Professional Documents
Culture Documents
A
Project Report On
Submitted to
Rajarambapu Institute of Technology, Rajaramnagar
(An Autonomous Institute)
Submitted By
MISS. SNEHAL SHRIKANT SHINDE
(MBA – II, Roll No. - 1440002)
Through
Director
Rajarambapu Institute of Technology,
Rajaramnagar, (Sakharale), Dist. - Sangli
Academic Year
2014-2015
CERTIFICATE
Submitted By
MISS. SNEHAL SHRIKANT SHINDE
Through
Director
Rajarambapu Institute of Technology,
Rajaramnagar, (Sakharale), Dist. - Sangli
Date: -
Place: - Sakharale
H.O.D Director
Dept. of Mgt. Studies Rajarambapu Institute of Technology
CERTIFICATE
Submitted by
MISS. SNEHAL SHRIKANT SHINDE
Date: - / /
Place: - Sakharale
DECLARATION
Date: / /
Place: Rajaramnagar
Signature
Miss. Snehal Shrikant Shinde
(Research Student)
ACKNOWLEDGEMENT
Date: / /
Place: Rajaramnagar
EXECUTIVE SUMMARY
Personnel management has been a crucial task in almost all the organizations,
irrespective of the nature, size and other aspects. Planning for this manpower is an
important (crucial) aspect for the long-run organizational success. Some of the various
goals of Personnel Management Department in a firm are planning of manpower,
recruiting and selecting the right people for the firm, training them to perform
effectively, development of their skills and capabilities, planning the career for
employees, promoting, transferring and demoting them, managing the risk factors,
appraising the performance of and so on. Every objective has to be given special
attention. It also needs a well-planned approach and a proper implementation of the
decided plan.
It is a crucial task for every firm to have a right person to handle the right job and
Recruitment and Selection process satisfies this need. But the process has to be strategic
as shortage in the skills, capabilities and the increasing use of new and modern
technology are forcing to concentrate the employers on how they are carrying out the
recruiting, selecting and staffing functions of their employees.
Keeping all these aspects in mind, this project has been prepared to throw a light on the
process of recruitment at HR Remedy India.
The internship in the firm included the following aspects:
1. Tele-counselling for the Advance Corporate Practical Training program
provided by the firm for candidates seeking to have a successful career in HR.
2. Attracting maximum candidates for the training and development programme
and getting their admissions done.
3. Studying the internal recruitment process of the firm in depth.
4. Calling candidates through job portals and telling them about the job openings.
5. Lining up interviews for job openings.
6. Handling different job portals.
7. Job posting and advertisement posting on job portals and other sites.
8. Observing interviews conducted by the HR Manager.
9. Studying the overall working culture of the organization.
2. The data collected confidently cannot be stated to be error less due to bias of
the selected respondents.
1.8 Conclusion
Recruitment simply means searching for and inspiring prospective employees. The
different and varying behaviours of employees relatively have a significant effect
on different aspects related to the quality management practices. This shows that
the top managers have to concentrate their close attention to probable employees’
behaviour, attitude, knowledge, skills, talent, communication and other aspects.
They should also not confine their consideration to technical and innovative skills
of the prospective employees, their creativity, team spirit and readiness to adapt to
changing scenario. The various policies of recruitment of any organization are
decided according to the work nature and type of industry in which it functions. A
number of influencing aspects are available that have an impact on the recruitment
policy. These aspects lie in the internal as well as external form. So the HR manager
has to have proper strategies for effective recruitment of the firm.
The clients of the organization rely on their ability to identify the best suitable on
strongly qualified candidates for their job openings that will satisfy their requirements
to the fullest. The company spends time with every candidate in personal to recognize
their skills and goals and to better understand about their background and interests.
2.2 Team of HR Remedy India:
The firm is built up of 16 pillars who have come with intellect, energy, knowledge and
enthusiasm in them. The management then imbibes in them commitment as well as
passion towards their tasks and duties. It is the efforts from the entire team that has
helped the firm to achieve levels of excellence in both performance and services.
