DATA ANALYSIS & INTERPRETATION

The purpose of every research is to conduct a survey in order to validate the assumptions of the
study on the basis of the data collected. A respondent survey is conducted in the form of
structured questionnaire, which becomes the data for the study. This data is in raw form unless it
is analyzed and interpreted to present the main findings.
This chapter deals with statistical analysis and interpretation of the data collected
through research with the aid of structured questionnaire. Analysis refers to studying the data
collected in terms of statistical numbers and interpretation refers to understanding the implication
of the statistical finding.
The Researcher had collected data from the employees of ProAce InfoTech in Chennai to study
their recruitment and selection process. The results are represented with Tables and charts.

TABLE-1

DESIGNATION OF EMPLOYEES IN PRO ACE INFOTECH

DESIGNATION NO. OF RESPONDENTS PERCENTAGE (%)

Executive 7 43.75

Senior Executive 3 18.75

Business Analyst 2 12.5

Assistant Manager 2 12.5

Manager 2 12.5

Total 16 100
SOURCE: Through Primary data

INFERENCE

From the above information, 43.75% of the respondents are executive level, 18.75% of the
respondents are senior executive level, 12.5% of the respondents are business analyst, 12.5% of
the respondents are assistant manager level and around 12.5% of the respondents are manager
cadger.

CHART-1

DESIGNATION OF EMPLOYEES IN PRO ACE INFOTECH

35 35

30
25
25
20
20

15
10
10 10

TABLE-2

GENDER OF THE EMPLOYEES IN PRO ACE INFOTECH

 GENDER NO. OF RESPONDENTS PERCENTAGE (%)

Male 6 37.5

Female 10 62.5

Total 16 100

SOURCE: Through Primary data

INFERENCE:

From the above given information, 37.5 of employees are male, 62.5 are female.

gender

38%

63%

female male

CHART -2
 GENDER OF THE EMPLOYEES IN PRO ACE INFO TECH

TABLE -3

EMPLOYEES AGE GROUP IN PRO ACE INFOTECH

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

21-30 years 6 37.5

31-40 years 7 43.75

41-50 years 2 12.5

Above 50 1 6.25

Total 16 100

SOURCE:Through Primary data

INFERENCE:

From the above given information,37.5 of employees belongs to the age group of 21-30
years, 43.75of employees are 31-40 years, 12.5of employees are 41-50

CHART -3

EMPLOYEES AGE GROUP IN PRO ACE INFOTECH

Employes age group

6%
13%
38%

44%

21-30 31-40 41-50 above 50

 TABLE-4
Bbelow
EXPERIENCE OF EMPLOYEES IN PRO ACE INFOTECH

EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)

Below 3 years 6 37.5%

5 to 10 years 4 25%

10 to 15 years 5 31.25

Above 15 years 1 6.25

Total 16 100

SOURCE: Through Primary data

 INFERENCE

From the above information, 37.5% of the respondents says that they have below 3 years of
experience, 25% of the respondents says that they have 5 to 10 years of experience, 31.25% of
the respondents says that they have 10 to 15 years of experience and around 6.25% of the
respondents says that they have above 15 years of experience.

CHART-4

EXPERIENCE OF EMPLOYEES IN PRO ACE INFOTECH

employees experience
40.00% 38%
35.00%
31%
30.00%
25%
25.00%

20.00%

15.00%

10.00%
6%
5.00%

0.00%
below 3 years 5-10 years 10 -15 years above15 years

employees experience
 TABLE -5

THE RECRUITMENT SYSTEM IN PRO ACE INFOTECH

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 4 25

Satisfied 5 31.25

Neutral 4 25

Dissatisfied 1 6.25

Highly Dissatisfied 2 12.5

Total 16 100
SOURCE: Through Primary data

INFERENCE:

of the respondents satisfied with the recruitment system in Pro Ace InfoTech, 20% of
the respondents are highly satisfied, 10% of them are in a neutral stat

CHART -5

THE RECRUITMENT SYSTEM PRO ACE INFOTECH

 SATISFACTION OF EMPLOYEES
35% 31.50%
30%
25.00% 25.00%
25%
20%
15% 12.50%
10% 6.25%
5%
0%

SATISFACTION OF EMPLOYEES

TABLE -6

INTERVIEW PROCESS IN PROO ACE INFOTECH

 RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 12 75
No 4 25

Total 16 100

SOURCE: Through Primary data

INFERENCE:

85% of the respondents are agree with the interview process in Pro ace InfoTech and
around 15% of them dont agree with the interview process

CHART -6

INTERVIEW PROCESS IN PRO ACE INFOTECH

 INTERVIEW PROCESS
80% 75%

70%

60%

50%

40%

30% 25%

20%

10%

0%
YES NO

INTERVIEW PROCESS

TABLE -7

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

 RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 4 25
No 12 75
Total 16 100

SPECIFICATION IN RECRUITMENT

NO 75%

YES 25%

0% 10% 20% 30% 40% 50% 60% 70% 80%

SPECIFICATION IN RECRUITMENT
SOURCE: Through Primary data

INFERENCE:

86% of the respondents feels that the position objectives is defined clearly during the
recruitment process, and 14% of the respondents feels that it is not clearly defined.

