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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
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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 organi-
zation 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.
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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-timeinformation 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 socialmedia 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
N ow 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
P latform 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
P ro activeness
Flexibility
PROFESSIONAL AGREEMENT COMMITTED TOGETHER .
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FOR PUBLISHERS
On job processtrai n ing
KNOWLEDGE
Skille nh anceme n t
SKILL
Be havioraltrai n ing
ATTITUDE
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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 deep-
rooted 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.
UP TIME is an online application that enables users to track and monitor
companies, executives, products, financials, merger events and other business activities. Itidentifies 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 U P TIME 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.
UP TIME 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 U P TIME.
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 Mediamonitors 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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P roject-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.
P roject specialties include:
Data research
P rimary 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. N ew 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 P vt 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) I N TER N AL FACTORS
Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Engagement of the company in HR P Companys size
Cost of recruitment
Companys growth and expansion
2) EXTER N AL FACTORS
Supply and Demand factors
Unemployment Rate
Labour-market conditions
P olitical 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:-
G overnment policies
P ersonnel 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:-
P ersons 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 searchfirms 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 recruitinginternal candidates is minimal. N oexpenses are incurred on advertising.
2) Suitable: The organization can pick theright candidates having the requisiteskills. The candidate can choose a rightvacancy where their talents can be fully
utilized.
3) Reliable: The organization has theknowledge about suitability of acandidate for a position. Known devilsare better than unknown angels!
4) Satisfying: A policy of preferring people from within offers regular promotional avenues for employees. Itmotivates them to work hard and earn
promotions. They will work withloyalty commitment and enthusiasm.
1) Limited Choice: The organization isforced to select candidates from alimited pool. It may have to sacrificequality and settle down for lessqualified candidates.
2) Inbreeding: It discourages entry for talented people, available outside anorganization. Existing employees mayfail to behave in innovative ways andinject necessary dynamism toenterprise activities.
3) Inefficiency: P romotions based onlength of service rather than merit,may prove to be a blessing for inefficient candidate. They do notwork hard and prove their worth.
4) Bone of contention: Recruitmentfrom within may lead to infightingamong employees aspiring for limited,higher level positions in anorganization. As years roll by, the racefor 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
to select candidates from a large pool. P ersons
with requisite qualifications could be picked up.
Infection of fresh blood: P eople with special
skills and knowledge could be hired to stir up the
existing employees and pave the way for
innovative ways of working.
Motivational force: It helps in motivating
internal employees to work hard and compete with
external candidates while seeking career growth.
Such a competitive atmosphere would help an
employee to work to the best of his abilities.
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.
Expenses: Hiring costs could go up
substantially. Tapping multifarious sources
of recruitment is not an easy task either.
Time consuming: It takes time to advertise,
screen, to test and test and to select suitable
employees. Where suitable ones are not
available, the process has to be repeated.
De-motivating: Existing employees who
have put in considerable service may resist
the process of filling up vacancies from
outside. The feeling that their services have
not been recognized by the organization,forces then to work with less enthusiasm
and motivation.
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.P romotions 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. P romotion, 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 P osting
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., P roctor & 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 placementweeks 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 N ewspaper 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.
y 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
y P rivate 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, K P MG ;
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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y 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 natureof 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 longrun. 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 sameorganisation. 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 extendhelp 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 P ersonnel 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 P ersonal data (address, sex, telephone number)
y Marital data
y Educational data
y Employment Experience
y Extra-curricular activities
y 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 toasses 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 Intelligence tests
y Aptitude tests
y P ersonality tests
y Achievement tests
y 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 skills-
clerical, 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-job-motivation
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.
METHODOLO G Y 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 ina 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, asit 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:
P rimary 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.
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SAMPLING PLAN:
POPULATION:
P opulation 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 unitsselected 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 = (Z 2* P * Q) / ( E 2 )= 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
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DATA COLLECTION PROCEDURE:
P rimary 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 carefullyobserved 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 N o
Multiple choice questions i.e., alternative answers presented.
Example: Is your team members well trained to facilitate the recruitment process?
