’ image. It also cost effective.

 Employment Exchanges:-
Employment Exchanges have been set up all over the country in deference to the
provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act,
1959. The Act applies to all industrial establishments having 25 workers or more each.
The Act requires all the industrial establishments to notify the vacancies before they are
filled. The major functions of the exchanges are to increase the pool of possible
applicants and to do the preliminary screening. Thus, employment exchanges act as a link
between the employers and the prospective employees. These offices are particularly
useful to in recruiting blue-collar, white collar and technical workers.

 Campus Recruitments:-
Colleges, universities, research laboratories, sports fields and institutes are
fertile ground for recruiters, particularly the institutes. Campus Recruitment is going
global with companies like HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola
and Reliance looking for global markets. Some companies recruit a given number of
candidates from these institutes every year. Campus recruitment is so much sought after
that each college; university department or institute will have a placement officer to
handle recruitment functions. However, it is often an expensive process, even if
recruiting process produces job offers and acceptances eventually. A majority leave the
organization within the first five years of their employment. Yet, it is a major source of
recruitment for prestigious companies.

 Walk-ins, Write-ins and Talk-ins-

The most common and least expensive approach for candidates is direct
applications, in which job seekers submit unsolicited application letters or resumes.
Direct applications can also provide a pool of potential employees to meet future needs.
From employees’ viewpoint, walk-ins are preferable as they are free from the hassles
associated with other methods of recruitment. While direct applications are particularly
effective in filling entry-level and unskilled vacancies, some organizations compile pools
of potential employees from direct applications for skilled positions. Write-ins are those
who send written enquiries. These jobseekers are asked to complete application forms for
further processing. Talk-ins involves the job aspirants meeting the recruiter (on an
appropriated date) for detailed talks. No application is required to be submitted to the
recruiter.

 Contractors:
They are used to recruit casual workers. The names of the workers are not entered in the
company records and, to this extent; difficulties experienced in maintaining permanent
workers are avoided.

 Consultants:-
They are in the profession for recruiting and selecting managerial and executive
personnel. They are useful as they have nationwide contacts and lend professionalism to
the hiring process. They also keep prospective employer and employee anonymous.
However, the cost can be a deterrent factor.

 Head Hunters:-
They are useful in specialized and skilled candidate working in a particular company. An
agent is sent to represent the recruiting company and offer is made to the candidate. This
is a useful source when both the companies involved are in the same field, and the
employee is reluctant to take the offer since he fears, that his company is testing his
loyalty.

 Competitors:-
This method is popularly known as “poaching” or “raiding” which involves identifying
the right people in rival companies, offering them better terms and luring them away. For
instance, several executives of HMT left to join Titan Watch Company. There are legal
and ethical issues involved in raiding rival firms for potential candidates. From the legal
point of view, an employee is expected to join a new organization only after obtaining a
‘no objection certificate’ from his/ her present employer. Violating this requirement shall
bind the employee to pay a few months’ salary to his/ her present employer as a
punishment. However, there are many ethical issues attached to it.

Evaluation of External Recruitment:

External sources of recruitment have both merits and demerits.

The merits are-

 The organization will have the benefit of new skills, new talents and new
experiences, if people are hired from external sources.

 The management will be able to fulfill reservation requirements in favour of the

disadvantaged sections of the society.

 Scope for resentment, heartburn and jealousy can be avoided by recruiting from
outside.
The demerits are-

 Better motivation and increased morale associated with promoting own

employees re lost to the organization.

 External recruitment is costly.

 If recruitment and selection processes are not properly carried out, chances of
right candidates being rejected and wrong applicants being selected occur.

 High training time is associated with external recruitment.

1.2 Scope

1. The study’s emphasis is on recruitment process of the organization.

2. The study was done only to know the various sources of recruitment

What has been rated as the fastest growing human resource trend, the phenomenon of
contract staffing is finally catching up in India. While industry experts estimate employee
leasing to be $140 billion business worldwide, the domestic staffing industry is yet to
boast of big figures. The scenario is however about to change considering the fact that in
the near future 2.5 to 3 percent of the workforce in the country will be hired on a
temporary basis. The IT industry being a trendsetter of sorts, will witness a large
percentage of such hirings in the next few years.

Contract staffing is expected to grow exponentially in the country, in the near future. “It
is the quality and ease of availability of manpower that would define the role employee
leasing organizations stand to play, not only in non-core functions but also certain core
business areas of organizations,” points out Reddy, adding that it is imperative for
outsourcing partners to move from “only” employee leasing to complete end-to-end
“activity management.” It is also necessary for outsourcing partners to be equipped with
vertical and functional specializations, with key differentiators customized to the Indian
employment scenario.