At present, the Director of the firm is Mr. Sachin Patel and the HR Manager is Ms.
Heena Shekhawat. The internal recruitment in handled by Ms. Heena and Mr. Sachin
takes care of the external recruitment provided by the firm. The training and
development department is managed by Ms. Sonam Jangam under the guidance of the
HR Manager.
Director
Mr. Sachin Patel
HR Manager
Heena Shekhawat
Harish
Trainee
while selecting an employee for an employer. The philosophy is such that it takes care
of the future potential problems along with the current requirements. There is a
3600approach while selling an employee to an employer as well as an employer to an
employee.
2.5 Services of HR Remedy India:
I. HR Consulting Services
HR process consulting is coming into view nowadays in all the sectors of
economy. It is a very effective and powerful method that helps the firms
enhance their recruitment process in terms of efficiency, curtail the meeting
times and the address conflict. With the consulting service, HR Remedy delivers
streamlined and excellent process designs to different companies with varying
scale and size. It provides this service to companies of all the sectors, especially
Insurance and Consultancy. This services have crossed the national boundaries
as well and reached the APAC region.
II. Recruitment Process Outsourcing
The task of finding the perfect talent, at the required time and expected location
has become difficult than always in the today’s changing global environment.
In this situation, a partner who can help the organizations and take the complete
responsibility with addition to bringing cost advantage is welcomed by all the
organizations. Recognizing this need of the market, HR Remedy has started
providing Recruitment service line all over India cutting across all the
industries. At present, it manages 40,000+ hires all over the country at 200
different locations. The firm is an expert in providing Just in time services for
manpower recruitment. The major domains where the firm provides these
services include FMCG, BFSI, Engineering, Pharmaceutical, Consultancy, IT
and Automobile.
III. Corporate Training Services
The firm provides different training services to the corporate along with the
manpower recruitment services. These services include:
1. Cross cultural communication and Business etiquettes
2. Executive business and social etiquette
3. Managing effectively
4. Managing for Success at work
1. Admin HR
It includes keeping records of employees, management of attendance and
leaves, MIS reports, etc.
2. Learning and Development
It includes the need analysis of training for employees, designing training
calendar and selecting the trainers for the training programme.
3. Core HR also includes Policy implementation, attrition and retention
management, implementation of new policies and change transformation.
Module III: Payroll
This module is completely dealing with the monetary aspects of the HR department
viz., calculation of salary, presentation of salary slips and so on. It also includes training
on different softwares used for payroll calculation and salary disbursement systems.
The module also consists of statutory compliances of the companies and different laws
of the government related to the HR department.
The course includes extra sessions on:
1. Communication skill development
2. Interview skill development
3. Corporate etiquettes
As a complement to the course, the firm provides placement assistance for three months
after the course is completed.
2.7 Competitors of HR Remedy India
In a city like Pune, strong competition is prevailing in all the sectors of the corporate.
HR Remedy India is also facing tremendous competition from other placement
consultancies and training institutes. Some of these competitors include:
2.7.1 Competitors for the placement services:
1. Pinnacle Consultancy, Baner
2. Enflexis Solution Pvt Ltd, Baner
3. Black Turtle, Baner
4. Genie Manpower Services, Baner
5. Milestone Jobs, Baner
6. Pathfinder Consultancy, Pashan
7. Hitech Placement Consultancy, Aundh Camp
8. Aces India, Dapodi
Manpower planning
Job description
Searching for
prospective candidates
Preliminary interview
Final interview
Select Reject
Salary discussion
Offer letter
Selection process
Medical tests
Placement
Orientation and
Induction
Job vacancies
Recruitment plan
1. Number
Searching Applicants’
Screen Potential hires
2. Type technique pool
s
To
selection
Strategy
Development
Sources: Where, Applicants Evaluation and
How, When? Population Control
Process of Recruitment
(Source: Essentials of Human Resource Management and Industrial Relations: P.
