CHAPTER I

INTRODUCTION 1.1Introduction To The Study The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind.

Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term Recruitment for employment.

These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would give clear cut idea about the function of recruitment

RECRUITMENT- DEFINITION Recruitment is defined as the process of searching prospective workers and stimulating them to apply for jobs in the organization. It is a prospecting job where organizations make search for prospective employees. However in practice employees too seek out organizations just as organizations seek out for prospective employees.

Recruiting is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted, to acquire new skills, and to permit organizational growth. Recruiting is an even more important activity when unemployment rates are low and economic growth is strong, as firms compete to attract the qualified employees they need to succeed.

When a vacancy occurs and the recruiter receives authorization to fill it, the next step is a careful examination of the job and an enumeration of the skills, abilities, and experience needed to perform the job successfully. Existing job analysis documents can be very helpful in this regard. In addition, the recruitment planner must consider other aspects of the job environment-for example, the supervisor's management style, the opportunities for advancement, pay, and geographic location-in deciding what type of candidate to search for and what search methods to use. After carefully planning the recruiting effort, the recruiter uses one or more methods to produce a pool of potentially qualified candidates

A firm can generate candidates internally, from among its present employees who desire promotion or transfer, or externally, from the labor market. The organization then screens the candidates, evaluates some of them more thoroughly, and offers the best the position. Throughout the recruitment process, the organization attempts to "sell" itself to the more promising candidates-that is, to convince them that the organization is a good place to work and that it offers what they want in the way of both tangible and intangible rewards.

Candidates searching for an employer go through a parallel set of activities first acquiring occupational skills and experience, next searching for job openings through a variety of methods; and then applying for jobs that appear to be a suitable match for their qualifications. As the process continues, applicants attempt to "sell" organizations on their abilities while at the same time collecting information that allows them to evaluate companies and jobs. Eventually, they decide to accept or reject job offers.

1.2COMPANY PROFILE
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365Media Inc is a US company headquartered in San Mateo, California with offices in Europe and India. Founded in 1999, the company specializes in advanced information services and solutions, and works for many of the world's largest publishing organizations. The company's Software Division, marketed under the Firestarter Software brand, provides custom and platform application development focused on creating applications that support business communities focused around buyer-seller interaction

365Media provides two main types of service - project-based outsourcing services focused on knowledge generation, collection and information conversion, and technology-led information discovery solutions aimed at providing customers with real-time information services. 365Media deploys a hybrid approach to ensure that accuracy and quality remain at a constant high, while concurrently investing heavily in technology R&D and process development to open up new opportunities and deliver higher value 365 Media is a technology company specializing in the mining, collection, processing and delivery of dynamic information. As well as providing outsourced knowledge and technology services for some of the world's leading publishers, the company offers online applications that monitor and convert web-sourced business information and social media content into actionable intelligence in real-time.

Specialties
 Real-Time Information  Business Data  Research Services  Information Tracking  Social Media Listening  Media Monitoring  Data Conversion

1.3INDUSTRY PROFILE
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365 Media provides information solutions including data updating, data appending services, media monitoring, social media monitoring, social media listening and all types of information conversion services

ABOUT 365 MEDIA  365 MEDIA was founded in the year 1999 in san mateo california  We entered the information services business in 2003  Launched india operations in coimbatore in june 2005  Opened with 10 staff ,5 processes and 1 customer  Now 250+staff,55 processes and 20+ customers

BENIFITS:  5 DAY week giving ample of time for personal work.  Free cafeteria facility in campus .  Convinient location in the heart of the city  Excellent growth potential.  Spacious work place  Conductive work environment  Recreation facility in office& frequent participation in corporate sport activites.  An exposure to the sun rise industry of real time information managemeny  Platform to develop skills in technical, managerial & soft skills  Career progression based on performance.

LIFE AT 365 MEDIA:  365 media focuses on both the personal and professional growth of the employee
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 A varety of roles and projects with different degrees of responsibility and authority foster the complete development of employees  Every employees has the freedom to define his or her careers path in a work culture that supports initiative and drive.  The enviornment is open ,non hierarchiacal and result oriented  Responsiblities levels straddle organizational boundaries and everyone has access to domain and technology experts around the globe .  At 365 Media, we aim to deliver the highest level of customer service regular workshops and training programms are targeted at improving service skills therby influencing our customer satisfaction scores.

365MEDIA COMMITEMENT TO ITS EMPLOYEES :  Transperent and relaxed work environment  Training we encorage skills &knowledge  Mentorship programs  Customer centricity  Transparency  Results-driven  Pro activeness  Flexibility

PROFESSIONAL AGREEMENT COMMITTED TOGETHER.

SKILL
On job process training Skill enhancement Behavioral training

KNOWLEDGE

ATTITUDE

FOR PUBLISHERS
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365Media has been providing information services and solutions to professional business and reference publishers for over 10 years. This means we have a deeprooted understanding of the challenges facing our customers, and are constantly looking for ways to provide new opportunities and value to our customers. 365Media is a rich data specialist. Our technology and services are geared towards complex and rich data discovery, sourcing, collecting, processing, storing and delivering. We maintain and update millions of company, executive and other data information for our clients each year, guaranteeing high levels of accuracy while driving down maintenance costs by using advanced, proprietary technology where possible.

If you publish or provide any form of data to your target audience, 365Media can help drive costs down and bring new, dynamic information services to your customers.

REAL TIME MEDIA

Monitoring and tracking companies, executives, products and other business events in real-time

365 Media has developed a proprietary technology system that analyzes and understands content, and converts found events that are described and embedded in unstructured content on the web into actionable data, in real-time.

UPTIME is an online application that enables users to track and monitor companies, executives, products, financials, merger events and other business activities. It identifies events described in press releases, articles and other web pages that relate to changes to a subject, and then converts and writes the proposed change into data providing the user with the option to review the change or directly feed the change to a customer channel.

Major publishers and list owners use UPTIME to maintain the accuracy of
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large business lists, while sales and marketing departments use the system to track customers and prospects in case of important changes.

UPTIME solves the problem of data going out-of-date and makes it easy for data owners to maintain a constant watch on important changes. Millions of subject records are already monitored by UPTIME. Real-time data updating 365Medias Real-time system is an online tracking and conversion system that identifies events in unstructured web content and converts those events into data changes in a subject database. The system works by tracking and processing hundreds of thousands of websites and feeds daily, deploying 365Medias EMAC system to understand and match events described in content to subjects held in a fielded database. Events such as management changes, mergers and acquisitions, product launches and customer announcements are tracked and converted into data, then written to the subject database. Researchers check and validate changes based on a statistically controlled workflow, ensuring the right level of accuracy is maintained at all times.

All of this happens in real-time. Therefore, data owners who need to maintain the accuracy of a business database can plug this service into their database and feed ongoing data appends into the core database.

