A PROJECT REPORT

On

Recruitment and selection

AT

“THINKNEXT TECHNOLOGY PRIVATE LIMITED”

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE
AWARD OF DEGREE OF
Bachelor of Business Administration
(SESSION 2019-20)
TO
Creative Techno College Angul Odisha
.

SUBMITTED TO SUBMITTED BY:-

Ms. Shivani MAM ADITI MISHRA
(PROFESSOR) ROLL NO.12436
DEPARTMENT OF MANAGEMENT BBA 4TH semester

CREATIVE TECHNO COLLEGE ANGUL, ODISHA

 CERTIFICATE
This is to certify that the project report entitled “ON RECURITMENT AND
SELECTION” at ThinkNEXT Technologies private limited” is an original work of Aditi
Mishra submitted in partial fulfillment for the award of the “Bachelor degree of
business administration” of the “Creative Techno College Angul, Odisha. This
report has not been submitted earlier either to this university or to any other
university/insitution for the fulfillment of the requirement of a course of study.

SIGNATURE OF TRAINER SIGNATURE OF STUDENT

DECLARATION
 I ADITI MISHRA the undersigned hereby declare that the project report
entitled “Recruitment and selection”
with reference to ThinkNext Technologies Pvt. Ltd, written and submitted by me
to the Creative Techno College Angul Odisha in partial fulfillment of
requirement for the degree of Master of Business Administration under the
supervise and guidance of MISS Shivani Nayyer project guide, Think NEXT
Technologies Pvt .Ltd.

I further declare that report title “Recruitment and selection” is my own

original research work and this has been submitted to University/Institute for the
award of professional degree.

Aditi Mishra
Signature of the student

ACKNOWLEDGEMENT
Amongst the wide panorama of people who provided me the inspiration, guidance and
encouragement, I take this opportunity to thank those who gave me indebted assistance
and constant encouragement for completing this project.
I would like to thanks Miss Shivani Nayyer, HR Executive of Think NEXT Technologies
Pvt. Ltd., Mohali for his continuous help in completion of this project. She is motivated to
me and was available whenever his assistance was sought. She was actively involved
throughout the project and was also kind enough to tell me the strengths and weaknesses
and how I could improve myself to face the corporate world. Without his support the
completion of this project would be impossible.
I would like to extend my thanks to all the employees/staff of the Think NEXT
Technologies Pvt. Ltd., Mohali for their support

Thanking you All

Aditi Mishra
Place: Angul

PREFACE
 I feel delighted and honored to present my report on “Recruitment and selection” at ThinkNEXT
Technologies PVT. LTD., Mohali. The first task for me was to know about the concept on which
my project is based. Then I had to set criteria, on the basis of which the above concept was
valued. The factors, on the basis of which the research had been done, analyzed, evaluated and
then presented. The data was collected for each of the parameter found responsible to study the
“Recruitment and selection”at ThinkNEXT Technologies PVT. LTD., Mohali. In the
organizations now a days when efficiency, effectiveness and performance of the employees is of
grew importance to the Organizations. As the time was limited, so there is a possibility that
some matters might not be taken into consideration, but every effort has been done from our side
to include every necessary parameter and include every information. I gathered information from
various sources available.

TABLE OFCONTENTS
S.NO TOPIC NAME PAGE NO

1 CHAPTER 1 -COMPANY PROFILE 6 -12

2 INTRODUCTION OF THE TOPIC 13-28

3 CHAPTER 2 - REVIEW OF LITERATURE 29-34

4 CHAPTER 3 OBJECTIVE OF THE STUDY 35-36

5 CHAPTER 4- RESEARCH METHODOLOGY 37-39

6 40-50

CHAPTER 5- DATA ANALYSIS &

INTERPRETATION

7 CHAPTER 6 -FINDINGS, 51-52

8 SUGGESTIONS 53-54

9 LIMITATIONS 55-56

10 CONCLUSION 57-58

11 CHAPTER 7 -BIBLIOGRAPHY 59-61

12 QUESTIONNAIRE 62-65
 CHAPTER-1
COMPANY PROFILE
ThinkNEXT Technologies Private Limited (Formerly Brilliant Software Solutions) is an ISO 9001:2008
certified software development company founded in August 2009 and it is approved from Ministry of
Corporate Affairs which deals in University/College/School ERP Solutions, Android /iPhone
Applications development, Web designing, Web development, Discount Deals (www.thinknextcard.com,
www.tricitydeal.com), Bulk SMS, Voice SMS, Bulk Email, Biometric Time Attendance, Access Control,
SEO/SMO, Database Solutions, Payment Gateway Integration, E-Mail Integration, Industrial Training,
Corporate Training and Placements etc. Think NEXT Technologies provides software solutions using
latest technologies e.g. Smart Card, NFC, Biometrics, GPS, Barcode, RFID, SMS, Auto SMS (Short
code), Android, iPhone, Web, Windows and Mobile based technologies.