Subba Rao)
Sources of Recruitment
Internal External
I. Internal Sources
1. Promotion
Organizations consider the present employees in the firm for a higher job profile,
if any vacancy is available for the same. Promotion means an increase or hike in
the designation level, responsibilities, salary package, allowances, incentives and
other benefits.
2. Transfer
This source involves the vertical movement of the employee from one branch of
organization to another. It does not involve any change in the designation, pay-
scale, incentives or responsibilities.
3. Employee referrals
These candidates are referred and recommended by the present employees of the
organization. It helps the organization to get quality candidates as the employees
refer only those people who they feel will satisfy the needs of the business. The
company offers some incentives to the employees providing this source as the cost
of recruitment is reduced drastically due to their reference.
4. Job enlargement
This means to make a current employee work extra, i.e. an increase in her tasks to
be performed or a change in her job profile. It also includes an increment in the
pay and other allowances. This can be used only when the person has the
knowledge about the other job which is to be handed over to her.
E.g.: An employee is working for HR-Admin. There is a vacancy for Payroll
Executive in the same firm. Instead of hiring a new employee, the same working
for Admin is handed over with the Payroll job.
5. Job rotation
Job rotation means to make an employee work for different jobs on a cycle basis.
She/he will be shifted from one job to another as and when the need arises. It is
also helpful to the employee as she/he is able to get experience in different jobs
and enhance the performance for the both.
6. Re-employment of retired persons
Retired persons of the company have an experience as well as loyalty towards the
organization. Some companies prefer to re-hire these people as a token of their
loyalty or sometimes even to avoid inter-personal disputes for promotion. The re-
depend on them for securing highly specialized as well as executive level positions.
But there are some limitations to this source due to which many companies don’t
opt for it. These include a high cost expenditure, confidential nature of the function,
ineffectiveness in performance and no guarantee of satisfaction level.
5. Employment agency/Public Employment Exchange
This agency is similar to a management consultancy, just the difference being that
it functions only for government jobs. They are specially formed so that the
candidates can get all required information about the vacancies. According to the
rules and regulations of Employment Exchange Act, it is mandatory for all the
organizations both public and private in the country to occupy certain vacancies
through this type of source.
6. Newspaper ad or other print media ad
This is the oldest method of recruitment used by companies to post their
advertisements in newspapers or other print media to attract candidates. It is
generally used for government openings.
7. Free ad posting sites
This is a type of E-recruitment method wherein companies post their job openings
on websites of different companies free of cost. This is a very effective means
because prospects all throughout the globe can be targeted with no monetary
resources spent for the same. Some of the known free as posting sites are
Quikr.com, OLX.com, Click.in, Clickindia.in, Webmirchi.com, Zilap.com, Yet5,
etc.
8. Walk in interviews
There are some companies which are very busy or changing rapidly. It is very
difficult for them to find time for the different functions of recruitment. So they
announce walk-ins wherein the potential candidates can directly approach for the
interviews without any prior communication or application. The specific date, time
and place is decided by the company. The suitable candidates will then be selected
for further processes.
9. Social networking sites
There are many networking sites like LinkedIn and Facebook.com that are also
used for searching suitable candidates for job openings. Facebook is a means to
attract youngsters (freshers) by posting the jobs or creating different pages to
inform about vacancies. LinkedIn can be used more often to search for candidates
who are already working and having experience in particular domain.
10. Head hunting
Head hunting means searching a person for a senior position or a position for which
candidates are rarely available. It is a very difficult job as the company has to
convince a passive job seeker by offering higher pay-scale, extra benefits and
allowances and so on. The companies request professional firms to do this job and
find candidates for senior executive positions. The head hunters are commonly
known as search consultants. All head hunters are recruiters, but all recruiters are
not head hunters. The major sources of head hunting include LinkedIn,
Competitors’ research and analysis and grabbing an extra-ordinary talent out of
them, referrals, etc.