Real-time data updating can be deployed as a complete data maintenance strategy for business databases, or can form a key part of a larger accuracy maintenance strategy that can include proactive research teams.

What is EMAC?
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EMAC stands for Entity Matching and Conversion. This is 365Medias roprietary information processing engine designed to track, analyze and convert information from unstructured sources to fielded form. The system has three main components:
 Tracking - our information collection system monitors and processes millions of web

feeds and sites.

 Analysis - this core component of the system deploys our proprietary semantic indexing

system with a highly developed custom ontology.

 Conversion - this hybrid module enables conversion of identified events into fielded data

365Media builds custom and standard reporting and delivery applications on top of the core EMAC engine to serve specific markets, customer or project needs. Media Monitoring Applications to track live market activity in data

365 Media is an expert in real-time data discovery and delivery. At the simpler end of the data discovery spectrum is data aggregation and monitoring and 365 Media has an advanced range of tools and services in this area.

For example, the company has developed online applications in specific market sectors that enable price monitoring and tracking for very niche markets, in some cases using 100% data extracted from multiple web sources, and in some cases mixing this data with primary-researched data. 365 Media also provides tools to monitor specific web sites for changes a large part of the companys monitoring work is monitoring large online directories and databases for changes, or monitoring specific corporate websites for changes. 365 Media monitors every posting on every stock exchange in the world, and in many cases converts that content to data and delivers to its clients within moments of its appearance.

INFORMATION SERVICES

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Project-based content and research services from expert teams using advanced technology and processes

365 Media has been providing outsourced content, research and editorial services for over 10 years to some of the worlds leading information companies. Whatever your needs in content collection and management, 365 Media has the expert services to meet those needs. The companys teams of content collection experts are organized around specific projects, which enables to develop domain knowledge and understanding that brings added value to the work.

365 Media operates a scalable in-house call center, handling outbound primary research activities. The company also has an extensive research operation where processes are designed to optimize the content generation, collection and delivery.

Project specialties include:

 Data research  Primary surveys  Calling campaigns  Data entry and conversion  Content development  Writing and analysis projects  Designing hybrid projects to suit specific needs

Underlying all of the companys research activities is a robust technology system with tools and applications to improve content collection and delivery

Information Conversion 365 Medias history as a technology company and its ten-year experience in dealing with thousands of client databases has enabled it to develop significant expertise and systems in
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information conversion. Legacy system issues and the need for media neutrality in information delivery have meant that the issue of information conversion has been a high priority for many data and content owners over the past few years.

365 Medias expert technology is backed up by hundreds of expert eyes of

trained researchers

and quality analysts. This means a service that can convert anything to anything, with results of the highest quality possible. 365 Media is also a leader in intelligent OCR a combination of intelligent ontology-based language systems wrapped around an OCR system to intelligently convert images to text. The advantage of intelligently applying artificial intelligence and natural language processing to information conversion projects reduces cost while allowing for scale and growth RESEARCH CAMPAIGNS

365Media offers a scalable, expert team of researchers and survey professionals able to conduct global updating and research campaigns. It's teams have conducted market survey campaigns of all sizes and levels of complexity, combining direct telephone interaction and sophisticated research, analysis and reporting. Combining automated intelligence gathering techniques to supplement primary research, enables project teams to devise a methodology for any project that optimizes the tools and expertise available to produce the best possible result.

365Media's Information Services division can conduct ongoing year-round research and update campaigns, or project-based work.

1.4 Review of Literature

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Recruitment forms the first stage in the process, which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organization vacancies. In other words, it is a linking activity bringing together those with jobs and those seeking jobs. Companies are now looking out for new ways of giving themselves a competitive advantage. New product, new image& new marketing idea are some of the ways this can be achieved but enlightened and successful companies look towards their people to provide the leading edge. Herein lies the important of recruitment and staffing- getting the right people for right job

CHAPTER-II
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METHODOLOGY 2.1 OBJECTIVES

PRIMARY OBJECTIVES

 To study the Recruitment And Selection process at 365media Pvt Ltd.  To find the standard procedure in Recruiting and Selecting.  To formulate a matching format for the applicant while facing interview.  To find out the difficulties faced in Recruiting and Selecting process.  To make a clarification in Job description and Job specification

SECONDARY OBJECTIVES

 To study the recruitment and selection of 365 media pvt ltd  Top study the different sources of recruitment and selection techniques adopted in the company.  To study the most preferred source through which candidates are successfully selected.  To study the critical round where most of the candidates are screened out.  To suggest measures to improve the effectiveness of recruitment

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2.2 PURPOSES AND IMPORTANCE OF RECRUITMENT The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to:

 Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities.  Increase the pool of job candidates at minimum cost.  Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants.  Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.  Begin identifying and preparing potential job applicants who will be appropriate candidates.  Induct outsiders with a new perspective to lead the company.  Infuse fresh blood at all levels of the organization.  Develop an organizational culture that attracts competent people to the company.  Search or head hunt/head pouch people whose skills fit the companys values.  Devise methodologies for assessing psychological traits.  Search for talent globally and not just within the company.  Design entry pay that competes on quality but not on quantum.  Anticipate and find people for positions that do not exist yet.  Increase organizational and individual effectiveness in the short term and long term.  Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

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FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS

 Recruiting policy  Temporary and part-time employees  Recruitment of local citizens  Engagement of the company in HRP  Companys size  Cost of recruitment  Companys growth and expansion

2) EXTERNAL FACTORS

 Supply and Demand factors  Unemployment Rate  Labour-market conditions  Political and legal considerations  Social factors  Economic factors  Technological factors

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RECRUITMENT POLICY

Recruitment policy of any organization is derived from the personnel policy of the same organization. In other words the former is a part of the latter. However, recruitment policy by itself should take into consideration the governments reservation policy, policy regarding sons of soil, etc., personnel policies of other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women, etc. Recruitment policy should commit itself to the organisations personnel policy like enriching the organisations human resources or servicing the community by absorbing the retrenched or laid-off employees or casual/temporary employees or dependents of present/former employees, etc.

The following factors should be taken into consideration in formulating recruitment policy. They are: Government policies  Personnel policies of other competing organizations  Organisations personnel policies  Recruitment sources  Recruitment needs  Recruitment cost  Selection criteria and preference

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SOURCES OF RECRUITMENT The sources of recruitment may be broadly divided into two categories: internal sources and external sources. Both have their own merits and demerits. Lets examine these.

Internal Sources:-

Persons who are already working in an organization constitute the internal sources. Retrenched employees, retired employees, dependents of deceased employees may also constitute the internal sources. Whenever any vacancy arises, someone from within the

organization is upgraded, transferred, promoted or even demoted.