In a recruitment market where the concept of full-time employment is increasingly

becoming a thing of the past, temporary staffing is emerging as the viable option.

The concept of labour has changed. It has evolved. Temporary or contract staffing has the
negative connotations of precarious employment, but there is another side of the coin,
namely the positive dimensions of flexibility, outside access, lower employment, greater
employability and increased labour mobility. Temp or contract staffing is today’s buzz
word in corporate world.
1.3 Objective of the Study

The purpose of research is to discover answers to questions through the application of

scientific procedures. The main aim of research is to find out the truth which is hidden
and which has not been discovered as yet.

The Objective of the projects that have been assigned as a part of the internship is:

1. To understand the Placement Industry

2. To analyze and compare the services provided by different contract staffing
companies with Lobo Staffing Solutions Pvt Ltd.
3. To understand the Recruitment process in-depth.
4. To understand the flow chart of the sourcing team in the organization.
5. To understand the Job Description of client and sourcing candidates for the same.
6. To understand the Recruitment Strategy followed by the organization.
7. To learn about the corporate culture.
8. To understand the various services offered by the placement industry.
9. To identify any improvements needed for recruitment process of lobo staffing
solution pvt.ltd.
 2. INTRODUCTION TO THE INDUSTRY

Human resources is an increasingly broadening term with which an organization,

or other human system describes the combination of traditionally administrative personnel
functions with acquisition and application of skills, knowledge and experience, Employee
Relations and resource planning at various levels. Human resources has at least two
related interpretations depending on context. The original usage derives from political
economy and economics, where it was traditionally called labor, one of four factors of
production although this perspective is changing as a function of new and ongoing
research into more strategic approaches at national levels. The more traditional usage
within corporations and businesses refers to the individuals within a firm or agency, and
to the portion of the organization that deals with hiring, firing, training, and other
personnel issues, typically referred to as `human resources management'.

2.1 Human Resource Industry Overview

The human capital market place remains highly competitive and is poised for
enormous growth in the next 10 years, since companies around the world are investing
heavily in their human resources infrastructure.

Human Resources Sourcing or the Placement Industry is recognized as the fastest

growing industry. Establishments classified under this industry may assist either
employers or those seeking employment. In India only, while 150lacs agencies help non-
professional labor with placements such as construction, transport and certain industrial
jobs, about 800lacs work with professionals in ever-widening fields, such as nursing and
teaching.
 HR Sourcing (placement) is a large and complex universe in itself, encompassing the
many different functions associated with the HR department.

2.2 Understanding the Human Resources Marketplace

The human resources function of an organization is responsible for all the

practices and processes that impact the company’s most important asset their employees.
And while admittedly there are many ways of categorizing the human resources industry,
the simplest and most logical method is to organize the industry within the following HR
pillars:

Recruitment and Staffing: This includes searching for and hiring new employees and a
wide variety of services from job boards to staffing and relocation firms, testing and
assessment technologies, applicant tacking technologies, executive search/placement
firms, background checking services, etc. For the most part, this category ends when the
employee is hired.

Compensation/Payroll: This includes everything from payroll processing companies to

companies specializing in specific payroll and compensation services, compensation
design, and salary statistics services.

Employee Benefits: This category encompasses a wide variety of employee benefit and
related services from traditional health and welfare benefits to worksite/voluntary
products, pharmacy benefit programs, benefits administration and communication
software, third-party administrators, retirement plan services, and workers'
compensation/disability insurance services.

Talent Management/Employee Relations: This category includes all the human

resources services related to managing the individual once they are hired as an employee
appraisal, evaluation, recognition, promotion, retention, and succession planning services.
Training and Development: This category includes the many products and services
related to training and developing employees from instructor-based training to eLearning
solutions.

Compliance: This category includes all the services related to complying with and
managing the various aspects of labor laws, labor relations, legislation, litigation,
alternative dispute services, etc.

In addition to these specific human resources categories, it is also important to highlight

services that are cross-functional in nature and relate to one or all the HR pillars:

Consulting Services: This cross-functional category includes the thousands of consulting

firms that can help HR departments with one or all aspects of human resources
management and process improvement.

HRIS/ERP/ATS Solutions: At one time, this might have been considered a separate
pillar within HR but today, technology is integrated with and impacts all aspects of HR
from applicant tracking to eLearning. The Internet and other technologies are
fundamentally changing the human capital marketplace as companies strive to become
more efficient. Technology allows HR to automate processes and eliminate many of the
more labor-intensive transactional and administrative processes that have burdened HR
professionals for years.