11. Body shopping
There are some professional and technical training firms that create a pool of
manpower in a way that they become eligible for possible employment. The
organizations wanting to hire people directly contact such training firms or the
firms contact the organizations to get the candidates placed. These are body
shoppers who professionally train people and this entire process is known as body
shopping. It is most probably done for computer professionals.
3.7 Uses of Recruitment sources
There are many sources available for recruitment, but employers use only those which
are suitable to them. This depends on the type of skills, talent and knowledge required
for the jobs as well the level of jobs available. The following diagram shows the different
sources of recruiting used as per the skills and levels.
d. Brand new employees have to be given training which costs a huge amount to
the firm and they also do not fully integrate even after the training programme.
e. Recruiting internally provides motivation to the employees and creates a
positive impact on their morale. The current employees will feel that the
company sees them as prospects for the progression and advancement and that
the firm is desiring to provide new career and growth opportunities to them.
2. Cons/Disadvantages
a. There generates narrowing of thinking and spread of stale ideas in the
company.
b. Internal politics will start prevailing in the organization due to the discontent
of rejected employees, special treatment expected by some employees and so
on.
c. There will be a small talent pool as fewer applicants or probable candidates
will be available.
d. It the company recruits internally, there arises a need to find replacement for
the old position which becomes vacant.
e. A ripple effect is created in the firm due to internal recruitments as vacancies
are generated one after the other.
II. External recruitment
The external recruitment for any firm has the following advantages and
disadvantages:
1. Pros/Advantages
a. It provides new ideas and fresh perspectives for the business.
b. It increases diversity in the workplace and allows rapid growth of the
organization.
c. The new recruit may bring new insights, knowledge, skills and experience from
the other companies, which will help them avoid mistakes in the prevailing
firm.
d. It initiates a turnaround for the business activities.
e. Hiring experienced people on the job will reduce the task of training them.
f. There will be less upsetting of present organizational hierarchy and so internal
politics can be avoided to an extent.
g. There will be availability of bigger talent pool as more applicants will be
present.
h. If the company has to make major changes in the functions and activities of the
business, the external recruits will be less reluctant for the same than the
internally recruited employees. This is so because they bring “fresh blood” into
a company and are happily ready to adapt to and facilitate the changes.
2. Cons/Disadvantages
a. The major disadvantage of external recruitment is expenditure of resources
like time, money and efforts on a large scale.
b. It takes a long time to find and train a brand new person in an organization.
c. It is very costly to advertise for external recruitment and it takes recruiters’ lot
of time if he has to sort out the CVs and conduct interviews.
d. A person from outside takes more time to adjust with the culture and processes
of the organization.
e. It destroys the incentive of present employees to try hard to get promoted.
f. It may sometimes hurt the morale of present employees and affect their
loyalty.
3.10 Job Portal:
A job portal, well known as career portal is a website which helps in the process of
recruitment by bringing in touch the employer and the employee. The job seekers can
post their resumes on these job portals and the employers can search for suitable
candidates for their jobs through these portals. The different job portals used at HR
Remedy India were:
1. Shine.com
2. Monster.com
3. TimesJobs.com
4. Recruiter.com
5. LinkedIn
Many candidates post their resumes and job expectations on these portals. When
companies are looking for candidates, they prefer to go through these portals to find out
who can be the prospects for their job vacancy. This is a cheaper source for employers
as compared to other sources and so many prefer to use it. It also provides the
expectations of candidates and so the company does not have to waste time in
interviewing them to understand the same.
Table no. 4.1: Type of recruitment in which employees of HR Remedy India are
engaged Statistics
Type of recruitment engaged
Valid 16
N
Missing 0
Mean 1.688
Std. Deviation .4787
Graph no. 4.1: Type of recruitment in which employees of HR Remedy India are
engaged
Interpretation: 68.8% employees are engaged in external recruitment and the rest are
engaged in internal recruitment. It can thus be interpreted that maximum employees of
the firm deal with external recruitment.
Interpretation: All the employees of the firm have a recruitment database with them.