ThinkNEXT has wide expertise in .NET, Crystal Reports, Java, PHP, Android, iPhone,
Databases (Oracle and SQL Server), Web Designing, Networking, Web Server configurations,
various RAID Levels etc.

ThinkNEXT Technologies has also setup its offices in USA, Delhi, Shimla and Bathinda for its
software support. ThinkNEXT has its own multiple Smart Card printing, encoding and barcode
label printing machines to provide better and effective customer support solutions.

ThinkNEXT has also setup its own placement consultancy and is having numerous placement
partner companies to provide best possible placements in IT industry.

Think NEXT Technologies has developed for the first time in northern region cloud computing
based Cloud Campus 4.0 to facilitate knowledge and placement centric services. It is a unique
concept for effective and collaborative learning.

1. ThinkNEXT deals exclusively in campus automation through Smart Campus ERP

Solutions. Therefore we have better experience in handling large group of institutions
through proper time-tested policies and procedures.
 2. First Company of India who has Launched NFC Technology (The Future) for Smart
Campuses through NFC Smart Cards.
3. First Company of India who has launched Android Version of Smart Campus ERP
Solutions for Mobiles and Tablet PCs.
4. First company of India who has developed SMS Opt-In Technology so that
Institutes/Colleges can send Transactional SMS with SMS Sender ID and without SMS
Template approval.
5. First company of Punjab, Haryana, Himachal, J&K (Northern region) who launched
Smart Cards (Contact Type), Smart Cards (Contactless) in Punjab for campus
automation.
6. First company of India which has launched its Think NEXT Smart Card as Discount Card
in more than 120 enterprises.
7. Established own multiple Smart Card Designing, Smart Card Printing, Smart Card
Lamination and Oyster Barcode Printing Units.
8. Multiple SMS Gateway Support.

SERVICES:

We provide Software Solutions using latest technologies or features:

NFC
Biometrics (Fingerprint with Automated Online)
Smart Card
Barcode
RFID
SMS
Short code 56767 (Auto SMS)
Android
ions (phone)
GPS
 WAP (For WAP Enabled Mobile Phones)
Multiple SMS Gateway Support
Web based Technologies (365x24x7 services)
Windows based Technologies
Mobile based Technologies
Webcam support for various operations
Parallel Internet, Intranet and Wi-Fi Support
Vision:

Technologies Pvt. Ltd. are already very flexible and scalable. Still, we always take care of specific requirements of
our clients. Our highly committed R&D team makes our software feature rich, dynamic and future
tuned everyday so that our clients always maintain the lead over their competitors. The
development of the software is being done and the purpose full customization of the package is
carried out in the ThinkNEXT lab.

Mission:

ThinkNEXT is pioneer in Smart Campus ERP Solutions for Universities/Colleges/Schools using

latest technologies and features. We provide software solutions using .NET, PHP, Android,
iphone, Java technologies with three tier-architecture support. We provide back-end solutions
using MS SQL Server, Oracle, and MySQL.

Quality Policy:

We have wide experience working with eminent Educationists, Managements, Directors,

Principals, Head of Departments, other Staff Members, Parents and students. Therefore we do not
sell only software Modules but an innovative system which has more importance than just ERP
software modules. Today Smart Campus solutions are a need of hour for every University/Group
of Colleges or an Institution to make edge over others and maintain a lead over their competitors.
Our Research and Development team is committed to make your institute(s) to maintain lead over
their competitors.
More Services:

• ThinkNEXT offers various industry-ready programs so that student needs not to struggle
for jobs. ThinkNEXT offers 6 weeks/2 Months/6 Months training programs to make
students industry.

ThinkNEXT is pioneer in providing best placements in Industry. We offer minimum five

job interviews for each student and provide 100% Placement Assistance.

• ThinkNEXT Offers Life-Time Validity Learning and Placement Card. Students

undergoing six months training will have advantage to learn free of cost anything against
that training program for life-time.

• ThinkNEXT offers Part-Time/Full Time Job Offer for each student during training so that
students can earn while they learn. Student can bear their food, accommodation and other
expenses on.

MANAGEMENT OF THINKNEXT TECHNOLOGIES PVT.LTD.