Outsourcing: Any and all aspect of HR can be outsourced. According to research by

Gartner, Inc., 80 percent of companies now outsource at least one HR activity, and the
number is swiftly growing. For this reason, we do not consider outsourcing as a
functional pillar within HR, but rather cross-functional. Increasing numbers of
organizations are turning to specialized firms to supplement various aspects of human
resource management. While outsourcing makes sense for many reasons, the primary
benefit is containment/reduction of costs of routine transactional and administrative
work. Another key reason is the belief that a company should outsource all non-mission
critical aspects of its business.
2.3 Understanding Staffing Industry

Dramatic changes in the way, have brought about many innovations in the
personnel and human resources industry, including the advent of flexible and temporary
staffing agencies and the emergence of professional employer organizations (PEOs).

With the downsizing and outsourcing from many large employers, highly
qualified professionals often find themselves out of work, seeking assistance from
employment services and staffing agencies. In fact, in recent decades, the traditional
employment agency has really transformed into the flexible staffing agency, with benefits
for employers and employees alike.

Business can benefit from the experience of others, particularly well-educated

professionals who are willing to trade off steady salaries and solid benefits for the ability
to spend more time with their families and choose when and where they want to work.
Companies prefer flexible staffing as well, which allows them to take more time to make
permanent hiring decisions, at the same time giving them an excellent pool of workers
from which to recruit on a temporary – or even permanent basis.

According to the Bureau of Labor Statistics, temporary jobs accounted for 9

percent of the new jobs created in 2004. Research conducted at Lehigh University and the
University of Oklahoma found that firms using contingent, or temporary employees had
better gross margins than those that relied solely on a permanent workforce.

As businesses have expanded their staffing needs, employment agencies have had
to expand the types of workers available. The staffing industry now provides a wide
variety of services to clients, including light industrial and clerical staffing, information
technology staffing, healthcare staffing, executive staffing and financial management
staffing.

In general, the staffing industry can be categorized as follows:

 • Temporary staffing services hire their own employees and assign them to
client firms to supplement the client's permanent workforce, particularly in cases of long-
term leaves of absence, vacations or temporary work overloads. Today temporary staffing
includes more than 60 percent of the staffing industries.
• Managed services include cases when the client firm wants to have a
specific facility of function managed on an ongoing basis – sometimes referred to as
outsourcing.
• Payroll services typically assign workers, who have been hired by the
client, back to the client firm.
• Permanent placement services are provided when a staffing service
screens, interviews and qualifies individuals for long-term placement in a client firm.
• Temp-to-hire services combine the services of a temporary staffing agency
and a permanent placement service.
• Long-term staffing agencies provide employees from the firm to a client
for work on a long-term or indefinite assignment.
• Employee leasing – today more often referred to as Professional Employer
Organizations – involves relationships in which a client firm places its employees on the
payroll of the staffing company, a service that appeals to small and mid-sized firms that
find it cost-effective to use a professional employer rather than provide their own human
resource department.

Flexible staffing has gained in popularity for a number of reasons. With the
advent of technology that enhances productivity and creates more intense competition,
businesses are forced to become more frugal and profit-motivated. Flexible staffing is
cost-effective.

Secondly, temporary staffing allows management to change its employment levels

as it sees fit to respond to peak times and special projects. The savings enables firms to
increase the benefits and compensation offered to permanent staff in order to attract the
most highly skilled and qualified individuals.
 In addition, the days of employees working for the same company for their entire
career are past. Today's workers are exploratory, trying out one career and then another
before settling on a permanent path. Many appreciate the freedom to change positions
that flexible staffing allows.

The high cost of hiring, training and transitioning full-time, permanent employees
has forced businesses to examine flexible staffing to accommodate part-time and seasonal
work demands while maintaining a minimal permanent employee core.

Finally, flexible staffing allows businesses to shift some of the cost of employee
benefits to the staffing company, which can gain the advantage of volume purchasing.
3. INTRODUCTION TO LOBO STAFFING SOLUTIONS PVT LTD

3.1 COMPANY PROFILE

MISSION OF THE COMPANY

“Build a Vibrant organization that provides quality staffing solution, creates opportunities
for all and is among the top three staffing companies in the country.”

QUALITY OBJECTIVE OF THE COMPANY

“ To add value to the stakeholders by increasing the PPP by 1.50 client growth of 25%
reduce cost to 10% and increase the prices of products and improve the customer
satisfaction by 60% to 75% by September 2009.”
QUALITY POLICY OF THE COMPANY

At Lobo Staffing Solutions Pvt.Ltd., We will endeavor to implement quality management

system in every sphere of our business activity so as to ensure that we are able to meet
customers expectations and confidence within the frame work of statutory and
Regulatory requirements.