Thus, the firm can provide their clients with suitable candidates in time. The recruitment
database improves their efficiency and saves time and other resources.
Table no. 4.3: Best internal source of recruitment as per the employees of HR
Remedy India
Statistics
Best internal source of recruitment
Valid 16
N
Missing 0
Mean 3.375
Std. Deviation 1.0247
Graph no. 4.3: Best internal source of recruitment as per the employees of HR
Remedy India
Interpretation: Out of 16, 7 employees say that employee referrals is the best internal
source or recruitment, 5 employees say that job enlargement is the best source, and the
remaining prefer job rotation, promotion and transfer respectively. Thus maximum
employees say that employee referral is the best internal source of recruitment followed
by job enlargement, job rotation, promotion and transfer.
Table no. 4.4: Best external source of recruitment according to the employees of
HR Remedy India
Statistics
Mean 4.500
Std. Deviation 2.7568
Graph no. 4.4: Best external source of recruitment according to the employees of
HR Remedy India
Table no. 4.5: Best job portal according to the employees of HR Remedy India
Statistics
Best job portal
Valid 16
N
Missing 0
Mean 2.313
Std. Deviation .8732
Graph no. 4.5: Best job portal according to the employees of HR Remedy India
Sr. No. Recent trends used in the firm No. of employees Percentage of response
1 Boolean search 0 0
2 Keyword search on job portal 16 100
3 Audio and Video resumes 0 0
4 Social networking sites 16 100
Creating own websites for resume
5 upload 16 100
6 Advanced search on LinkedIn 16 100
Boolean search 0
0% 50% 100%
Percentage of response
Interpretation: All the employees of the firm say that the recent trends used by them
are keyword search on job portals, social networking sites, creating own websites for
candidates to upload their resumes and advanced search on LinkedIn. Thus, all the
employees use the same recent trends and no one is taking initiative to use some other
trends.
Mean 2.000
Std. Deviation .0000
Interpretation: Keyword search on job portal gives maximum reliable results to 100%
employees of the firm. Thus it is seen that all the employees are satisfied with the
keyword search and thus using it on regular basis.
Table no. 4.9: Source giving maximum job responses to the employees of HR
Remedy India Statistics
Source giving maximum job
responses
Valid 16
N
Missing 0
Mean 1.375
Std. Deviation .5000
Graph no. 4.9: Source giving maximum job responses to the employees of HR
Remedy India
Statistics
Lead time for sourcing
Valid 16
N
Missing 0
Mean 2.125
Std. Deviation .3416
Interpretation: Maximum i.e. 87.5% employees of the firm say that a week to 15 days
is the lead time for sourcing for them and the remaining 12.5% say that for them it is
15 days to a month. It can thus be interpreted that maximum employees complete their
task of sourcing within 15 days, but some exceed it to a month which is quite a long
time.
Table no. 4.11: Tests used by employees of HR Remedy India for recruiting a
candidate Statistics
Tests used for recruitment
Valid 16
N
Missing 0
Mean 4.000
Std. Deviation .0000
Graph no. 4.11: Tests used by employees of HR Remedy India for recruiting a
candidate
Interpretation: All the 16 employees in the firm use only personal interview tests for
recruitment. Thus it is seen that the firm is using a test which can have personal bias
and so it is not very effective.
Table no. 4.12: Source used by employees of HR Remedy India to track candidates
Statistics
Source used for tracking
candidates
Valid 16
N
Missing 0
Interpretation: The source used for tracking candidates is MS Excel which is same for
all employees. It can thus be interpreted that the firm is using traditional means for
tracking candidates.
Table no. 4.13: Different recruitment processes used for different grade employees
Statistics
Different recruitment processes
used for different grade people
Valid 16
N
Missing 0
Graph no. 4.13: Different recruitment processes used for different grade
employees
Table no. 4.14: Percentage of candidates backing out after being offered job
Statistics
Valid 16
N
Missing 0
Graph no. 4.14: Percentage of candidates backing out after being offered job
Interpretation: According to the 50% employees of the firm, 10-20% candidates back
out after being offered job. 31.25% employees say that 20-30% candidates back out
12.5% employees say that more than 30% candidates back out and 6.25% employees
say that 5-10% candidates back out. Thus, it is interpreted that on an average 20%
candidates back out after being offered job.