BOARD OF DIRECTOR

 Mr. Munish Mittal

 Mr. Ghansham Das

MANAGING DIRECTOR
 Mr. Munish Mittal s
MARKETING HEAD
 Miss Rupinder Kaur
IT HEAD
 MPsingh

SOME OF OUR CLIENTS:

PLACEMENTS

Company List
INDUSTRIAL TRAINING

6 Months/Weeks Industrial Training Programs

 Microsoft .NET

 Android

 iPhone

 Java

 PHP/MySQL

 Web Designing

 Embedded Systems

 AutoCAD

 Online Bidding (Freelancing)

 Oracle/SQL Server Administration

 Software Testing and Quality Assurance

 Hardware & Networking

 CCNA

 MCITP

 SEO and

 CATIA

 Pro-E

 Solid Works
 Human Resource

 Marketing

 Finance

 (FREE Spoken English/Personality Development/IELTS Classes on daily basis with

Industrial Training + Job Offer).

 One-to-one Project and Project will be made Live and to make it Live, ThinkNEXT will
provide sub-domain and hosting worth Rs. 3000 absolutely free to each student for web
based Project. To host mobile apps, ThinkNEXT will provide free Google Play account
(For Android Mobile Apps) and Apple iTunes Connect Account (Apple App Store) for
iPhone Apps.

ThinkNEXT Edge

 Industrial Training and Certificates from Software/Electronics Company not just from an
institute

 Free Interview Preparation, Spoken English and Personality Development Programmers.

 Opportunity to get placed in ThinkNEXT and numerous other companies.

 Life-Time Validity Learning and Placement Card.

 Part-Time/Full-Time Job Offer for each student during Training.

 Think NEXT Cloud Campus advantage not only during training, even after completion of
training for life time.

 One-to-one PC and Corporate Environment.

 Learn from Developers/Industry experts rather than Trainers/Teachers.

 Direct interaction with Developers/Industry Experts.

 Industrial training programmers are designed to make students industry-ready.

 Large Display LEDs in each Class-Room/Lab, Wi-Fi Labs.

 Guest Lectures/Seminars by Industry Experts.

 Every Student is provided with “Live Projects” mentored by Software/ Electronics/Industry

Experts.

 100% Placement assistance.

Think NEXT Cloud Campus Advantages

 Each Student will have Unique User ID and Password to Login to ThinkNEXT Cloud
Campus 4.0 anytime…anywhere…

 View Numerous Technical, Personality Development Videos anytime…anyhere…

 Students will be able to download e-Books, e-Journals, Class Notes, Important Links and
other study material.

 ThinkNEXT Smart Campus is a step towards not only 100% placements but also better job
offers even after placements.

 Student Profile, Instant Technical Updates, Class Notes, Project Report Submitted,
Attendance, Performance, Notice-Board, Class Timings etc. Everything online.

 Communication with industry experts, Technologists through cloud Campus anytime…

anywhere….

 Regular SMSes and E-mail for Related Job Offers.

 Access through PCs, Laptops, Tablet PCs, Mobiles via internet

 INTRODUCTION OF THE
TOPIC
RECRUITMENT AND SELECTION

Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of the
Staffing schedule and to employ effective measures for attracting that manpower in adequate
Numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of
management. All managers have responsibility of Staffing function by selecting the chief
executive and even the foremen and supervisors have a Staffing responsibility when they select
the rank and file workers. However, the personnel Manager and his personnel department is
mainly concerned with the staffing function. Every organization needs to look after recruitment
and selection in the initial period and Thereafter as and when additional manpower is required
due to expansion and development of Business activities. Right person for the right job‟ is the
basic principle in recruitment and selection. Ever organization should give attention to the
selection of its manpower, especially its managers. The Operative manpower is equally
important and essential for the orderly working of an enterprise. Every business organization/unit
needs manpower for carrying different business activities. Smoothly and efficiently and for this
recruitment and selection of suitable candidates are essential. Human resource management in an
organization will not be possible if unsuitable persons are selected and employment in a business
unit.
RECRUITMENT:-
According to the Business Dictionary

“Recruitment is the process by which organizations locate and attract individuals to fill
job vacancies. Most organizations have a continuing need to recruit employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth .”

According to Flippo;

“Recruitment is the process for searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.”

Meaning:
Recruitment means to estimate the available vacancies and to make suitable
arrangements frothier selection and appointment. Recruitment is understood as the process of
searching for and obtaining applicants for the jobs, from among whom the right people can be
selected. A formal definition states, “It is the process of finding and attracting capable applicants
for the employment. The process begins when new recruits are sought and ends when their
applicants are submitted. The result is a pool of applicants from which new employees are
selected”. In this, the available vacancies are given wide publicity and suitable candidates are
encouraged to submit applications so as to have a pool of eligible candidates for scientific
selection.