This we shall achieve by : -

1. Establishing and reviewing measurable quality objectives.

2. Ensuring communication and understanding of quality policy within the
organization.
3. providing necessary inputs and training to our employees.
4. Continuously improving the effectiveness of the quality management
systems.
5. Being competitive and proactive in providing HR solutions.
6. Providing quality services and exceeding customer expectations.
7. Partnering mutual business goals through clearly understood and defined
benchmarked services.

Individual Ethics & Values of Lobo Staffing Solutions Pvt Ltd

 Responsibility & Accountability

 Treat everyone as adult

 Respect all including Internal & External customers

 Transparencies and openness in all dealing

 No compromise on ethical standards

 Non compliance and disobedience would be taken seriously and action to be

defined
  Creative

 Reward

 Business Ethics & Values of Lobo Staffing Solution Pvt Ltd

 Speed & Accuracy

 Anticipate both Failure & Success

 Do it right First Time

 Closure – Commitment to close to be mandatory and actionable

 Continuous Improvement

 Quality & Customer Care

 Lean

 Leadership

 Integrity

Welcome to Lobo Staffing Solutions Pvt.Ltd

Lobo Staffing is a contract staffing company that delivers payroll processing services,
employee testing, training and induction programs to contract staffing personnel on
behalf of our clients.

About LSS

Lobo Staffing is a part of the PSS Group. The flagship company of the group Personnel
Search Services, is a pioneer and leader in the executive search profession in India,
specializing in recruitment of senior and middle management level professionals, with
more than 25 years of successful experience. Lobo Staffing has been spun off as an
independent company to offer the best of Human Capital through flexible, interim and
contract staffing solutions, thereby making a visible difference to the client organization.
Lobo Staffing Solutions is part of the Personnel Search Services (PSS) Group, who is
pioneers in the field of executive search, having started PSS 26 years back. Lobo
Staffing Solution Pvt Ltd brings to the table an in-depth understanding of HR matters
especially related to the selection and recruitment of human resources. Members of the
top management team of the PSS Group are post-graduates in management from the
premier HR management school in India – XLRI, Jamshedpur, and bring strong
professional qualification and experience to bear in various lines of HR related services
that they operate.

Lobo Staffing Solutions is a contract staffing company that delivers payroll processing
services, employee testing, training and induction programs to contract personnel on
behalf of our clients.

With a pan-India presence in Mumbai, Bangalore, Chennai, Delhi, Hyderabad, Pune,

Vadodhra and Kolkata, Lobo Staffing Solutions is positioned to cater to a company’s
contract staffing needs across multiple locations.

Today, the costs, logistics and legal tightrope associated with hiring temporary labor in
India has compelled companies to outsource these services to trustworthy and dependable
contract staffing firms. Lobo Staffing can be your company’s partner in this regard. The
quality of our services as well as our focus on statutory compliances will allow your
company’s top management to focus on more pressing strategic issues.
3.2 Services of LSS

An Understanding of Contract Staffing

Contract Staffing or Temping is a co-employment relationship between an employer, a
staffing company and the employee, wherein the staffing company assumes responsibility
for employer obligations related to Recruitment, Payroll & Benefits, Insurance, Statutory
Compliance, Employment Taxes, etc.

Temporary workers are employed by staffing companies and sent to work on specific
projects or for specified periods of time with their clients. The worker may move from
one client site to another depending on the staffing company’s clients. The temporary
staffing company is responsible for the salary and benefits of the temporary workers,
while it in turn, receives payment from the client.

Although, temp staffing has always existed, it operated in a local, almost informal
fashion. Temping was usually routed through small agencies, chartered accountancy
firms and locals who were into small-time placements for corporatist. While a permanent,
full-time job may still be the norm, labor markets worldwide are changing. The ‘job-for-
life’ is being replaced with life-long learning, multi-skilling and a working life with
multiple careers and flexible hours.

Contract Staffing

Reference Checks, Validations & Testing

As employers manage more people due to growing operations, it is difficult to verify and
check the backgrounds of new incoming employees before beginning their recruitment
tenures. Lobo Staffing, offers this value added service to companies to help avoid on-the-
job problems or disciplinary actions against unfit personnel.

Payroll Processing
payroll services of LSS offer an attractive alternative to in-house processing. LSS
calculate payroll, adhere to the latest tax obligations, print and deliver cheques, and
provide management reports. In addition, LSS consultants have the professional
competency to diagnose the entire payroll process and recommend a more cost-effective
system for other company.

Rest assured that LSS’s professional team is capable of responding speedily to any
concerns client may have. LSS responses are back by state-of-the-art tools, technology
and processes.