External Sources External sources lie outside an organization. Here the organization can have the

services of : (a) Employees working in other organizations; (b) Jobs aspirants registered with employment exchanges; (c) Students from reputed educational institutions; (d) Candidates referred by unions, friends, relatives and existing employees; (e) Candidates forwarded by search firms and contractors; (f) Candidates responding to the advertisements, issued by the organization; and (g) Unsolicited applications/ walk-ins.

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Merits and Demerits of Recruiting people from Within

Merits

Demerits

1) Economical: The cost of recruiting internal candidates is minimal. No expenses are incurred on advertising.

1)

Limited Choice: The organization is forced to select candidates from a limited pool. It may have to sacrifice quality and settle down for less qualified candidates.

2) Suitable: The organization can pick the 2) Inbreeding: It discourages entry for right candidates having the requisite talented people, available outside an skills. The candidate can choose a right organization. Existing employees may vacancy where their talents can be fully fail to behave in innovative ways and utilized. inject necessary dynamism to enterprise activities. 3) Reliable: The organization has the knowledge about suitability of a candidate for a position. Known devils are better than unknown angels!

3)

Inefficiency: Promotions based on length of service rather than merit, may prove to be a blessing for inefficient candidate. They do not work hard and prove their worth.

4) Satisfying: A policy of preferring people from within offers regular promotional avenues for employees. It motivates them to work hard and earn promotions. They will work with loyalty commitment and enthusiasm.

4)

Bone of contention: Recruitment from within may lead to infighting among employees aspiring for limited, higher level positions in an organization. As years roll by, the race for premium positions may end up in a bitter race.

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The merits and demerits of recruiting candidates from outside an organization may be stated thus:

Merits and Demerits of External sources of Recruitment Merits Demerits

Wide Choice: The organization has the freedom Expenses: Hiring costs could go up to select candidates from a large pool. Persons with requisite qualifications could be picked up. substantially. Tapping multifarious sources of recruitment is not an easy task either.

Infection of fresh blood: People with special Time consuming: It takes time to advertise, skills and knowledge could be hired to stir up the screen, to test and test and to select suitable existing employees and pave the way for innovative ways of working. employees. Where suitable ones are not available, the process has to be repeated.

Motivational force: It helps in motivating De-motivating: Existing employees who internal employees to work hard and compete with have put in considerable service may resist external candidates while seeking career growth. the process of filling up vacancies from

Such a competitive atmosphere would help an outside. The feeling that their services have employee to work to the best of his abilities. not been recognized by the organization, forces then to work with less enthusiasm and motivation. Long term benefits: Talented people could join the ranks, new ideas could find meaningful expression, a competitive atmosphere would compel people to give out their best and earn rewards, etc. Uncertainty: There is no guarantee that the organization, ultimately will be able to hire the services of suitable candidates. It may end up hiring someone who does not fit and who may not be able to adjust in the new setup.

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METHODS OF RECRUITMENT The following are the most commonly used methods of recruiting people. INTERNAL METHODS: 1.Promotions and Transfers

This is a method of filling vacancies from within through transfers and promotions.

A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc., but not necessarily salary. Promotion, on the other hand, involves movement of employee from a lower level position to a higher level position accompanied by (usually) changes in duties, responsibilities, status and value. Organisations generally prepare badly lists or a central pool of persons from which vacancies can be filled for manual jobs. Such persons are usually passed on to various departments, depending on internal requirements. If a person remains on such rolls for 240 days or more, he gets the status of a permanent employee as per the Industrial Disputes Act and is therefore entitled to all relevant benefits, including provident fund, gratuity, retrenchment compensation.

2.Job Posting Job posting is another way of hiring people from within. In this method, the organisation publicises job opening on bulletin boards, electronic method and similar outlets. One of the important advantages of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company to look for growth opportunities within the company without looking for greener pastures outside.

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3.Employee Referrals

Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that it takes one to know one. Employees working in the organization, in this case, are encouraged to recommend the names of their friends, working in other organizations for a possible vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly competitive Information Technology industry nowadays. Companies offer rich rewards also to employees whose recommendations are accepted after the routine screening and examining process is over and job offers extended to the suggested candidates. As a goodwill gestures, companies also consider the names recommended by unions from time to time.

External (direct) Methods Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and their placement centres. Here the recruiters visit reputed educational institutions such as IITs, IIMs, colleges and universities with a view to pick up job aspirants having requisite technical or professional skills. Job seekers are provided information about the jobs and the recruiters, in turn, get a snapshot of job seekers through constant interchange of information with respective institutions. A preliminary screening is done within the campus and the short listed students are then subjected to the remainder of the selection process. In view of the growing demand for young managers, most reputed organizations (such as Hindustan Lever Ltd., Proctor & Cable, Citibank, State Bank of India, Tata and Birla group companies) visit IIMs and IITs regularly and even sponsor certain popular campus activities with a view to earn goodwill in the job market. Advantages of this method include: the placement centre helps locate applicants and provides resumes to organizations; applicants can be prescreened; applicants will not have to be lured
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away from a current job and lower salary expectations. On the negative front, campus recruiting means hiring people with little or no work experience. The organizations will have to offer some kind of training to the applicants, almost immediately after hiring. It demands careful advance planning, looking into the placement weeks of various institutions in different parts of the country. Further, campus recruiting can be costly for organizations situated in another city (airfare, boarding and lodging expenses of recruiters, site visit of applicants if allowed, etc.). If campus recruitment is used, steps should be taken by human resource department to ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the organizations and understand and employ effective interviewing skills.

Indirect methods:Advertisements:These include advertisements in newspapers; trade, professional and technical journals; radio and television; etc. in recent times, this medium has become just as colourful, lively and imaginative as consumer advertising. The ads generally give a brief outline of the job responsibilities, compensation package, prospects in organizations, etc. this method is appropriate when (a) the organization intends to reach a large target group and (b) the organizations wants a fairly good number of talented people who are geographically spread out. To apply for advertised vacancies lets briefly examine the wide variety of alternatives available to a company - as far as ads are concerned: y Newspaper Ads: Here it is easy to place job ads without much of a lead time. It has flexibility in terms of information and can conveniently target a specific geographic location. On the negative side, newspaper ads tend to attract only those who are actively seeking employment at that point of time, while some of the best candidates who are well paid and challenged by their current jobs may not be aware of such openings. As a result, the company may be bombarded with applications from a large number of candidates who are marginally qualified for the job adding to its
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administrative burden. To maintain secrecy for various reasons (avoiding the rush, sending signals to competitors, cutting down expenses involved in responding to any individual who applies, etc.), large companies with a national reputation may also go in for blind-box ads in newspapers, especially for filling lower level positions. In a blind-box ad there is no identification of the advertising organization. Job aspirants are asked to respond to a post office box number or to an employment firm that is acting as an agent between the job seekers and the organization.

Television and radio ads: These ads are more likely to each individual who are not actively seeking employment; they are more likely to stand out distinctly, they help the organization to target the audience more selectively and they offer considerable scope for designing ads creatively. However, these ads are expensive. Also,

because the television or radio is simply seen or heard, potential candidates may have a tough time remembering the details, making application difficult.