Recruitment Policy:-
Such a policy asserts the objective of the recruitment and provides a
framework of implementation of the recruitment program in the form of procedure. As Yoder
and other observe: “Such a policy may involve commitment to board principal such as filling
vacancies with the best qualified individuals. It may embrace several issues such as extend of
promotion for within, attitude of enterprise in recruiting its old employer, handicap, minority,
group woman employee, part time employees, friends and relative of present employees. It may
also involve the organization system to be developed for implementing recruitment program and
procedures to the employed.” Therefore a well consider and preplan recruitment policy, based on
corporate goals, study of environment and the corporate needs may avoid hasty or ill-considered
decision and may a long way to main the organization with the right type of personal.

Need for recruitment:

The need for recruitment may be due to the following reasons /
situation: Vacancies due to promotions, transfer, retirement, termination, permanent disability,
death and Labor turnover. Creation of new vacancies due to the growth, expansion and
diversification of business activities of an enterprise. In addition, new vacancies are possible due
to job specification.

Recruitment Process:
Recruitment refers to the process of identifying and attracting job
seekers so as to build a pool Of qualified job applicants. The process comprises five interrelated
stages, viz,

 Planning.
 Strategy development.
 Searching.
 Screening.
 Evaluation and control.

Evaluation of Recruitment Process:

The recruitment has the objective of searching
for and obtaining applications for job seekers in sufficient number and quality. Keeping this
objective in the mind, the evaluation might include:
 Return rate of application sent out.
 Number of suitable candidates for selection.
 Retention and performance of the candidates selected.
 Cost of the recruitment process
  Time lapsed data
 Comments on image projected.

Sources of Recruitment

 INTERNAL SOURCES
1) Transfer- whenever any vacancies occur somebody from within the organization is
promoted transferred promoted or some time demoted.

2) Employee recommendations:

The idea behind employee recommendation as a source of potential applicants is that the present
employees may have a specific knowledge of the individuals who may be their friends, relatives.
If the present employees are reasonably satisfied with their jobs, they communicate these
feelings give preference to local people (sons of the sole) in recruitments, particularly at lower
and middle levels jobs.

3) Labor Contractors:
Manual workers can be recruited through a contractor who maintains close links with source of
such workers. This source is often used to recruit labor for construction jobs. The disadvantage
of this source is that when the contractor leaves the organization people employed through him
also go.

Advantages of internal sources: -

 It improves the moral of employees.

 Provide greater motivation for good performance.
 It is a less costly source than going outside to recruit.
 Greater promotion opportunities for the present employees.
 Labor turns over reduced.
Disadvantages of internal sources:

 Chances of favoritism.
 It discourages the flow of new blood in to the organization.
 As promotion is based on seniority the danger is that really capable hands may not be
chosen.

 EXTERNAL SOURCES
While vacancies through internal source can be filled up either though promotion or transfer,
recruiter tends to focus their attention on external source. Normally following external source is
utilized for different position.

1. Advertisement:

Advertisement is the most effective means to search potential employees from outside the
organization. Employment in journals, newspaper, bulletins etc is quite common is our country.
It has a very wide reach. One advertisement in a leading daily can cover millions of persons
throughout the country. Cost per person is very low it is used for clerical, technical and
managerial jobs

2. Employment Agencies:

In our country two types of employment agencies are operating. Public employment agencies
and private employment agencies.

Public employment agencies: there are employment exchanges run by the government, almost
in all districts. Normally such exchanges provide candidates for lower position like clerk and
junior supervisor etc.

Private employment agencies: there are many consultancies and employment agencies like
ABC consultant, A.F. Ferguson and company, personal and productivity services, S.B.
Billimoria and company etc. which provide employment services particularly for selecting higher
level and middle level executives.
3. Campus Recruitment:
Many organizations conduct preliminary search of prospective employees by conductive
interviews at the campuses of various institute, universities and colleges. IIMs, IITs, engineering
colleges. It is and universities are good sources for recruiting well-qualified executives,
engineers, medical staff, chemist, pharmacist etc.

Advantages of External Sources:

 It helps to bring new blood and new ideas into the organization.
 Expertise and experience from other organization can be brought.
 It doesn't change the present organizational hierarchy that much.
 As recruitment is done from a wider market, best selection can be made.
Disadvantages of External Sources:

 This source is more costly and time consuming.

 The orientation and training of new employees is necessary.
 If higher level of jobs is filled from external sources, motivation and loyalty of
existing staff are affected.