Statutory Compliance
Every year there are close to 70 compliances under various laws that employers had to
adhere to. companies coverage of these requirements ensures that clients who outsource
their staffing needs to LSS are not found in violation of these laws. LSS not only keep
track of these laws but also consistently update their partners about changes /
amendments to these laws. The intensity with which they track these legal changes has
drawn praise from their clients in the recent past..

Training
Quick, on-the-job training is a difficult proposition for employers especially for
temporary labor personnel. Lobo Staffing offers quick, effective on-the-job training to its
staffers given our understanding of the job requirements, organization cultures and
project goals.

Induction
Lobo Staffing organizes weekly walk-in sessions for its candidates selected by their
clients to prepare them and ensure a smooth transition.

Value - Add HR Solutions

Beyond Contract Staffing and it’s associated value added services, Lobo Staffing
Solutions offers clients it’s expertise in areas like:

• Organization Restructuring
• Competency Mapping
• Grievance Handling
• Manpower Planning

3.3 Sector Expertise

As a partner LSS provide the right candidate who will make a difference to the company.
LSS provide their clients with professionals with high job knowledge and skills, thereby
enhancing the clients human capital.
LSS focus sectors & functions are
Sector Functions
Engineering, Manufacturing, Customer Service
Infrastructure, Construction Data Entry Operator
IT & Telecom Secretary
Banking & Financial Services Account Executive
Airlines, Logistics & Shipping Finance Executive
Oil & Gas, Petroleum Receptionist
Healthcare & Pharmaceuticals Tele Caller
ITES Legal
Retail Sales
Hospitality HR & Admin
Media Others
FMCG

3.4 Group Companies

Personnel Search Services Pvt. Ltd.

Personnel Search Services (PSS) has been a pioneer in Executive Search in India offering
clients a comprehensive Executive Search and Consulting service since 27 years. Today,
PSS has offices at 5 business centers – Mumbai, Delhi, Bangalore, Hyderabad and
Chennai - with planned offices in other main locations.

Lobo Management Services

Lobo Management Services is reckoned as one of the top-tier recruitment firms in the
Middle East. During the past fifteen years, the firm has established an impeccable track
record of providing over 5000 key individuals to approximately 400 organizations in the
GCC.

Personnel Selexions
Since its inception in 1992, Personnel Selexions has been a pioneer in the Executive
Selection business. It offers HR solutions for Sales & Marketing, Accounts, Finance,
Legal, Secretarial, Manufacturing and Supply Chain functions.

We use our Mission, Vision and our Values as the motivating force and directive to
provide you with a quality of service that differentiates us.

Lobo Selections
Lobo Selections’s origin was triggered by a need for contemporary HR services that offer
you the right people at the right time, especially when you have work to get done, but
want to avoid a tedious hiring process and keep your organization lean with low fixed
costs.

Lobo Staffing’s origin was triggered by a need for contemporary HR services that offer
you the right people at the right time, especially when you have work to get done, but
want to avoid a tedious hiring process and keep your organisation lean with low fixed
costs. We are a human resources company that focuses on delivering flexible, interim and
contract staffing solutions.
Lobo Staffing has Pan India presence with offices at Mumbai, Bangalore, Chennai, Delhi
and Hyderabad. Franchisee arrangements at other centers ensure timely delivery of
quality services across the country.

3.5 Policy of LSS

3.5.1 Hiring Policy

Your work at the organization should be a challenging and stimulating experience. No

matter what job you hold, you are a part of the team that will mold the organization.
Your contribution is essential to our continued success.

 Recruitment and Selection

Hiring is need -based. Managers will gain approval from Directors
on the timing of the hire.
A member of HR would conduct the first round interview. After
which the immediate manager would be conducting the interview. The final
round of the interview would be with the Managing Directors of the
organization.
Appointment letters are issued by HR & signed by the Managing
Director Copies of the appointment letter and resumes are to be forwarded to
Accounts to ensure timely disbursement of salaries.

 Interns/Part Timers/ Management Trainees

The concerned Managers and a member of HR interview prospective
candidates. On joining, candidates are entitled to a stipend. Candidates are
required to work in specific areas as stipulated by their Manager or on a defined
project.

Reference/completion certificates, if required by the candidate is the

responsibility of each respective Manager along with HR.Copies of all

appointment letters/letters of candidates are required to reach Accounts to ensure
timely disbursement of salaries/ stipend.

 Employee Referral Program

The aim of the program is to make our recruiting process more efficient as
well as to award the employees who make the effort to refer prospective employees.