Strongly Agree Agree N eutral Disagree Strongly Disagree
Open ended i.e., inviting free response.
Example:
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1) PERCENTAGE ANALYSIS
P ercentage 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.
N o of respondents
P ercentage = ------------------------------ 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 noassumption about being sampled. The quantity chi-square describes the magnitude of
discrepancy between theory and observation.
n
2 = (O i E i )2
i=1 E i
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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 theconcern.
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 No. of Respondents % of Respondents
Easy
Moderate
Tough
Very Tough
87
55
15
8
58
37
10
5
Total 150 100
Source: Primary data
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Chart No 3.1.1
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.
58%
37%
10% 5%
0%
10%
20%
30%
40%
50%
60%
Easy Moderate Tough Very Tough
THE LEVEL OF TALENTS IN FILLING UP OF THEPARTICULARS GIVEN IN THE FORMAT
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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 No. of Respondents % of Respondents
Yes
N o
134
16
89
11
Total 150 100
Source: Primary data
Chart No .3.1.3
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.
0
20
40
60
8 0
100
1 2
% of Respondents
% of Respo nd e n ts
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Table 3.1.4 EDUCATIONAL LEVEL OF RESPONDENTS
Source: Primary data
Chart No 3.1.4
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.
Educational level No. of Respondents % of Respondents
SSLC
P re Degree
U.G .Degree / Diploma/ ITI
P .G . Degree
45
54
35
15
30
36
23
10
Total 150 100
Educational Level Of Respondents
30%
37%
23%
10% SSLC
P re Degree
U.G .Degree / Diploma/ ITI
P .G . Degree
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Table 3.1.5 THE SOURCES OF VACANCY
Source of information No. of Respondents % of Respondents
N ewspaper
Website
Employees
Friends & relatives
Others
93
32
22
3
-
62
21
15
2
-
Total 150 100
Source: Primary data
Chart 3.1.5
Inference:
From the above table regarding source of knowing vacancy about 62% of the respondents are
known by N ewspaper, 21% of them by website, 15% of them are by existing employees, and 2%
of them are by friends and relatives.
0%
20%
40%
60%
80%
%
Percentage
Newspaper Employees Others
Source Of Information
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Table 3.1.6 THE RATINGS OF SOURCES OF INFORMATIONREGARDING VACANCY PUT IN THE AD
Ratings of Sources No. of Respondents % of Respondents
N ewspaper
Website
Employees
Employment Exchange
Local channels
Others
64
51
22
13
-
-
43
34
15
8
-
-
Total 150 100
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Chart 3.1.6
Inference:
From the above table regarding source of information regarding the advertisement for
knowing vacancy, about 43% of the respondents are supporting for N ewspaper, 34% of them for
website, 15% of them are by existing employees, and 8% of them are by employment exchange .
The Ratings Of Source InformationRegarding Vacancy Put In The AD
43%
34%
15% 8%
0%
0%
N ewspaper
Website
Employees
Employmen t Exchange Local channels
Others
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Table 3.1.7 THE SCALE OF PAY IN THE ADVERTISEMENT
Published in Ad
(Scale)
No. of Respondents % of Respondents
Yes
N o
114
36
76
24
Total 150 100
Source: Primary data
Chart 3.1.7
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.
0%
20%
40%
60%
80%
% Of Respondents
Y es No
Published In The Ad (Scale)
Scale Of Pay In The Advertisement
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Table 3.1.8 THE SATISFACTORY LEVEL REGARDING THE SCALE
PUBLISHED IN THE MEDIA
Satisfactory level No. of Respondents % of Respondents
Highly Satisfied
Satisfied
Dissatisfied
Highly dissatisfied
93
40
17
-
62
27
11
-
Total 150 100
Source: Primary data
Chart 3.1.8
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.