Third Party Methods

Private Employment Search Firms:-

As search firm is a private employment agency that maintains computerized lists of qualified applicants and supplies these to employers willing to hire people from the list for a fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SB Billimoria, KPMG; Ferguson Associates offers specialized employment-related services to corporate houses for a fee, especially for top and middle level executive vacancies. AT the lower end, a number of search firms operate providing multifarious services to both recruiters and the recruitees.

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Unsolicited Applicants / Walk-ins:Companies generally receive unsolicited applications from job seekers at various points of time; the number of such applications depends on economic conditions, the image of the company and the job seekers perception of the types of jobs that might be available etc. Such applications are generally kept in a data bank and whenever a suitable vacancy arises, the company would intimate the candidates to apply through a formal channel. One important problem with this method is that job seekers generally apply to number of organizations and when they are actually required by the organizations, either they are already employed in other organizations or are not simply interested in the position.

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SELECTION

Introduction The size of the labour market, the image of the company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for selection. Definition To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Purpose The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employees work. Any mismatched in this regard can cost an organisation a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate hot news and juicy bits of negative information about the company, causing incalculable harm to the company in the long run. Effective election, therefore, demands constant monitoring of the fit between people the job.

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2.3The Process Of Selection Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next one. The time and emphasis place on each step will definitely vary from one organisation to another and indeed, from job to job within the same organisation. The sequence of steps may also vary from job to job and organisation to organisation. For example some organisations may give more importance to testing while others give more emphasis to interviews and reference checks. Similarly a single brief selection interview might be enough for applicants for lower level positions, while applicants for managerial jobs might be interviewed by a number of people.

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Reception A company is known by the people it employs. In order to attract people with talents, skills and experience a company has to create a favourable impression on the applicants right from the stage of reception. Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. Employment possibilities must be presented honestly and clearly. If no jobs are available at that point of time, the applicant may be asked to call back the personnel department after some time.

Screening Interview A preliminary interview is generally planned by large organisations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection. A junior executive from the Personnel Department may elicit responses from the applicants on important items determining the suitability of an applicant for a job such as age, education, experience, pay expectations, aptitude, location, choice etc. this courtesy interview as it is often called helps the department screen out obvious misfits. If the department finds the candidate suitable, a prescribed application form is given to the applicants to fill and submit. Application Blank Application blank or form is one of the most common methods used to collect information on the various aspects of the applicants academic, social, demographic, work related background and references. It is a brief history sheet of employees background, usually containing the following things: y y y y y y Personal data (address, sex, telephone number) Marital data Educational data Employment Experience Extra-curricular activities References and Recommendations

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Usefulness of Application Blank or Form Application blank is highly useful selection tool, in that way it serves three important purposes: 1. It introduces the candidate to the company in a formal way. 2. It helps the company to have a cross-comparison of the applicants; the company can screen and reject candidates if they fail to meet the eligibility criteria at this stage itself. 3. It can serve as a basis to initiate a dialogue in the interview.

Selection Testing In this section let examine the selection test or the employment test that attempts to asses intelligence, abilities, personality trait, performance simulation tests including work sampling and the tests administered at assessment centres- followed by a discussion about the polygraph test, graphology and integrity test. A test is a standardized, objective measure of a persons behaviour, performance or attitude. It is standardised because the way the tests is carried out, the environment in which the test is administered and the way the individual scores are calculated- are uniformly applied. It is objective in that it tries to measure individual differences in a scientific way giving very little room for individual bias and interpretation. Over the years employment tests have not only gained importance but also a certain amount of inevitability in employment decisions. Since they try to objectively determine how well an applicant meets the job requirement, most companies do not hesitate to invest their time and money in selection testing in a big way. Some of the commonly used employment tests are: y y y y y Intelligence tests Aptitude tests Personality tests Achievement tests Miscellaneous tests such as graphology, polygraphy and honesty tests.

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1. Intelligence Tests: These are mental ability tests. They measure the incumbents learning ability and the ability to understand instructions and make judgements. The basic objective of such test is to pick up employees who are alert and quick at learning things so that they can be offered adequate training to improve their skills for the benefit of the organization. These tests measure several abilities such as memory, vocabulary, verbal fluency, numerical ability, perception etc. Eg. Standford-Binet Test, Binet-Simon Test, The Wechsler Adult Intelligence Scale are example of standard intelligence test 2. Aptitude Test: Aptitude test measure an individuals potential to learn certain skillsclerical, mechanical, mathematical, etc. These tests indicate whether or not an individual has the capabilities to learn a given job quickly and efficiently. In order to recruit efficient office staff, aptitude tests are necessary. An aptitude tests is always administered in combination with other tests like intelligence and personality tests as it does not measure on-the-jobmotivation 3. Personality Test: Of all test required for selection the personality tests have generated a lot of heat and controversy. The definition of personality, methods of measuring personality factors and the relationship between personality factors and actual job criteria has been the subject of much discussion. Researchers have also questioned whether applicants answer all the items truthfully or whether they try to respond in a socially desirable manner. Regardless of these objections, many people still consider personality as an important component of job success.

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2.4RESEARCH METHODOLOGY
Research means a scientific and systematic search for pertinent information on a specific topic. Research is a careful investigation or inquiry especially through search for new facts in any branch of knowledge. Research comprises defining and redefining problems, formulating hypothesis or suggested solution; collecting, organizing and evaluating data; making deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

Methodology is defined as the study of methods by which we gain knowledge, it deals with cognitive processes imposed on research b the problems rising from the nature of its subject matter.

METHODOLOGY as the name suggests is the method through which the problem or situation is tackled. Managers in organization constantly engage themselves in studying and analysing issues and hence are involved in some form of research activity as they make decisions at the work place. It involves a lot of factor like the research design, sample size, segment, techniques of sampling, tools used etc all these steps and factors put together to bring out a clear and accurate result. The research methodology adopted for the present study has been systematic and was done in accordance to the objectives set, which has been discussed in the earlier pages.

RESEARCH DESIGN A research is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact the research design is the conceptual structure within which research is conducted; it constitutes the blue print for the collection, measurement and analysis of data. The research design adapted in the study was descriptive study.

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DESCRIPTIVE RESEARCH

Descriptive research includes surveys and fact-finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs, as it exists at present. The main characteristic of this method is that the researcher has no control over the variables research can only report what has happened or what is happening. A descriptive study is undertaken in order to ascertain and be able to describe the characteristics of the variable of interest in a situation. Descriptive studies are also undertaken to understand the characteristics of organizations that follow certain common practices.

SOURCE OF DATA: Data refers to information or facts. The two main sources of data for the present study have been primary data and the secondary data.