Table no. 4.15: Percentage of employees leaving job within 1-3 months
Statistics
Employees leaving job within 1-3
months
Valid 16
N
Missing 0
Graph no. 4.15: Percentage of employees leaving job within 1-3 months
Interpretation: 81.25% employees say that 10-20% employees leave the jobs within
1-3 months and 6.25% say that less than 10% employees leave the job within 1-3
months. It can thus be seen that 10-20% employees leave job within 1-3 months.
Table no. 4.16: Percentage of employees leaving job within 3-6 months
Statistics
Employees leaving job within 3-6
months
Valid 16
N
Missing 0
Graph no. 4.16: Percentage of employees leaving job within 3-6 months
Interpretation: 75% employees of HR Remedy India say that 10-20% employees leave
job within 3-6 months and 6.25% employees say that more than 30% employees leave
job within 3-6 months. Employees are thus taking a short time experience and leaving
jobs within 3-6 months.
Table no. 4.17: Percentage of employees leaving job within 6-12 months
Statistics
Graph no. 4.17: Percentage of employees leaving job within 6-12 months
Interpretation: Maximum employees say that less than 10% employees leave job
within a period of 6-12 months. Thus, it is clear that as the employee spending more
than 6 months in a company slowly starts adopting to its culture and tries to stick to the
job.
Statistics
Technological support for
recruitment
Valid 16
N
Missing 0
Mean 3.000
Std. Deviation .0000
Table no. 4.19: Awareness of Video resume among the employees of the firm
Statistics
Awareness of video resume
Valid 16
N
Missing 0
Graph no. 4.19: Awareness of Video resume among the employees of the firm
Interpretation: 68.75% of the employees of the firm are aware of the video resume
and very few i.e. 31.25% are not aware of it. It is thus clear that maximum employees
are aware of video resume, but still the firm is not providing opportunity for the
employees to bring it in practice.
HYPOTHESIS TESTING
Null Hypothesis (H0): The tests used for recruitment are not highly correlated to
the period a candidate is able to sustain the job.
Alternate Hypothesis (H1): The tests used for recruitment are highly correlated to
the period a candidate is able to sustain the job.
Table no. 4.20: Hypothesis testing
Interpretation: It can thus be concluded that the tests used for recruitment and the
period for which employees sustain in the firm are highly correlated. The constraints
employees leaving job within 1-3 months and 3-6 months are positively correlated with
the tests used for recruitment and those leaving job within 6-12 months are slightly
negatively correlated. So it can be said that the tests used are not mapping the
expectations of the job and are not capable of finding the suitability of the candidate.
Hence because of this mismatch between the candidate and the job expectations, the
attrition rate is high.
7. All the employees of the firm say that the recent trends used by them are
keyword search on job portals, social networking sites, creating own websites
for candidates to upload their resumes and advanced search on LinkedIn.
8. Keyword search on job portal gives maximum reliable results to 100%
employees of the firm.
9. According to the employees, calling through job portals gives maximum
responses and some feel that mass mailing or bulk SMS give maximum job
responses.
10. Maximum i.e. 87.5% employees of the firm say that a week to 15 days is the
lead time for sourcing for them and the remaining 12.5% say that for them it is
15 days to a month.
11. All the 16 employees in the firm use only personal interview tests for
recruitment.
12. The source used for tracking candidates is MS Excel which is same for all
employees.
13. All the employees of HR Remedy India use different recruitment processes for
jobs of different grades.
14. According to the 50% employees of the firm, 10-20% candidates back out after
being offered job. 31.25% employees say that 20-30% candidates back out
12.5% employees say that more than 30% candidates back out and 6.25%
employees say that 5-10% candidates back out.