0% 10% 20% 30% 40% 50% 60% 70%
% OF RESPONDENTS
HS S D HD SATISFACTORY LEVEL
PUBLISHED IN THE MEDIA
THE SATISFACTORY LEVEL REGARDING THE SCALE
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Table 3.1.9 THE SATISFACTORY LEVEL REGARDING THE
COMMUNICATION
Satisfactory level No. of Respondents % of Respondents
Highly Satisfied
Satisfied
Dissatisfied
Highly dissatisfied
74
67
9
-
49
45
6
-
Total 150 100
Source: Primary data
Chart 3.1.9
Satisfactory Level Regardingcommunication
0% 10% 20% 30% 40% 50% 60%
Highly
Satisfied
Satisfied Dissatisfied Highly
dissatisfied
Satisfactory Level
% Of Respondents
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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 3.1.11 THE TYPE OF QUESTION ASKED DURING FINAL
INTERVIEW
Understanding level No .of Respondents % of Respondents
About subject
About personal
About Field of interest
About language
fluency
About Objectives
Any other
55
12
40
37
6
-
37
8
26
25
4
-
Total 150 100
Source: Primary data
Chart 3.1.11
37%
8%
26% 25%
4% 0% 0%
10%
20%
30%
40%
% Of
Respondents
About
subject About
Field o
interest
About Objectives
THE TYPE OF QUESTION ASKED DURING
FINAL INTERVIEW
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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 No. of Respondents % of Respondents
Yes
N o
89
61
59
41
Total 150 100
Source: Primary data
Chart 3.1.12
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.
APPLICANTS ANSWERS TO THE TYPICAL
QUESTIONS ASKED INELECTI N
59%
41% Yes
N o
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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 No. of Respondents % of Respondents
Qualification
Experience
Both Exp.And Qlf.
Recommendations
Any other
47
48
50
5
-
31
32
33
4
-
Total 150 100
Source: Primary data
Chart 3.1.14
PRIORITY GIVEN TO THE APPLICANT WHILESELECTION
31%
32%
33%
4% 0%
Qualification
Experience
Both Exp.And Qlf .
Recommendations
Any others
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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 No. of Respondents % of Respondents
Yes
N o
104
46
69
31
Total 150 100
Source: Primary data
Chart No 3.1.15
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.
FORMAT GIVEN TO THE APPLICANTWHILE ATTENDING INTERVIEW
69%
31% Y es
No
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Table No 3.1.17 THE SATISFACTORY LEVEL TOWARDS PRESENT
RECRUITING METHODS
Satisfactory level No. of Respondents % of Respondents
Highly Satisfied
Satisfied
Dissatisfied
Highly dissatisfied
67
59
15
9
45
39
10
6
Total 150 100
Source: Primary data
Chart No 3.1.17
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.
THE SATISFACTORY LEVEL TOWARDSPRESENT RECRUITING METHODS
45%
39%
10% 6%
Highly Satisfied
Satisfied
Dissatisfied
Highly dissatisfied
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Table No 3.1.18 THE EMPLOYEES SUPPORT TO MANAGEMENT
POLICIES AND PROCEDURES REGARDING RECRUITMENT
Particulars No. of Respondents % of Respondents
Yes
N o
95
55
63
37
Total 150 100
Source: Primary data
Chart No 3.1.18
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.
The Employees Support ToManagement Polices And Procedures
On Recruitment
63%
37% Y es No
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Table 3.1.19 THE CONSULTATION BY MANAGEMENT WITH
EMPLOYEES REGARDING THE RECRUITING METHODS
Particulars No. of Respondents % of Respondents
Yes
N o
70
80
47
53
Total 150 100
Source: Primary data
Chart No 3.1.19
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.
The Consultation By Management WithEmployees Regarding Recruting Method
47%,
53% Y es No
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3.2STATISTICAL ANALYSIS
CALCULATION OF CHI-SQUARE TEST:
H o: The training provided to the team members facilitate them to overcome recruitment
difficulties
H 1: 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
Strongly
agree
Agree Neither agree
nor disagree
Disagree Total
Improved working
condition
17 8 6 1 32
N on traditional
sources
25 10 4 0 39
Improved pay 5 3 3 1 12
Retrained existing
staff
6 8 1 2 17
Total 53 29 14 4 100
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Table 3.2.18
Table showing expected frequency in training the team members to overcome recruitment
difficulties
Oi Ei (Oi-Ei) 2/Ei
17 16.96 0.00009
8 9.28 0.1765
6 4.48 0.5157
1 1.28 0.0612
25 20.67 0.9070
10 11.31 0.1517
4 5.46 0.3904
0 1.56 1.56
5 6.36 0.4229
3 3.48 0.0662
3 1.68 1.0371
1 0.48 0.5633
6 9.01 1.0056
8 4.93 1.9117
1 2.38 0.8002
2 0.68 2.5623
TOTAL 12.1318
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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 N ewspaper 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.