 PRIMARY DATA: Primary data consist of original information collected for specific purpose. This project relied on the response of the employees. Structured undisguised questionnaire was used to collect the primary data.

 SECONDARY DATA: Secondary data consists of information that already exists somewhere having been collected for some other purpose. The secondary data is obtained from the company database, Textbooks, Internet and Journals.

32

SAMPLING PLAN:

 POPULATION: Population or universe can be defined as the complete set of items, which are of interest in any particular situation in case of population data is collected from each and every unit.  SAMPLING UNIT: This answers who is to be surveyed. The researcher must define target population that will be sampled; once this is determined a sampling frame is developed so that everyone in the target population has an equal chance of being selected.  SAMPLE: Sample denotes the entire part of the universe, which studied and conclusion are drawn on this basis for the entire universe.

 SAMPLE SIZE: An important decision that has to be taken is adopting the sampling technique is about the size of the sample. Size of the sample means the number of sampling units selected from the population for investigation. It answers, How many people should be surveyed. Here the sample size is fixed as 150 from a population of 300 by using the formula Sample size = (Z2* P * Q) / ( E2 )= 100

 SAMPLING TECHNIQUE: Stratified disproportionate random sampling is used as the samples selected for this purpose to cover respondents from the entire three tier and also all departments

33

DATA COLLECTION PROCEDURE: Primary data was collected using the questionnaire. The researcher meeting the respondents in their respective places did a survey. The respondents reference to each question was carefully noted in the questionnaire. Their responses and suggestions were carefully observed and registered.

TOOLS USED FOR DATA COLLECTION The main tool used for the purpose of study has been a well-constructed questionnaire. Questionnaire is short & simple, personal and intimate questions are showed at the end.

The forms of question contained in the questionnaire are as follows:

 Dichotomous form i.e., yes or no answers Example: do you feel employee referral scheme is effective

Yes

No

 Multiple choice questions i.e., alternative answers presented. Example: Is your team members well trained to facilitate the recruitment process?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

 Open ended i.e., inviting free response. Example:

34

1) PERCENTAGE ANALYSIS Percentage analysis shows the entire population in terms of percentages. It reveals the number of belonging is a particular category or the number of people preferring a particular thing, etc., in terms of percentage. In this study, the number of people who responded in a particulars manner is interpreted in the form of percentages. Each table has been calculated on the basis of percentage.

No of respondents Percentage = ------------------------------ X 100 Total respondents

2) CHI SQUARE TEST ANALYSIS The chi-square test a fairly, simple and definitely the most popular of all the other tools, the chi-square test is most widely used non-parametric tests in statistical work. It makes no assumption about being sampled. The quantity chi-square describes the magnitude of discrepancy between theory and observation. n
2

i=1

(Oi Ei )2 Ei

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2.5SCOPE OF THE STUDY

 The facts given by the study will help in the effective improvement in the concerned are as to adopt recruiting and selecting techniques for choosing the right applicant for the concern.

 The information need for the study has been collected through primary sources.

 This study mainly focused on selecting and recruiting new employees by analyzing various particulars such as skill, field of interest, educational qualification, experience, preference, attributes, etc.,

 It indirectly helps the new employees to update their skill, working knowledge and techniques to find the development in their career.

2.6 LIMITATION OF THE STUDY

 The study is applicable only to 365 Media Pvt Ltd and not to any other similar organization.  Employees bias towards the researcher while telling the truth, because the researcher may be the spy of the management  Some of the employees are not giving their opinion, since the study deals with the Sensitive area of organization. Therefore, it is difficult to extract accurate information from the employees.  The respondents chosen were busy they found title time to answer the questionnaires  The findings are based on the data conducted during the period april14 - june14.  Employees with experience and performance are not satisfied with the wages.

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CHAPTER III
ANALYSIS AND INTERPRETATION 3.1 DATA ANALYSIS AND INTERPRETATION

Table 3.1.1 THE LEVEL OF TALENTS IN FILLING UP OF THE PARTICULARS GIVEN IN THE FORMAT

Understanding level Easy Moderate Tough Very Tough Total

No. of Respondents 87 55 15 8 150

% of Respondents 58 37 10 5 100

Source: Primary data

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Chart No 3.1.1

THE LEVEL OF TALENTS IN FILLING UP OF THE PARTICULARS GIVEN IN THE FORMAT 58%

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

37%

10%

5% Very Tough

Easy

Moderate

Tough

Inference: From the above table regarding level of understanding the particulars given in the format about 58% of them considers that it was very easy and about 37% of the respondents are moderate , 10% of them were tough and 15% of them consider as very tough.

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Table 3 .1.2 THE TIME TAKEN FOR SHORT-LISTING THE CANDIDATE

Understanding level With a Hour Half-a-day One day One week Any other Total

No. of Respondents 7 44 72 27 150

% of Respondents 5 29 48 18 100

Source: Primary data

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Chart No 3.1.2

Inference: From the above table regarding the short listing the candidate, about 5% of them considers with in a hour, 29% of them as half a day, 48% of them as one day and about 18% of the respondents it will taken around one week.

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Table 3.1.3 The Introduction Of The Superior And Subordinate Of The Organisation After The Appointment Of New Employee

Particulars Yes No Total

No. of Respondents 134 16 150

% of Respondents 89 11 100

Source: Primary data Chart No .3.1.3

% of Respondents
100 80 60 40 20 0 1 2 % of Respondents

Inference: Mostly about 89% of employees from Top and Middle levels are introduced with their superiors and subordinates and In case of lower levels; the new employees are not introduced with their peers.
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Table 3.1.4 EDUCATIONAL LEVEL OF RESPONDENTS

Educational level SSLC Pre Degree U.G.Degree / Diploma/ ITI P.G. Degree Total

No. of Respondents 45 54 35 15 150

% of Respondents 30 36 23 10 100

Source: Primary data Chart No 3.1.4

Educational Level Of Respondents SSLC

10% 30% 23%

U.G.Degree / Diploma/ ITI Pre Degree

37%

P.G. Degree

Inference: From the above table regarding educational level about 30% of the respondents are SSLC, 36% of them are +2, 23% of them are U.G.Degree / Dip. / ITI, 10% of them under P.G. Degree.
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Table 3.1.5 THE SOURCES OF VACANCY

Source of information Newspaper Website Employees Friends & relatives Others Total

No. of Respondents 93 32 22 3 150

% of Respondents 62 21 15 2 100

Source: Primary data

Chart 3.1.5

Source Of Information 80% 60% 40% 20% 0% NewspaperEmployees Others

Percentage %

Inference:

From the above table regarding source of knowing vacancy about 62% of the respondents are known by Newspaper, 21% of them by website, 15% of them are by existing employees, and 2% of them are by friends and relatives.
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Table 3.1.6 THE RATINGS OF SOURCES OF INFORMATION REGARDING VACANCY PUT IN THE AD

Ratings of Sources Newspaper Website Employees Employment Exchange Local channels Others Total

No. of Respondents 64 51 22 13 150

% of Respondents 43 34 15 8 100

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Chart 3.1.6

The Ratings Of Source Information Regarding Vacancy Put In The AD

0% 8% 15% 43% 0%

Newspaper Website Employees Employment Exchange Local channels

34%

Others

Inference: From the above table regarding source of information regarding the advertisement for knowing vacancy, about 43% of the respondents are supporting for Newspaper, 34% of them for website, 15% of them are by existing employees, and 8% of them are by employment exchange .