METHODS OF RECRUITMENT

 DIRECT METHOD:
In this method organization sends traveling recruiters to educational and professional
institution. One of the most widely used methods is that of sending of recruiters to college and
technical schools. Sometimes some organization opens their placement offices in the college and
schools. The placement office usually provides help in attracting student arranging interviews
and providing in MBA or this manner. Sometimes firms directly solicit information from the
concerned proffers about student with an outstanding record. Other direct method includes
sending recruiter to seminars and conventions and using mobile officers to go to desired centers.

 INDIRECT METHOD:
This invoices mostly advertising in newspapers, on the Radio, in trade and professional journals,
Technical magazines and brochures. It is very useful for blue collar and hourly workers as well
as scientific professionals and technical employees. Whenever necessary a blind advertisement
can be given in which only box no. is given, without identifying the company.

 THIRD PARTY METHOD:

Various agencies can be used to recruit, personnel. Public employment exchanges, management
consulting firms, professional societies, temporary help societies, trade union, and labor
contractors are the main agencies.

EFFECTS
1. Positive Recruitment Process
 Attract highly qualified and competent people.
 Ensure that the selected candidates stay longer with the company.
 Make sure that there is match between cost and benefit.
 Help the firm create more culturally diverse work-force.

2. Negative Recruitment Process

 Failure to generate qualified applicants

 There is no match between cost and benefit
 Extra cost on training and supervision

 Increases the entry level pay scale

SELECTION:-
According to the Business Dictionary-

“Employee selection is defined as the “process of interviewing and

evaluating candidates for a specific job and selecting an individual for employment based on
certain criteria.”

Selection is defined as the process of differentiating between applicants in order to identify those
with a greater likelihood of success in a job. Selection is basically picking an applicant from (a
pool of applicants) who has the appropriate qualification and competency to do the job.

Selection is the process of choosing the most suitable persons out of all the application. In this
process relevant information about applicants is collected through a series of steps so as to
evaluate their suitability for the job to be fined. Selection is a process of matching the
qualifications of applicants with the job requirements. It is a process of weeding out unsuitable
candidates and finally identifies the most suitable candidate.

Selection strategies play an extremely important role in new organizations and in those that they
are fast expanding. Through proper selection it is a possible to desirable culture and desirable
norms. Proper selection is in managerial hand by which they can increase efficiency and
productivity of the enterprise. For the succession of the selection process one should have the
authority to select. This authority comes from the employment requisition, as developed by an
analysis of the work force.

There must be some standard or personnel with which a prospective employee may be compared.
A sufficient number of applicants are also necessary.
SELECTION PROCEDURE:
The selection procedure is concerned with recruiting prevalent information about an application.
The objective of it is to determine whether an applicant meets the qualifications for a specific job
and to choose the applicant who is most likely to perform that in job. According to Yoder - "the
living process is a one or many 'go no-go' gauge. Candidates are screened by the application) of
their tools. Qualified applicants go on to the next hurdle. While the unqualified are eliminated."

STEPS IN SELECTION PROCESS:-

1. Preliminary Interview:

A special interviewer or a high caliber receptionist in the employment office usually conducts the
initial screening. This interview is essentially a sorting process in which prospective applicant
are given the necessary information about the nature of the in the organization. Necessary
information is also elicited from the candidates about their education, skills, experience, salary
expected etc.

2. Application Blank:

An application blank is a traditional, widely accepted device for getting information from a
prospective applicant. The application form should provide all the information relevant to
selection. But reference to caste, religion, birthplace may be avoided as it is regarded an evidence
of discrimination. Generally' an application form contains the following information.

a. Identifying information: Name, Address, Telephone no.

b. Personal information: Name, Age, Sex, Marital Status, and Dependents.
c. Physical Characteristics: Height, Weight, and Eyesight.
d. Education: Academic education, Professional Degree, work experience, references etc.
3. Selection Test:

Many organization hold different kinds of selection tests to know more about the candidates. A
test is a sample of some aspect of an individual's attitudes behavior and performance. Tests are
useful when the number of applicant is large. In India the use of psychological and other tests is
gaining popularity

4. Employment interview:

It is face-to-face interaction between two persons for a particular purpose. Selection test is
normally followed by personal interview of the candidate. It consists of interaction between
interviewer and applicant. It helps in obtaining information about the background, 'education
training, work history and interest of the candidate and giving Information to him about the
company and policies. As well as it is also helpful to establishing friendly relationship between
the employer and the candidate.

It can be different types like information, formal, structured, unstructured, depth, group and
stress interview

5. Medical Examination:

It is carried out to ascertain the physical standards and fitness of prospective employee. Either
company's physician or a medical officer approved for the purpose. It determines candidate's
physical fitness for the job. It prevents the employment of people suffering from contingencies
disease. It provides a record of the employee's health at the time of selection. This record
wills .help in setting company's liability under the workmen compensation act for claim for an
injury.