We believe that many of the best candidates in the market today are people
know to us -- ex colleagues and friends who can bring a diverse range of talents, ideas,
and perspectives to our organization So if you know them and they are looking for a
career with us send in their resumes.
The award for referring a successful candidate can be any of the following: The
decision on what reward will be taken by the unit head in consultation with HR
∗ Movie tickets (To be discussed)
∗ Dinner for 4 upto a maximum of Rs 1000
∗ Coupons for books, CD's, departmental stores
∗ A fixed Cash Reward upto to a maximum of Rs 1000

All employees except the following would be eligible for the award
∗ HR members
∗ Owners/Directors
∗ Managers who will have a direct reporting relationship to the referral
∗ Managers on the interview panel or involved in the selection process

In case two employees refer the same candidate, the employee who sent the
resume first will only be eligible for the award. The other employee shall be notified by
e-mail that the resume already exists in the database and she/he is not eligible.
The candidate will be contacted directly if considered appropriate for the
position. We will however not be able to provide you or your referral with a status
update, and will also not be able to share information from the interview with the
referring employee.
If you and your referral are still employed with us, you will receive the award 3
months after your referral is hired. You will receive the award along with your salary
slip. If the referring employee leaves the firm before completing 3 months of
employment, then you shall not be eligible for the award.

 Reference checks
While applying, all employees need to furnish two professional and personal
references (other than their relatives). If any unsatisfactory responses are received, they
will constitute grounds for denial or termination of employment (if results of reference
checks are received after you join)
At the application stage, you would be asked to provide two personal and
professional references. At the final selection stage, HR will verify the references given
by you covering areas such as professional expertise, attitude to work, and integrity.
After successful verification, the final employment offer would be made to you.
 4. RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the research problem. It may

be understood as a science of studying how research is done scientifically.

4.1 Research Design

A Research Design is the arrangement of conditions for collection and analysis of

data in a manner the aims to combine relevance to the research purpose with economy in
procedure. The research design was quantitative in nature. The sample size was forty
respondents. The medium of research was through email. A detailed questionnaire was
made regarding different contract staffing services and the questionnaire was a structured
one. The questionnaire was then sent to all the forty clients for their response. A liker
scale was used to record the response of the clients wherein the scale started from
average, good, very good, to excellent.
The questionnaire was formed based on this scale and clients were supposed
to record their responses on this scale so that their level of satisfaction can be gauged.
The questionnaire also had a format of answering certain questions in yes or no.
4.2 Data Collection Techniques and Tools

The task of data collection begins after a research problem has been defined
and research design/ plan chalked out. While deciding about the methods of data
collection to be used for the study, the researcher should keep in mind two types of data
viz., Primary and Secondary.

The Primary data are those which are collected afresh and for the first time, and
thus happen to be original in character.
The Secondary data are those which have already been collected by someone
else and which have already been passed through the statistical process.

The methods of collecting Primary data are:

1. Observation Method

2. Interview Method

3. Through Questionnaire

4. Through Schedules

5. Warranty Cards

6. Distributors Audits

7. Pantry Audits
 8. Consumer Panels

9. Using Mechanical Device

10. Through Projective Techniques

11. Depth Interviews and

12. Content Analysis

The methods of collecting Secondary data are:

1. Reliability of Data

2. Suitability of Data

3. Adequacy of Data

The interview method of collecting data involves presentation of oral –

verbal stimuli and reply in terms of oral – verbal responses. This method can be used
through personal interviews and, if possible, through telephone interviews.

The data collection method used for this project is through Interview, and that
to be very precise a Telephone Interview.

The merits of Telephone Interview Method are:-

1. More information and that too in greater depth can be obtained.

2. It is more flexible in comparison to mailing method.

3. It is faster than other methods i.e., a quick way of obtained information.

4. It is cheaper than personal interviewing method; here the cost per response is
relatively low.

5. Recall is easy; callbacks are simple and economical.

6. There is a higher rate of response than what we have in mailing method; the non –

response is generally very low.

7. Replies can be recorded without causing embarrassment to respondents.

8. Interviewer can explain requirements more easily.

9. At times, access can be gained to respondents who otherwise cannot be contacted

for one reason or the other.

10. No field staff is required.

11. Representative and wide distribution of sample is possible.

12. There is greater flexibility under this method as the opportunity to restructure
questions is always there, especially in case of unstructured interviews.

13. Observation method can as well be applied to recording verbal answers to various
questions.
 14. Personal information can as well be obtained easily under this method.

15. The interviewer can usually control which person will answer the questions. This
is not possible in mailed questionnaire approach. If so desired, group discussions
may also be held.

16. The interviewer may catch the informant off – guard and thus may secure the
most spontaneous reactions than would be the case if mailed questionnaire is
used.