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Table 3.1.7 THE SCALE OF PAY IN THE ADVERTISEMENT

Published in Ad (Scale) Yes No Total

No. of Respondents

% of Respondents

114 36 150
Source: Primary data

76 24 100

Chart 3.1.7

Scale Of Pay In The Advertisement

80% Respondents60% % Of 40% 20% 0% Yes No Published In The Ad (Scale)

Inference:

Regarding scale of pay, about 76% of the respondents said that it was clearly given in the advertisement and 24% of them feel that in some cases about scale the company fails to put clearly but they note that salary in not a problem for right employees.

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Table 3.1.8 THE SATISFACTORY LEVEL REGARDING THE SCALE PUBLISHED IN THE MEDIA

Satisfactory level Highly Satisfied Satisfied Dissatisfied Highly dissatisfied

No. of Respondents 93 40 17 -

% of Respondents 62 27 11 100

Total Source: Primary data Chart 3.1.8

150

THE SATISFACTORY LEVEL REGARDING THE SCALE PUBLISHED IN THE MEDIA 70% 60% 50% 40% 30% 20% 10% 0% HS

% OF RESPONDENTS

SATISFACTORY LEVEL

HD

Inference: From the above table regarding satisfactory level towards the scale published in the media about 62% of the respondents are highly satisfied, 27% of them are just satisfied, 11% of them are dissatisfied.

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Table

3.1.9

THE

SATISFACTORY

LEVEL

REGARDING

THE

COMMUNICATION

Satisfactory level Highly Satisfied Satisfied Dissatisfied Highly dissatisfied

No. of Respondents 74 67 9 -

% of Respondents 49 45 6 100

Total Source: Primary data

150

Chart 3.1.9

Satisfactory Level Regarding communication

% Of Respondents 60% 50% 40% 30% 20% 10% 0% Highly Satisfied

Satisfied

Dissatisfied

Highly dissatisfied

Satisfactory Level

48

Inference: From the above table regarding satisfactory level towards the communication about 49% of the respondents are highly satisfied, 45% of them are just satisfied, 6% of them are dissatisfied.

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Table 3.1.10THE AWARENESS OF SELECTION PROCESS

Particulars Yes No Total No. of Respondents 58 92 150 Source: Primary data Chart 3.1.10 % of Respondents 39 61 100

AWARENESS OF SELECTION PROCESS

Respondents

% Of

80% 60% 40% 20% 0% Yes Particulars 39%

61%

No

Inference: From the above table regarding the awareness of selection process about 39% of them aware of this selection process and remaining 61% of them feels that it was a new experience for them.

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Table 3.1.11 THE TYPE OF QUESTION ASKED DURING FINAL INTERVIEW

Understanding level About subject About personal About Field of interest About language fluency About Objectives Any other Total 150 Source: Primary data Chart 3.1.11 100 No .of Respondents 55 12 40 37 6 % of Respondents 37 8 26 25 4 -

THE TYPE OF QUESTION ASKED DURING FINAL INTERVIEW

40% Respondents 30%

% Of

20% 37% 10% 0%

About

26% 25% 8% About

Field of

4% About

0%

subject

Objectives

interest

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Inference: From the above table regarding the questions asked during final interview about 37% of them considers that it was subject questions, 8% of them form personal details, 26% of the questions are from field of interest and 25% of them from language fluency and only 4% of them form the applicant objectives.

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Table 3.1.12 THE APPLICANTS ANSWERS TO THE TYPICAL QUESTIONS ASKED IN SELECTION

Particulars Yes No Total Source: Primary data

No. of Respondents 89 61 150

% of Respondents 59 41 100

Chart 3.1.12

APPLICANTS ANSWERS TO THE TYPICAL QUESTIONS ASKED IN SELECTION

41% 59%

Yes No

Inference: From the survey, it was found that about 59% of the respondents can able to answer the typical questions asked in the selection and remaining 41% of them feel it was too tough.

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Table 3.1.13 THE SATISFACTORY LEVEL TOWARDS SELECTION PROCESS CONDUCTED

Satisfactory level Highly Satisfied Satisfied Dissatisfied Highly dissatisfied

No. of Respondents 68 58 15 9

% of Respondents 45 39 10 6 100

Total

150 Source: Primary data

Chart 3.1.13

SATISFACTORY LEVEL TOWARDS SELECTION PROCESS CONDUCTED

10%

6%
Highly Satisfied

45%

Satisfied Dissatisfied

39%

Highly dissatisfied

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Inference: From the above table regarding satisfactory level towards the selection process present about 45% of the respondents are highly satisfied, 39% of them are just satisfied, 10% of them are dissatisfied and at the last 6% of them highly dissatisfied with present selection methods.

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Table 3.1.14 THE PRIORITY GIVEN TO THE APPLICANT WHILE SELECTION

Satisfactory level Qualification Experience Both Exp.And Qlf. Recommendations Any other

No. of Respondents 47 48 50 5 150

% of Respondents 31 32 33 4 100

Total Source: Primary data Chart 3.1.14

PRIORITY GIVEN TO THE APPLICANT WHILE SELECTION

4% 0% 31% 33% Qualification Experience Both Exp.And Qlf. Recommendations Any others 32%

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Inference: From the above table regarding satisfactory level towards the priority in selection process about 31% of the respondents are for qualification, 32% of them are for experience, 33% of them are for both and remaining 4% of them feels that it is by way of recommendation.

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Table 3.1.15 THE FORMAT GIVEN TO THE APPLICANT WHILE ATTENDING INTERVIEW
Particulars Yes No Total Source: Primary data No. of Respondents 104 46 150 % of Respondents 69 31 100

Chart No 3.1.15 FORMAT GIVEN TO THE APPLICANT WHILE ATTENDING INTERVIEW

31% Yes No 69%

Inference: From the above table regarding the format given, about 69% of them considers that the format was some what new to them and remaining 31% of them feels that it was usual and general for them.

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Table No 3.1.16 THE LEVEL OF UNDERSTANDING REGARDING JOB SPECIFICATION IN ADVERTISEMENT

Understanding level High Moderate Poor Very Poor Total

No. of Respondents 87 55 22 150 Source: Primary data

% of Respondents 58 37 15 100

Chart No 3.1.16

LEVEL OF UNDERSTANDING REGARDING JOB SPECIFICATION IN ADVERTISEMENT

60% 50% 40% 30% 20% 10% 0% High Moderate Poor Very Poor

Understanding Level

Inference: From the above table regarding level of understanding the specification given in the Ad, about 58% of the respondents are high, 37% of them were moderate and 15% of them consider as poor.