15. 81.25% employees say that 10-20% employees leave the jobs within 1-3 months
and 6.25% say that less than 10% employees leave the job within 1-3 months.
16. 75% employees of HR Remedy India say that 10-20% employees leave job
within 3-6 months and 6.25% employees say that more than 30% employees
leave job within 3-6 months.
17. Maximum employees say that less than 10% employees leave job within a
period of 6-12 months.
18. All the 16 employees in the firm take technological support of telephone and
online support.
19. 68.75% of the employees of the firm are aware of the video resume and very
few i.e. 31.25% are not aware of it.
20. According to almost all the employees of the firm, the whole process of
recruitment generates results in about a period of 15 days.
21. The external training and development program provided by the firm is not very
effective and so it requires huge promotion through tele-counselling.
5.3 Conclusions from the study:
The researcher completed the entire study and came to the understated conclusions
about the recruitment process adopted by HR Remedy India:
1. The company has engaged many employees in internal recruitment due to its
high attrition rate.
2. All the employees of the firm keep a recruitment database with them in order to
avoid any future uncertainties that may occur due to improper database.
3. According to the employees of HR Remedy India, employee referrals is the best
internal source of recruitment and the least preference is given to promotion and
transfer.
4. The employees of the firm have only focussed on consultancy and job portals
as external sources of recruitment.
5. Shine.com is the best job portal according to the employees of the firm as it
gives them maximum reliable results and is more user friendly.
6. As per the employees of the firm, experience is the prime competency
considered while recruiting a candidate.
7. All the employees are following each other and using the same trends in the
organization, which are slowly becoming common.
8. Keyword search on job portal is the most reliable as compared to the Boolean
search as per the employees of the firm.
9. The employees of the firm get maximum job responses through calling through
job portals and mass mailing or bulk SMS and very few from job posting and
direct approaches of candidates.
10. Some employees take a very long duration of a month for sourcing candidates
while rest complete it within 15 days.
11. Personal interview tests are used for recruitment by HR Remedy India which
can involve personal bias.
12. Traditional means for tracking candidates used by the firm can create hurdles in
its path to progress in today’s fast moving economy.
13. There are different recruitment processes followed for different grade people as
every candidate cannot be judged in the similar manner a fresher is judged.
14. On an average 20% candidates back out after being offered job, the reasons
being low package as compared to their skills and talent, 6 days working culture,
more than 8 hrs. per day working and better opportunities in other firms.
15. Newly joint employees leaving the job is not a good sign for the image of the
firm.
16. Employees leave jobs after working for 3-6 months due to uneven working
conditions or work pressure.
17. Employees spending more than 6 months in the firm either start developing
loyalty and determination towards their work adopting to the work culture or
want to somehow complete experience of a year in the firm to add value to their
resume.
18. HR Remedy India is making use of limited means of technology due to which
they may not be able to take competitive advantage.
19. Majority of employees are aware of the concept video resume, but don’t have
practical exposure to the same at their workplace.
20. The entire process of recruitment i.e. time taken for tests, personal interviews to
final selection generates results in about 15 days.
5.4 Suggestions for HR Remedy India from the study:
The recruitment process of HR Remedy India has some problems. To overcome
these problems, the researcher has suggested the firm with the following ways.
These will help the firm to manage the drawbacks to some extent.
1. HR Remedy India can rethink and redesign its recruitment process to retain its
employees. It can also provide internal training and on the job training so that
new candidates get acquainted with the activities of the firm.
2. The firm may also concentrate on job rotation, promotion and transfer as an
internal source of recruitment.
3. The employees of the firm can also focus on campus hiring, job fairs, free ad
posting sites and printed ads as a source of external recruitment.
4. HR Remedy India shall also try out for other job portals like Recruiter.com,
Naukri.com and others which they are not using widely.
5. The company may allow its employees use new trends in recruitment so that
they strongly sustain in the competitive market.
6. The company may concentrate on strategies which can make job posting a
powerful tool for getting job responses as it is cost effective as well as requires
less manpower efforts.