CHART -7

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

TABLE -8

REVISION OF RECRUITMENT POLICY

 FREQUENCY OF NO. OF RESPONDENTS PERCENTAGE (%)
REVISION

Very often 2 12.5

Often 12 75

Sometimes 1 6.25

Only when need occurs 1 6.25

Total 16 100

SOURCE: Through Primary data

INFERENCE:

58% of the respondents says that recruitment policy are being evaluated and revised
only when need occurs,22% of the respondents says that recruitment policy are being evaluated
and revised only at sometimes, and 14% says it occurs often and remaining respondents says that
recruitment policy are evaluated and revised often to the statement.
 REVESION OF RECRUITMENT POLICY
80.00% 75%
70.00%
60.00%
50.00%
40.00%
30.00%
20.00% 13%
10.00% 6% 6%
0.00%

REVESION OF RECRUITMENT POLICY

CHART -8

REVISION OF RECRUITMENT POLICY

 TABLE -9

RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE

GOALS OF THE COMPANY

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 13 81.25
No 3 18.75
TOTAL 16 100

SOURCE: Through Primary data

INFERENCE:

81.25% of the respondents say that the companys recruitment policy is helpful in
achieving the goals of the company, whereas 18.75% of respondents says that it does not helpful
in companies recruitment policy in achieving their goals to the statement.

CHART -9
RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE
GOALS OF THE COMPANY

RECRUUITMENT POLICY

18.75

81.25

YES NO

TABLE -10
 SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED
VACANCY

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 6 37.5

Satisfied 7 43.75
Neutral 2 12.5
Dissatisfied 1 6.25
Highly Dissatisfied 0 0
Total 16 100

SOURCE: Through Primary data

INFERENCE:
 54% of the respondents highly satisfied with the job description given to the required
vacancy, and 35% of the respondents are satisfied and 10% of the respondents are neutrally
satisfied with the job description given to the required vacancy and remaining 1% of the
respondents are dissatisfied to the statement.

CHART -10

SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED

VACANCY
 TABLE -1

SATISFIED JOB DISCRIPTION

6%
13%
38%

44%

HIGHLY SATISFIED SATISFIED NEUTRAL

DISSATISFIED HIGHLY SATISFIED

OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF

RECRUITMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 2 12.5

 Satisfied 8 50

Neutral 3 18.75
Dissatisfied 2 12.5

Highly dissatisfied 1 6.25

Total 16 100

SOURCE: Through Primary data

INFERENCE:

22% of the respondent states that they are highly satisfied with the consultants involving
in the process of recruitment and 60% of the respondents are satisfied and 12% of the
respondents felt neutral and remaining 4% of the respondents are dissatisfied and however
around 2% of the respondents are highly dissatisfied with the consultants who are involved inthe
recruitment process.
 OPINION ABOUT CONSULTNCY
60.00%
50%
50.00%
40.00%
30.00%
19%
20.00% 13% 13%
10.00% 6%
0.00%

OPINION ABOUT CONSULTNCY

CHART -11

OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF

RECRUITMENT

TABLE -12
 PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

ROUNDS CONDUCTED NO. OF RESPONDENTS PERCENTAGE (%)

Written test 7 43.75

Technical Skill 4 25
Group Discussion 2 12.5
HR Round 3 18.75
Total 16 100

SOURCE:Through Primary data

INFERENCE

30% of the respondents gave priority to written test conducted, and 40% of the
respondents gave priority to Technical Skill, whereas 10% of the respondents gave priority to
Group Discussion round and around 20% of the respondents states that they gave priority to HR
Round to the statement.
 CHART -12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

PRIORITY GIVEN TO EACH ROUND

44%
45.00%
40.00%
35.00%
30.00% 25%
25.00%
20.00%
15.00% 19%
10.00% 13%
5.00%
0.00%

PRIORITY GIVEN TO EACH ROUND

 TABLE 13

RECRUITMENT OF MORE NUMBER OF CANDIDATES

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Sales 10 62.5
HR 2 12.5
Finance 2 12.5
Operations 2 12.5
Total 16 100

SOURCE: Through Primary data

INFERENCE

55% of the respondent states that the company recruit more candidates on sales, 10%
of the respondents says company recruit more candidates on Human Resource and whereas 15%
of the respondents says that company recruit more candidate on Finance department and
remaining 20% of them or chosen for operation department.
 CHART -13