6. Reference checks:

Many organizations ask the candidates to provide the names of two or three persons who know
him well. The organization contacts them by mail or telephone. In this way organization can get
more information about the candidate like character, working etc.
7. Final Approval:

On the basis of the above steps the selection committee or personal department recommends
suitable candidates for selection. The candidate short-listed by the department is finally approved
by the executives of the concerned departments. Employment is offered in the form of an
appointment letter, mentioning the post, the rank, the salary grade, and the date by which the
candidate should join and other terms and conditions in brief.

8. Placement:

After all the formalities are completed the candidate are placed on their jobs, initially on
probation basis. The probation period may range from 3 months to 2 years. During this period
they are observed keenly and when they complete this period successfully they become the
permanent employment of the organization numbers and types. For deciding the number both
present and future requirements should be taken into the account. If there are expansion plans in
near future then these requirements should also be considered.

Besides number, the types of person needed are also important. This will be decided by studying
the job requirements, etc.

The educational and technical requirements to manage various jobs should be properly analyzed
so that right types of persons are employed. Recruitment precedes the selection process.
Recruitment is concerned with developing suitable techniques for attracting more and more
candidates.
INTERVIEW
“Any person to person between two or more individuals with a specific purpose in mind is called
Interview”.

TYPES OF INTERVIEWS
 Structured Interview
Here, every single detail of the interview is decided in advance. The questions to be
asked, the order in which the questions will be asked, the time given to each candidate, the
information to be collected from each candidate, etc. is all decided in advance. Structured
interview is also called Standardized, Patterned, Directed or Guided interview. Structured
interviews are preplanned. They are accurate and precise. All the interviews will be uniform
(same). Therefore, there will be consistency and minimum bias in structured interviews.

 Unstructured Interview
This interview is not planned in detail. Hence it is also called as Non-Directed interview.
The question to be asked, the information to be collected from the candidates, etc. are not
decided in advance. These interviews are non-planned and therefore, more flexible. Candidates
are more relaxed in such interviews. They are encouraged to express themselves about different
subjects, based on their expectations, motivations, background, interests, etc. Here the
interviewer can make a better judgment of the candidate's personality, potentials, strengths and
weaknesses. However, if the interviewer is not efficient then the discussions will lose direction
and the interview will be a waste of time and effort.

 Group Interview
Here, all the candidates or small groups of candidates are interviewed together. The
time of the interviewer is saved. A group interview is similar to a group discussion. A topic is
given to the group, and they are asked to discuss it. The interviewer carefully watches the
candidates. He tries to find out which candidate influences others, who clarifies issues, who
summarizes the discussion, who speaks effectively, etc. He tries to judge the behavior of each
candidate in a group situation.


 Exit Interview
When an employee leaves the company, he is interviewed either by his immediate
superior or by the HRD manager. This interview is called an exit interview. Exit interview is
taken to find out why the employee is leaving the company. Sometimes, the employee may be
asked to withdraw his resignation by providing some incentives. Exit interviews are taken to
create a good image of the company in the minds of the employees who are leaving the
company. They help the company to make proper HRD policies, to create a favorable work
environment, to create employee loyalty and to reduce labour turnover.

 Stress Interview
The purpose of this interview is to find out how the candidate behaves in a stressful
situation. That is, whether the candidate gets angry or gets confused or gets frightened or gets
nervous or remains cool in a stressful situation. The candidate who keeps his cool in a
stressful situation is selected for the stressful job. Here, the interviewer tries to create a
stressful situation during the interview. This is done purposely by asking the candidate rapid
questions, criticizing his answers, interrupting him repeatedly, etc.

 Individual Interview
This is a 'One-To-One' Interview. It is a verbal and visual interaction between two
people, the interviewer and the candidate, for a particular purpose. The purpose of this
interview is to match the candidate with the job. It is a two way communication.

 Informal Interview
Informal interview is an oral interview which can be arranged at any place. Different
questions are asked to collect the required information from the candidate. Specific rigid
procedure is not followed. It is a friendly interview.
 Formal Interview
Formal interview is held in a more formal atmosphere. The interviewer asks pre-
planned questions. Formal interview is also called planned interview.