17. The language of the interview can be adapted to the ability or educational level of
the person interviewed and as such misinterpretations concerning questions can be
avoided.

18. The interviewer can collect supplementary information about the respondent’s
personal characteristics and environment which is often of great value in
interpreting results.

Some Demerits of Telephone Interview Method

1. Little time is given to respondents for considering answers; interview period is not
likely to exceed five minutes in most cases.

2. Surveys are restricted to respondents who have telephone facilities.

3. Extensive geographical coverage may get restricted by cost considerations.

4. It is not suitable for intensive surveys where comprehensive answers are required
to various questions.

5. Possibility of the bias of the interviewer is relatively more.

 6. Questions have to be short and to the point; probes are difficult to handle.

7. Interviewing at times may also introduce systematic errors.

A questionnaire was prepared by the researcher which contained basic

questions regarding the services of the companies. And the researcher called 5
competitors of Lobo Staffing to understand the services, these companies provide to their
Internal and External employees/client.

4.3: Sample Design:

A sample design is a definite plan for obtaining a sample from the sampling
frame. It refers to the technique or the procedure the researcher would adopt in selecting
some sampling units from which inference about the population is drawn.
4.4: Limitations

As the client companies were busy, many of them didn’t responded to the
questionnaire and as the survey was done through mails, most of the companies didn’t
replied as many of them were on leave or were busy with other meetings. It made the
survey suffer a little as the researcher was able to collect and analyze only fifteen
responses out of forty respondents

5. Data Analysis and Interpretation

The data, after collection, has to be processed and analyzed in accordance with the
outline laid down for the purpose at the time of developing the research plan. This is
essential for a scientific study and for ensuring that we have all relevant data for making
contemplated comparisons and analysis. The term analysis refers to the computation of
certain measures along with searching for patterns of relationship that exist among data-
groups. Thus, in the process of analysis, relationships or difference supporting or
conflicting with original or new hypotheses should be subjected to statistical tests of
significance to determine with what validity data can be said to indicate any conclusions.

Processing of data in this project is done in Tabulation.

Tabulation: -

When a mass of data has been assembled, it becomes necessary for the researcher to
arrange the same in some kind of concise and logical order. This procedure is referred to
as tabulation. Thus, tabulation is the process of summarizing raw data and displaying the
same in compact form for further analysis. Tabulation is an orderly arrangement of data
in columns and rows.

Tabulation is essential because of the following reasons.

1. It conserves space and reduces explanatory and descriptive statement to a

minimum.

2. It facilitates the process of comparison.

3. It facilitates the summation of items and the detection of errors and

omissions.

4. It provides a basis for various statistical computations.

Tabulation can be done by hand or by mechanical or electronic devices. The choice

depends on the size and type of study, cost considerations, time pressures and the
availability of tabulating machines or computers. We may use mechanical or computer
tabulation if other factors are favorable and necessary facilities are available. Hand
tabulation is usually preferred in case of small inquires where the number of
 questionnaires is small and they are of relatively short length. Hand tabulation may be
done using the direct tally, the list and tally or the card sort and count method. When
there are simple codes, it is feasible to tally directly from the questionnaire.

Tabulation may also be classified as simple and complex tabulation. Simple tabulation
results in one – way tables which supply answers to questions about one characteristic of
data only. Complex tabulation usually results in two – way tables, three – way tables or
still higher order tables, also known as manifold tables, which supply information about
several interrelated characteristics of data. Two – way tables, three – way tables or
manifold tables are all examples of what is described as Cross tabulation.

The analyzing of Recruitment services of contract staffing company with LSS is done in
the chart given below.

COMPARISION CHART

Percentage of Percentage of Percentage of Percentage of

Sr No Questions Excellent Very Good Good Average

1 Comparison with Lss 4.35% 26.09% 47.83% 21.74%

2 Quality of Candidates 4.35% 13.04% 65.22% 17.39%
3 Turn Around Time 4.35% 39.13% 34.78% 21.74%
End to End
4
Recruitment 8.70% 34.78% 34.78% 21.74%
Long Term
5
Partnership 0.00% 43.48% 43.48% 13.04%
 Job Description
6
Understanding 4.35% 30.43% 47.83% 17.39%
Interpretation:-

Researcher have done the survey on permanent staffing for all the branches which are situated in
different places. Researcher had prepare a questionnaire for the same and send to all our existing
clients to get the feedback from them almost 100 clients were there to whom researcher had send the
questionnaire and out of that only 30 clients had responded to us.On the basis of their feedback I
have come to the conclusion that our services are good
compare to other competitors.