RECRUITMENT OF MORE NUMBER OF CANDIDATES

NUMBER OF CANDIDATE
70.00%

60.00%

50.00%

40.00%

30.00%

20.00%

10.00%

0.00%
SALES HR FINANCE OPERATIONS

NUMBER OF CANDIDATE

TABLE -14
 MODE OF ENTRY INTO ORGANIZATION

MODE NO. OF RESPONDENTS PERCENTAGE (%)

Employee Referral 8 50
Campus Recruitment 4 25
Recruitment agencies 4 25
Others 0 0
Total 16 100

SOURCE:Through Primary data

INFERENCE

42% of the respondents are recruited through Employee Referral, 28% of the respondents
recruited through Campus Recruitment and remaining 30% of them are recruited through
Recruitment agencies to the statement.
 CHART -14

MODE OF ENTRY INTO ORGANIZATION

MODE OF ENTRY TO ORGANISATION

60%

50%
50%

40%

30%
25% 25%

20%

10%

0%
EMPLOYEE REFFRAL CAMPUS RECRUITMENT RECRUITMENT AGENCIES

MODE OF ENTRY TO ORGANISATION

 TABLE -15

OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF

RECRUITMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 7 43.75

Satisfied 4 25

Neutral 3 18.75
Dissatisfied 2 12.5

Highly Dissatisfied 0

Total 16 100

SOURCE: Through Primary data

INFERENCE

34% of the respondents are highly satisfied with the test conducted, 40% of the
respondents are satisfied with the selection test, 21% of them are in neutral and 3% of the
respondents are totally dissatisfied, and remaining 2% of the respondents are highly dissatisfied
with the selection test.

CHART -15

OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF

RECRUITMENT

OPINION ABOUT SELECTION

50.00%
45.00% 44%

40.00%
35.00%
30.00%
25%
25.00%
20.00% 19%

15.00% 13%
10.00%
5.00%
0.00%
HIGHLY SATISFFIED SATISFIED NEUTRAL DISSATISFIEED

OPINION ABOUT SELECTION

 TABLE -16

WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE OF

CANDIDATES

WEBSITES NO. OF RESPONDENTS PERCENTAGE (%)

Naukri 7 43.75%
Monster 8 50%

Times Job 1 6.25%

Shine 0 0

Total 16 100

SOURCE:Through Primary data

INFERENCE

42% of the respondents feels that the company is using Naukri for taking the reference
of candidate,31% of the respondents feels that the company is using Monster and whereas about
15% of them are taken through Times job and around 12% of them through shine.

CHART -16

WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE OF

CANDIDATES
 WEBSITES USED FOR REFRENCES OF CANDIDATES
60.00%

50%
50.00%
44%

40.00%

30.00%

20.00%

10.00% 6%

0.00%
NAUKRI MONSTER TIMES JOB

WEBSITES USED FOR REFRENCES OF CANDIDATES

TABLE -17

CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE

SCREENED OUT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Group Discussion 6 37.5

Aptitude 1 6.25
Technical Skill 2 12.5
 HR Round 7 43.75
Total 16 100

SOURCE: Through Primary data

INFERENCE

10% of the respondents say that most of the candidates are screened out through Group
discussion, 44% of the respondents says that most of the candidates are screened out through
Aptitude, 20% of the respondents says that most of the candidates are screened out through
Technical Round and whereas remaining 26% of the respondents are screened out through HR
Round.

CHART -17

CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE

SCREENED OUT
 CRITICAL ROUND
50.00%
45.00% 43.75%

40.00% 37.50%
35.00%
30.00%
25.00%
20.00%
15.00% 12.50%
10.00% 6.25%
5.00%
0.00%
GROUP DICUSSION APTTITUDE TECHNIQAL SKILL HR ROUND

CRITICAL ROUND

TABLE -18

SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES FOR

DIFFERENT POSITION

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Job Rotation 4 25
Consultancy 2 12.5
Advertisement 3 18.75
Employee Referral 3 18.75
Campus Interview 4 25
 Total 16 100

SOURCE: Through Primary data

INFERENCE

15% of the respondents states that through Job Rotation only the company can set the best
suitable candidates for different position, 25% of the respondents states that only through Consultancy the
company will get best suitable candidates for different position, 5% of the respondents says that only
through Advertisement the company gets the best suitable candidates for different position, and whereas
20% are through Employee Referral and around 35% of the respondents says that through Campus
Drive the company is getting most of the best suitable candidates.