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Table No 3.1.17 THE SATISFACTORY LEVEL TOWARDS PRESENT RECRUITING METHODS

Satisfactory level Highly Satisfied Satisfied Dissatisfied Highly dissatisfied

No. of Respondents 67 59 15 9

% of Respondents 45 39 10 6 100

Total

150 Source: Primary data

Chart No 3.1.17

THE SATISFACTORY LEVEL TOWARDS PRESENT RECRUITING METHODS

10%

6% Highly Satisfied 45% Satisfied Dissatisfied Highly dissatisfied

39%

Inference: From the above table regarding satisfactory level towards the present recruiting methods about 45% of the respondents are highly satisfied, 39% of them are just satisfied, 10% of them are dissatisfied and at the last 6% of them highly dissatisfied with present recruiting methods.
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Table No 3.1.18 THE EMPLOYEES SUPPORT TO MANAGEMENT POLICIES AND PROCEDURES REGARDING RECRUITMENT

Particulars Yes No Total

No. of Respondents 95 55 150 Source: Primary data

% of Respondents 63 37 100

Chart No 3.1.18

The Employees Support To Management Polices And Procedures On Recruitment

37% 63%

Yes No

Inference: From the survey, it was found that 63% of the respondents are consider that the employees will give their support to management regarding policies and programme for recruitment and 37% of the wont understand this policies and procedures and finally they ay no to management.
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Table 3.1.19 THE CONSULTATION BY MANAGEMENT WITH EMPLOYEES REGARDING THE RECRUITING METHODS

Particulars Yes No Total

No. of Respondents 70 80 150

% of Respondents 47 53 100

Source: Primary data Chart No 3.1.19

The Consultation By Management With Employees Regarding Recruting Method

47%, 53%

Yes No

Inference: From the above table regarding consultation with employees about recruiting methods, about 47% of them consider that the management will discuss with us and remaining 53% of them feels that the management itself chooses the method of recruiting.

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3.2STATISTICAL ANALYSIS
CALCULATION OF CHI-SQUARE TEST:

Ho: The training provided to the team members facilitate them to overcome recruitment difficulties H1: The training provided to the team members does not facilitate them to overcome recruitment difficulties

Table 3.2.1 Table showing the training of team members to overcome recruitment difficulties Recruitment difficulties Improved working condition Non traditional sources Improved pay 5 3 3 1 12 25 10 4 0 39 Strongly Agree agree 17 8 Neither agree nor disagree 6 1 32 Disagree Total

Retrained existing staff Total

17

53

29

14

100

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Table 3.2.18 Table showing expected frequency in training the team members to overcome recruitment difficulties Oi 17 8 6 1 25 10 4 0 5 3 3 1 6 8 1 2 Ei 16.96 9.28 4.48 1.28 20.67 11.31 5.46 1.56 6.36 3.48 1.68 0.48 9.01 4.93 2.38 0.68 TOTAL (Oi-Ei)2/Ei 0.00009 0.1765 0.5157 0.0612 0.9070 0.1517 0.3904 1.56 0.4229 0.0662 1.0371 0.5633 1.0056 1.9117 0.8002 2.5623 12.1318

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(R-1) (C-1)df=(4-1) (4-1)=9df 9df at 0.05 confidence level=16.9 12.1318<16.9 Hence Ho: is accepted.

The training provided to the team members facilitates them to overcome recruitment difficulties.

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CHAPTER IV RESULT ANALYSIS

4.1 GENERAL FINDINGS  1.It was inferred that short listing the candidate, about 5% of them considers with a hou  It was inferred that 76% of the respondents said that pay scale was clearly given in the advertisement  It was inferred that 30% of the respondents are SSLC, 23% of them are U.G.Degree ,10% of them under P.G. Degree.  From the above table regarding source of knowing vacancy about 62% of the respondents are known by Newspaper only  It was inferred that 62% of the respondents are highly satisfied towards the scale published in the media  It was inferred that 45% of the respondents are highly satisfied towards the present recruiting methods  It was inferred that 39% of the respondents are satisfied towards the present recruiting methods  It was inferred that 92% of respondents said that the employee referral is effective  It was inferred that regarding the questions asked during final interview about 37% of them considers that it was subject questions,  It was inferred that regarding the questions asked during final interview about 8% of them form personal details  It was inferred that regarding the questions asked during final interview about 26% of the questions are from field of interest

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STATISTICAL FINDINGS:

 There is significance difference between the experience of the HR and the Challenges faced during recruitment  The training provided to the team members facilitate them to overcome Recruitment difficulties  Therefore the best source influences the candidate to apply for 365 Media.  The training provided to the team members facilitate them to overcome recruitment Difficulties  There is significance reason for not joining after accepting the offer letter.

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4.2SUGGESTIONS AND RECOMMENDATIONS

 The company needs to recruit high quality staff with the right skills on the appropriate contracts to deliver the key objectives of the position and organization.  The candidates could be recruited through apprentices methods.  Most of the employees said that outstation campus is not required. Therefore this could be reviewed.  The Manpower requirement of each department can be identified well in advance.  Succession planning can be done in advance since it takes time to recruit technicians and senior people.  Job definition is treated as critical and always precedes the process of recruitment.  The selection process is objective and ensures that only competent people are recruited.  Chances and opportunities can be given to line mangers in manpower planning and recruitment.  Candidates should be given adequate and reliable information about the company and the job.  Data and information for development decision, such as job rotation, is used to identify internal hiring needs.  Employees should regularly receive feedback about their potential for higher level jobs.  The company has the capability to manage exist in the form of derecruitment specialists.  As far as possible, people are retrained and redeployed rather than being derecruited.  Cost of training, recruitment, induction, orientation, period of adaptability to the organization can be reduced.  POACHING/RAIDING - Buying talent (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry.

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4.3CONCLUSION

The study has concentrated on the Recruitment And Selection process of 365 Media Private Limited., The study has been conducted only for the recruitment of Voice, Semi Voice, It,Ites, and non voice process.

The company seems to be moving it right lines as far as its Recruitment And Selection strategy is concerned. However a few drawbacks were found and remedies are suggested. Since the Recruitment And Selection is carried out on a mass scale it becomes important to concentrate on this aspect. With these objectives in mind the study has been conducted.