 Panel Interview
Panel means a selection committee or interview committee that is appointed for
interviewing the candidates. The panel may include three or five members. They ask
questions to the candidates about different aspects. They give marks to each candidate. The
final decision will be taken by all members collectively by rating the candidates. Panel
interview is always better than an interview by one interviewer because in a panel interview,
collective judgment is used for selecting suitable candidates.
MY JOB AT Think Next TRAINING CENTRE

I started my job as HR Trainee & a Recruiter. My job profile was to handle RECRUITMENT in
my project. The senior HR Manager narrated me the whole procedure. My job profile was to
generate resumes from the various job sites such as Naukri.com, Timesjobs.com etc. according
to the requirements of the company. After generating the resumes from the sites the next step is
to shortlist the resume which best suite the requirements.
Now the short-listed candidates have to be given a phone call in order to find out their interests
and schedule them for interview. There are 2 forms of interview that a candidate can appear for:

1. Personal Interview.
2. Telephonic Interview.

PERSONAL INTERVIEW
This is regarded as the best form of interview. In such form of interview, interview personally
appears in front of the interviewer and gives his interview. This is regarded as the best form of
interview as the interviewee has the best chances of making his points clear in front of
interviewer.

TELEPHONIC INTERVIEW
Sometimes the interview is taken on the phone. A telephonic conversation is done between the
interviewer and the interviewee where the interviewer calls up the candidate via phone and
conducts the interview.
 CHAPTER-2

REVIEW OF LITERATURE
As related to the Recruitment of the employee various authors have expressed their views
regarding training success and undertaking in and outside the company, few of them listed are:
Recruitment is concerned with developing suitable techniques for attracting more
and more candidates. Recruitment is the process of searching for prospective employees and
stimulating them to apply for the jobs in the organization. When more persons apply for jobs
then there will be a scope for recruiting better persons. The job seekers too, on the other hand,
are in search of organization offering them employment. Recruitment is a linkage activity
bringing together those with jobs and those seeking jobs.

Many see recruitment and selection as the most important component of the staffing model.
Obviously, the fright persona must be selected to achieve high levels of productivity, but how the
selection is made also is important, if for no other reason than to meet legal and ethical
requirements of institutional policy such as fundamental fairness and affirmative action. One of
the central findings of the literature review conducted by :

1. Rao (JUL, 1992) In his journal” The concept of recruitment”. In a survey conducted
by Rao on HRD practices in 34 private sector & 11 public sector companies it was
found that perceptions were not that significant among executives. The study indicated
that a large number of organizations appear to use Recruitment and Selection both for
regularly as well as for development purposes.

2. Hiltrop (1996): Hiltrop (1996) was successful in demonstrating the relationship

between the HRM practices, HRM-organizational strategies as well as organizational
performance. He conducted his research on HR manager and company officials of 319
companies in Europe regarding HR practices and policies of their respective
companies. The findings of Hiltrop'swork also showed that selectively hiring has a
positive impact on organizational performance. With recruitment and selection
techniques for efficient hiring decisions, high performing companies are most likely to
spend more time in giving training particularly on communication and team-work
skills.
3. Russo et al. (2001) Attempted to investigate how employers' recruitment strategies
change in response to different conditions on the relevant regional labor market. Their
empirical findings show that the hiring of unemployed candidates and the use of the
public employment service are events more likely to happen in a slack regional labor
market. On the basis of their results they concluded that the use of advertisements and
the hiring of already-employed job seekers are more likely to occur in the presence of
excess demand on the relevant regional labor market.

4. M.Smith (2001) The literature says that employers are doing the traditional method of
recruiting rather than the modern technologies.Selection procedure also should be in
application to the modern techniques.
5. Pilbeam and Corbridge (2002) Recruitment and selection extends to attracting
suitable candidates, eliminating unsuitable candidates and converting the successful
candidates to an effective employee.

6. Korsten (2003) Human Resource Management theories emphasize on techniques of

recruitment and selection and outline the benefits of interviews, assessment and
psychometric examinations as employee selection process. They further stated that
recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and
details, advertising, job application and interviewing process, assessment, decision
making, formal selection and training.

7. Boxall and Purcel (2003) Observe that many organizations including the well-
resourced still imagine that recruitment is all about attracting young workers fresh from
schools or after only a few year in the labor market.

8.Jones et al. (2006): Jones et al. suggested that examples of recruitment policies in the
healthcare, business or industrial sector may offer insights into the processes involved
 in establishing recruitment policies and defining managerial objectives.Successful
recruitment techniques involve an analysis of the job, the labour market conditions and
interviews, and psychometric tests in order to find out the potentialities of job seekers.
Other approaches to selection outlined by Jones et al.include several types of
interviews, role play, group discussions and group tasks, and so on.

8. Alan Price (2007): Price (2007), in his work Human Resource Management in a
Business Context, formally defines recruitment and selection as the process of
retrieving and attracting able applications for the purpose of employment. He states that
the process of recruitment is not a simple selection process, while it needs management
decision making and broad planning in order to appoint the most appropriate
manpower. Their existing competition among business enterprises for recruiting the
most potential workers in on the pathway towards creating innovations, with
management decision making and employers attempting to hire only the best applicants
who would be the best fit for the corporate culture and ethics specific to the company
(Price 2007).