P OACHI NG /RAIDI NG - Buying talent (rather than developing it) is the latest mantra
being followed by the organizations today. P oaching 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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4.3 CONCLUSION
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 Employeesin 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 ( ) (d) P .G . Degree
1.4Experience:
(a) 1-5 Years ( ) (b) 6-10 Years ( ) (c) 11-15 Years( ) (d) Above 15years( )
2. In which source you came to know that there is vacancy in 365 media (p) Ltd.
(a) N ewspaper ( ) (b) Website ( ) (c) Employees ( ) (d) Friends & relatives ( ) (e) others
(Specify) -----------------------------------------
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7.Do you think the right media of Recruiting results of selecting the suitable candidate?
a) Yes ( ) b) N o ( )
If yes, to what extent?
(a) High ( ) (b) Moderate ( ) (c) P oor ( ) (d) Very P oor ( )
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) N o ( )
If yes, to what extent?
(a) High ( ) (b) Moderate ( ) (c) P oor ( ) (d) Very P oor ( )
10. Rate the specification and attractiveness of Ad given in the media?
(a) High ( ) (b) Moderate ( ) (c) P oor ( ) (d) Very P oor ( )
11. Does the management consult with the employees regarding the Recruitment methods?
(a) Yes ( ) (b) N o ( )
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(B) Questionnaires for Selection
17.Have you already aware of selection process in 365 media (pvt) Ltd?
(a) Yes ( ) (b) N o ( )
18.Whether they had given any standard format for knowing the Applicant ?
(a) Yes ( ) (b) N o ( )
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) G roup discussion ( ) (c) Seminar ( ) (d) any other (specify) --------
21.What type of questions asked in the screening process?
(a) G eneral questions ( ) (b)Subject questions ( ) (c)Analytical questions ( )
(d)Any other (specify) ( )
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) N o ( )
If No, what type of difficulties you faced during personal interview?
25. After Final interview, have you received your appointment order?
(a) Yes ( ) (b) N o ( )
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) N ame of the Job ( ) (e) Description of the Job ( )
(f) Any other (specify) ( )
27.After the appointment order given, any formal introduction is made to your superior
and subordinate?
(a) Yes ( ) (b) N o ( )
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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, P ublishers.
2. VS P Rao, Human Resource Management, 2 nd Edition, Anurag Jain for Excel Books.
3. C.B.Mamoria and S.V. G ankar, P ersonal Management Text and Cases, Edition 2001,
Himalaya P ublishing House.
4. S.P G upta, Statistical Methods, Edition 2004, Sultan Chand and Sons Educational
P ublishers.
5. L.M P rasad, Human Resource Management, First Edition, Education P ublishers.
6. P .Saravanavel, Research Methodology, Reprint 2006, International ( P ) Ltd, P ublishers.
7. P .Subba Rao, Essential Human Resource Management, Second Edition, Education
P ublishers.
8. P .C.Triupathi, P ersonnel Management, First Edition, International ( P ) Ltd, P ublishers.
9. M.M.Varma & R.K.Agarwal, Organization Behaviour, Himalaya P ublishing House.
10. Taylor, Lynn, Hiring for the Emerging Economy Business Week Online, N ov2009, P 6.
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General Reference
11. Essential Human Resource Management - P .Subba Rao
12. Human Resource Management - C.B. G uptha
13. Personnel Management - P .C.Triupathi
14. Organization Behaviour - M.M.Varma&R.K.Agarwal
15. Dynamics of human behaviour at work. - R.S.Dwivedi
Websites
www.365media.com
www.hrmadvice.com
www.citehr.com
www.google.com