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CHAPTER V ANNEXURE QUESTIONNAIRES A Study on Recruitment and Selection Process towards Employees in 365 media (p) Ltd

(A) Questionnaires for Recruitment (B) Questionnaires for Selection (A) Questionnaires for Recruitment 1. Personal Details 1.1Name:------------------------------------------------------1.2Age : (a) Below 25( ) (b) 25-35( ) (c)36-45( ) (d) Above 45 ( ) 1.3Educational Qualification: (a) SSLC ( ) (b) +2( ) (c) U.G.Degree/ Diploma/ ITI ( 1.4Experience: (a) 1-5 Years ( ) (b) 6-10 Years ( ) (c) 11-15 Years( ) (d) Above 15years( ) ) (d) P.G. Degree

2. In which source you came to know that there is vacancy in 365 media (p) Ltd. (a) Newspaper ( ) (b) Website ( ) (c) Employees ( (Specify) ----------------------------------------) (d) Friends & relatives ( ) (e) others

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3. Rank the right Media / source to be informed to the public regarding the vacancy? Source Newspaper Website Employees Employment Exchange Local channels Others(specify) Rank

4. Are you satisfied with the information published in the above media? (a) Highly Satisfied ( )(b) Satisfied ( )(c)Dissatisfied ( )(d) Highly dissatisfied ( )

5. Whether they mentioned the scale of pay and other related information in Advertisement? (a) Yes ( ) (b) No ( )

If yes , rate them? (a) High ( ) (b) Moderate ( ) (c) Poor ( ) (d) Very Poor ( )

6. How do you feel the Images of the company in Advertisement? (a)Proud ( ) (b) Excellent ( ) (c) Good ( ) (d) Nothing ( )

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7.Do you think the right media of Recruiting results of selecting the suitable candidate? a) Yes ( ) b) No ( )

If yes, to what extent? (a) High ( ) (b) Moderate ( ) (c) Poor ( ) (d) Very Poor ( )

8. Are you satisfied with the communication present in the media? (a) Highly Satisfied ( )(b) Satisfied ( )(c) Dissatisfied ( )(d) Highly dissatisfied ( )

If dissatisfied, specify the reason------------------------------------------------------------------

9.Have you understand the job description given in the Advertisement? (a) Yes ( ) (b) No ( )

If yes, to what extent? (a) High ( ) (b) Moderate ( ) (c) Poor ( ) (d) Very Poor ( )

10. Rate the specification and attractiveness of Ad given in the media? (a) High ( ) (b) Moderate ( ) (c) Poor ( ) (d) Very Poor ( )

11. Does the management consult with the employees regarding the Recruitment methods? (a) Yes ( ) (b) No ( )

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12.Do you support the management policies and procedures followed for Recruitment? (a) Yes ( ) (b) No ( )

13.Are you satisfied with the present Recruiting methods? (a) Highly Satisfied ( )(b) Satisfied ( )(c) Dissatisfied ( )(d) Highly dissatisfied ( )

14. Does your company Provide allowances to the candidates who are attending interview? (a) Yes ( ) (b) No ( )

15. To what extent you understand the job Specification given in the Advertisement? (a) Yes ( ) (b) No ( )

If yes, to what extent? (a) High ( ) (b) Moderate ( ) (c) Poor ( ) (d) Very Poor ( )

16. Please give your comments / suggestions to have a Good Recruiting in 365 media (p)Ltd. ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

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(B) Questionnaires for Selection

17.Have you already aware of selection process in 365 media (pvt) Ltd? (a) Yes ( ) (b) No ( )

18.Whether they had given any standard format for knowing the Applicant ? (a) Yes ( ) (b) No ( )

19.If yes, rate your talents in filling up of the particulars given in the format?

(a) Easy (

) (b Moderate ( ) (c) Tough (

) (e)Very Tough (

20.During interview, if the applicant is more, what type of screening test is implemented? (a)Written test ( ) (b) Group discussion ( ) (c) Seminar ( ) (d) any other (specify) --------

21.What type of questions asked in the screening process? (a)General questions ( (d)Any other (specify) ( ) (b)Subject questions ( ) ) (c)Analytical questions ( )

22.How much time they will take for short listing the applicants? (a)With a Hour( ( ) ) (b)Half-a-day( ) (c)One day ( ) (d) one week( ) (e) Any other (specify)

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23.During personal interview what type of questions asked? (a)About subject ( )(b) About personal (c) About Field of interest (d) About language fluency (e) About Objectives (f) Any other (specify) ( )

24.Wheather the applicant can able answer the questions asked in the personal interview ? (a) Yes ( ) (b) No ( )

If No, what type of difficulties you faced during personal interview?

25. After Final interview, have you received your appointment order? (a) Yes ( ) (b) No ( )

26. If, Yes, what are particulars and specifications given in the appointment order? (a)Salary& Allowances ( ) (b) Conditions of Appointment ( ) )

(c)Rules and regulations ( ) (d) Name of the Job ( (f) Any other (specify) ( )

) (e) Description of the Job (

27.After the appointment order given, any formal introduction is made to your superior and subordinate? (a) Yes ( ) (b) No ( )

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28.Are you satisfied with the selection process conducted in 365 media (pvt)Ltd? 1. Highly Satisfied ( ) 2. Satisfied ( ) 3. Dissatisfied ( ) 4.Highly dissatisfied ( )

If dissatisfied, specify the reason------------------------------------------------------------------

29.While selecting a applicant , priority is given (a)Qualification ( ) (b)Experience ( ) ) (c)Both Experience &Qualification

(c)Recommendations (

) (d)Any other (specify) (

30. Please give your comments / suggestions to improve the selection process in 365 media (pvt)Ltd. ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

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BIBILIOGRAPHY Reference for Review

1. C.R Kothari, Research Methodology, Reprint 2006, International (P) Ltd, Publishers. 2. VSP Rao, Human Resource Management, 2nd Edition, Anurag Jain for Excel Books. 3. C.B.Mamoria and S.V.Gankar, Personal Management Text and Cases, Edition 2001, Himalaya Publishing House. 4. S.P Gupta, Statistical Methods, Edition 2004, Sultan Chand and Sons Educational Publishers. 5. L.M Prasad, Human Resource Management, First Edition, Education Publishers. 6. P.Saravanavel, Research Methodology, Reprint 2006, International (P) Ltd, Publishers. 7. P.Subba Rao, Essential Human Resource Management, Second Edition, Education Publishers. 8. P.C.Triupathi, Personnel Management, First Edition, International (P) Ltd, Publishers. 9. M.M.Varma & R.K.Agarwal, Organization Behaviour, Himalaya Publishing House. 10. Taylor, Lynn, Hiring for the Emerging Economy Business Week Online, Nov2009, P6.

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General Reference
11. Essential Human Resource Management 12. Human Resource Management 13. Personnel Management 14. Organization Behaviour 15. Dynamics of human behaviour at work. P.Subba Rao C.B.Guptha P.C.Triupathi M.M.Varma&R.K.Agarwal R.S.Dwivedi

Websites
 www.365media.com  www.hrmadvice.com
 www.citehr.com

 www.google.com

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