After doing the survey and studying the response carefully, I have come to the following
conclusions:-
1. After comparison with other Recruitment Firms it is found that the services
provided by LSS is good.
2. After analyzing the feedback from the client it is found that the candidates LSS
provide to their client is good.
3. LSS turn around time ( TAT) is very good compare to other Recruitment Firms.
4. LSS end to end recruitment process is good when compared to other recruitment
firms.
5. In maintaining the long term partnership with their clients, LSS stand as very
good, when compared to their competitors.
6. Job Description understanding and execution is good.
Following issues are come a cross while doing a research on recruitment services
provided by LSS:-
1. Grooming.
2. People leave half-way while in training.
3. Some do not turn up for certification.
4. Some executive do not go on their buddy days, etc.
 5. Not a very good experience over last few batches.

Pitching and flow chart analysis Feedback:-

Pitching is nothing but how you sale your organization to the front person, your
communication, your attitude towards your organization etc. professional who are
pitching to win business or a project for themselves or their organizations.
After studying and ob

Client Testimonials
These testimonials are given by some of the clients

Leading Telecom Company

“It feels great that your team members take such good care of the employees. I have
received feedback from many of our off-roll staff that your services like timely payment
of salary, disbursement of claims, are much better as compared to other agencies.”

Let me actually take this opportunity to thank you for all your co-operation for the last
three months in recruiting candidates. We have approximately received close to 100
candidates for our stores, which I think was a fantastic job.

Leading Petroleum Company

“Good development on the report & actions taken. I would like to really thank Lobo for
taking efforts in understanding our HSSE policy & requirements and trying their best to
help us out in the best possible way. Need to make this journey a 100% success by Dec
2008 by adhering to the processes set.”

"The salary got credited in time, thanks for your follow up.
Thanks for prompt response.”

Leading Manufacturing Company

“We have concluded our Hyderabad interviews and let me openly accept and appreciate
about superb support we got from LSS Hyderabad office. 9 out of 10 candidates came for
interview and short-listing was also nicely done before forwarding CVs to us.”

Chapter 6: Conclusions, Limitations and Suggestions

6.1 SUGGESTIONS & CONCLUSIONS

1. LSS Pvt Ltd can charge fees for making resumes for the candidates which will be
a new way to generate money.

2. LSS Pvt Ltd doesn’t check candidate’s criminal record which is essential in
ensuring the authenticity of the candidate, so there can be improvement here.

3. LSS Pvt Ltd should arrange get together and farewells for internal employees, so
as to motivate them for better performance.
 4. LSS Pvt Ltd should release Weekly/Monthly magazines so that the achievements
of the company get highlighted.

5. After studying the response and comparing them with our services the following
observations can be made which are enclosed in the Comparison chart.

6. LSS in general, has been doing well in terms of manpower supply as well as
staffing.

7. The recruitment cycle was slow before, has improved considerably now. The
process and quality can be improved and the time taken can be reduced.

8. To improve the quality of the recruitment team. The foremost thing is that, the
executives have to understand the clients requirement and then get into the
process of recruitment.

9. Permanent positions need to focus and use some more resources for junior
position which are in bulk numbers.

10. Recruitment is the backbone of any placement company, so our recruitment needs
to be improved to the level that it becomes excellent which is good now.

6.2 Limitations

As far as limitation is concerned it may mentioned here that time frame was a
major constraint particularly for the analysis as because studying and analyzing the
services needs a lot of time but the time constraint made the analysis suffered a bit.

Major efforts has been taken to analyze the limitations of the company, the
limitations can be understood by previewing the comparison chart.
 BIBLIOGRAPHY

During the project, the researcher had referred some books and websites which helped the

researcher to accomplish this project. These are mention below:

Books:

1. Human Resource Management

K. Ashawathappa

2. Strategic HRM
 P.K. Gupta
3. Personnel and Human Resource Management

P.Subba Rao
Journals:

Websites:

1. www.lobostaffing.com.

2. www.googlesearch.com.

ANNEXURE

Questionnaire

Feedback on Recruitment Services provided by Lobo Staffing

Solutions Pvt Ltd.

Note : - Please tick √ for your response for the below mentioned
questions.

Sr.No Questions Excellent V. Good Average

Good
1 Rate Lobo Staffing Solutions in comparison with
other recruitment firms in terms of Recruitment
services.
2 Rate the quality of the candidates provided by Lobo
Staffing Solutions as compared to other
consultancies?
3 How do you find our TAT (Turn around time) for
providing services?
4 Rate the end to end recruitment process handled by
our Employees i.e. From Sourcing till the Candidate's
Joining in your esteemed organization.
5 How do you rate us in maintaining the long term
partnership?
6 Rate us on JD understanding ability and executing the
same.