7. The employees taking a month to source candidates should try ways to minimize
their lead time.
8. The firm shall use tests like aptitude test, psychometric test, some technical
tests, etc. which can be more reliable for choosing talented candidates.
9. HR Remedy India may use Applicant Tracking System (ATS) for keeping a
track of candidates so that it is more efficient to manage.
10. The firm might try for some attractive workplace conditions and organizational
culture which will help them retain the newly selected and newly joint
candidates.
11. The firm may provide satisfying working culture to the employees as well as
help them for handling work pressure which will provide them with employee
retention.
12. The company may start using audio and video resume for screening of
candidates as they can provide more insight about the candidate.
13. The firm should bring in practice the concept of video resume and train the
employees regarding the same who are not aware of it.
14. HR Remedy India can change its protocol of keeping the first month’s salary as
a deposit with the company as it creates a negative feeling in the minds of
employees newly joining the company.
CONCLUSION
From this study it can be concluded that, recruitment process at HR Remedy India
needs regressive efforts. If not planned properly, it leads to wastage of resources for
both the employer as well as the candidates. The Manager and employees in HR
Remedy are satisfied with their recruitment process but the candidates are not, as it
is very lengthy. Another reason for dissatisfaction is the actual job not matching its
description. The internal recruitment should be more focused to achieve employee
retention in the organization. It has also been found that job portals are given the
most importance while searching for candidates for a job. The attrition rate is quiet
high due to long working hours of the company and 6 days working culture. The
working environment in the firm is also not warm or welcoming to the newly joint
employees. The firm thus has to focus a lot to retain its employees, attract new talent
towards them as well as using latest technology and systems in the firm.
BIBLIOGRAPHY
1. http://www.hrremedyindia.com/; June 08, 2015; 1202 Hrs.
2. http://www.ripublication.com/gjfm-spl/gjfmv6n8_06.pdf; August 15, 2015;
1225 Hrs.
3. http://businesscasestudies.co/cummins/using-effective-recruitment-to-retain-
competitive-advantage/the-importance-of-recruitmentand-
selection.html#axzz3irWUpTdl; August 15, 2015; 1227 Hrs.
4. P. Subba Rao; Essentials of Human Resource Management and Industrial
Relations; Himalaya Publishing House; Edition 5th - 2010
ANNEXURE: QUESTIONNAIRE
6. What is the prime competency you consider while recruiting a candidate? Rate each
competency on the scale of 1 to 9 according to the priority.
a. Communication skills
b. Aptitude
c. Logical and analytical skills
d. Technical knowledge
e. Consistency
f. Experience
g. Domain knowledge
h. Innovative ability
i. Resume presentation
8. Which of the following searches on job portals provide you reliable resumes?
a. Boolean search
b. Keyword search
11. Which of the following tests does HR Remedy India use for recruiting the
candidates?
a. Written or Aptitude test
b. Group Discussion
c. Personal Interview
d. Psychometric test
f. Any other, do specify the same
12. What do you use to track the source from where you get candidates?
a. Manual records
b. Special software (Name it)
c. Other online means
d. MS Excel
13. Do you prefer to use different process or techniques of recruitment for people
belonging to different grades?
a. Yes
b. No
14. On an average, how many candidates do not accept the offer of the job and back out?
a. 05 - 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
15. What is the percentage of candidates that leave the job within the period of 1- 3
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
16. What is the percentage of candidates that leave the job within the period of 3- 6
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
17. What is the percentage of candidates that leave the job within the period of 6-12
months?
a. Less than 10%
b. 10 – 20%
c. 20 – 30%
d. More than 30%
18. What type of technological help do you take which facilitates the process of
recruitment and makes it easier?
a. Telephonic interviews
b. Video conferencing
c. E-mail and other online support
d. Any other, please specify
20. How much time do you need to come to the final results of recruiting a candidate?
(Time required from the first contact with the candidate to the final selection or
rejection of the candidate)