CHART -18
SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES FOR
DIFFERENT POSITION

35 35
30
25
25
20 15 20

15
10
5
5
0
 TABLE -19

ORGANIZATION EXPECT FROM THE CANDIDATES DURING

RECRUITMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Experience 4 25
Skill & Knowledge 4 25
Attitude 4 25
Others 4 25
Total 16 100

SOURCE: Through Primary data

INFERENCE

34% of the respondents says that organization expects experienced candidates during
recruitment, almost 57% of the respondents says that organization expects Skill and
Knowledgeable candidate during recruitment, and remaining 15% of the respondents says that
the organization expects Attitude candidates during recruitment in the statement.
 CHART -19

ORGANIZATION EXPECT FROM THE CANDIDATES DURING

RECRUITMENT

60 57

50

40
34

30

20

15
10

0
Experience
Skill & Knowledge
Attitude 0
Others
 TABLE -20

RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly Satisfied 3 18.75

Satisfied 4 25
Neutral 2 12.5

Dissatisfied 3 18.75
Highly Dissatisfied 4 25
Total 16 100
SOURCE: Through Primary data

INFERENCE

28% of the respondents says that they highly satisfied with the transparency of
recruitment system , almost 52% of the respondents states they are satisfied with the
transparency of recruitment system all level, and 10% of the respondents are neutral and around
8% of the respondents are dissatisfied and whereas 2% of them are highly dissatisfied with the
transparency of recruitment system.

CHART -20

RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL

60

50

40

30 52

20
28

10
10 8
2
0
CHAPTER-4

FINDINGS
&
CONCLUSION

FINDINGS
 Majority of the respondents come under the category of 21-30. 62% of respondents were
male ,&38% were female.
70% of respondents are satisfied the recruitment system in Pro ace InfoTech.
85% of the respondents are satisfied with the interview method followed in the
organization.
86% of the respondents feels that the position of objectives is defined clearly during the
recruitment process
58% of the respondents felt that recruitment policy is being evaluated and revised only
when need occurs.
60% of the respondent is satisfied with the consultants involving in the recruitment
process.
55% of the respondents agree that they recruit more candidates on Sales department.
40% of the respondents are satisfied with the selection test conducted on the basis of
recruitment.
Majority of the recruiters agree with recruiters being knowledgeable and experienced
personnel.
54% of respondents are highly satisfied with the job description provided for the vacancy.
42% of the respondents feel that the company is using naukri mostly for collecting the
reference of candidates.
Majority of respondents opinion was good regarding recruitment and selection process
followed in the organization.
Majority of respondents are satisfied with the preference given to the employees by
considering their reference in recruitment process.
Majority of the respondents agree that the recruitment system is transparent at all level.

SUGGESTIONS
 The company needs to recruit high quality staff with the right skills on the appropriate
contracts to deliver the key objective of the position and organization.
Employee feedback after placement will increase his/ her morale.
Employee should be given enough time to reflect and plan improvements.
The company must choose a recruiting approach that produce the best pool of candidates
quickly and cost effectively.
The company can focus on minimizing the percentage of non- joining candidates after the
recruitment process.
To keep an update of the man power required in the sales department a summary sheet and
via tracker of sales employees in each zone was created.
To enable an easy raise of MRF and to cut down the time consumed in getting one done a
power point presentation was prepared which was provided with a demo of the process to be
followed.
It is important for the organization to know exactly what they have to offer potential
employee, than highlight their best features when recruiting candidates.
As and when the resumes were received a primary screening of it is to be done and a tracker
should be updated which had all the fields that was required for evaluation and easy
identification of the candidates suitable for various fields.
The technical problems of onboarding should be informed to the IT department .
The new joiners were given quick books and instruction manuals to guide them with
onboarding process.
The company can recruit more candidates in CSD for smooth functioning of the organization.
 CONCLUSION

Recruitment is essential to effective Human Resource Management. It is the heart of the

whole HR systems in the organization. The effectiveness of many other HR activities, such as
selection and training depends largely on the quality of new employees attracted through the
recruitment process.
The study has been conducted only for the recruitment of level 1 and level 2 classes of
employees. Policies should always be reviewed as these are affected by the changing
environment. Management should get specific training on the process of recruitment to increase
their awareness on the danger of wrong placements.
HR practitioners should be on the guard against all the malpractices and advocate for
professional approach throughout the system. The HR should indicate disagreement in the event
that biasing towards certain candidates is creeping in and point out the repercussion that may
follow in terms of performance and motivation.
Finally, better recruitment and selection strategies result in improved organizational
outcomes. The more effectively organizations recruit and select candidates, the more likely they
are to hire and retain satisfied employees. In addition, the effectiveness of the organizations
selection system can influence bottom-line business outcomes, such as productivity and financial
performance. Hence, investing in the development of a comprehensive and valid selection
system is money well spent.