9. MaralMuratbekova-Touron (2008) in his journal, “Recruitment and Selection” has

proposed, “Recruitment is one of the main functions on Human Resource Management,
refer to International Human Resource Management perspective, staffing will be more
important on the managing by the headquartered company to their subsidiaries in order
to gain more competitive advantage for them. As a company want to achieve the mind
of globalization, they must choose a suitable Recruitment approach in order to doing
business successfully not only in the domestic also in the international environment.
MaralMuratbekova-Touron stated that “One of the main issues facing the development
of the global companies has always been to find the right balance between the local
autonomy between subsidiaries and the control of the corporate headquarters.”, it
related to how the company recruit and select their staffs in their subsidiaries .
10. Association of American Medical Colleges (2009)- Although women and minorities
have made significant strides in achieving equality in the workplace, they are still
underrepresented in the upper strata of organizations ,including senior faculty and
leadership positions at medical schools and teaching hospitals. Within the last decade,
social science researchers have pursued the theory of “unconscious bias” as one barrier
to workplace equality that may persist despite a general commitment to increase
diversity across the academic medicine workforce and other organizations. This
Analysis in Brief reviews the scientific literature on the theory of unconscious bias,
explores the role of unconscious bias in job recruitment and evaluations, and offers
suggestions for search committees and others involved in hiring decisions at medical
schools and teaching hospitals.

11. Arvind Sudarsan (2009) in his journal, “Impact of recruitment and Selection”- In
this article, findings of a study on performance Recruitmentis one of the main functions
on Human Resource Management criteria used by organizations in India is shown. A
survey type methodology was used in this article to obtain the appraisal forms used by
different organizations. The sample covered a wide range of organizations classified on
different basis Approaches in global companies, and there has four different approaches
to managing and staffing their international subsidiaries. The following literature
reviews will attempt to explain that four approaches and point out what is the advantage
and disadvantage of each approach in the internationalization process of the company.

12. Vyas & Ajayraj (2011) This study stated on managing the knowledge workers has
given importance to the process involved during the time of recruitment and hiring.
They believe that the most striking feature of the Indian labor market is the apparent
abundance of labor, yet the right type of labor is not too easy to find. In his research
article he has made an attempt to study why talent deficiency prevails in Indian job
market in spite of a huge population.
 13. . Naveen & Dr. Raju (2014) A Study On Recruitment & Selection Process With
Reference To Three Industries, Cement Industry, Electronics Industry, Sugar Industry
In Krishna DtAp,India. Successful recruitment and selection practices are key
components at the entry point of human resources in any organization .Efficient
recruitment and selection strategies result in improved organizational outcomes. The
main objective of this paper is to identify general practices that organizations use to
recruit and select employees .The study also focus its attention o to determine how the
recruitment and selection practices affect the organizational outcomes and provide
some suggestions that can help to different companies located in Krishna.

.
 CHAPTER-3
OBJECTIVE OF THE STUDY

OBJECTIVE OF THE STUDY

1. To study the Recruitment and Selection process followed at ThinkNEXT Technologies pvt.
ltd.
2. To analyze the level of satisfaction of the Officers about Recruitment and Selection procedure
of an organization.
3. To suggest measures to improve Recruitment and Selection at ThinkNEXT Technologies pvt.
ltd.
 CHAPTER-4
RESEARCH
METHODOLOGY
RESEARCH DESIGN:
Research Design is the conceptual structure within
which research is conducted. It constitutes the blueprint for collection, measurement and
analysis ofs data. The design used for carrying out this research is Descriptive.
Descriptive Research is the research we don’t use “why”. It means questions are asked
from respondents but we don’t ask why they are giving these answers. In my research I
used descriptive research.

DATA TYPE: In this research the type of data collection is

 Primary data
 Secondary data
 Primary data is that which is collected by the person himself from the
respondents. I collected primary data with the help of the “Questionnaires”.
I made a set of questions and respondents gave their views.
 Secondary data is that which is already collected by any other person in
the previous years. I used secondary data in my research and used various
sources of the secondary data.

The sources of collection of secondary data are:

 Journals
 Previous Research Papers
 Magazines
 Brochures
 Company’s website
 Sampling Unit: Employees
Type of Sampling: Convenience Sampling
 Convenience Sampling is used by researcher according to his comfort
ability. I used convenience sampling because employees of company
are convenient to me for collecting the data.

 Location: Think Next Pvt. Ltd.

 Sample Area: Mohali

 Number of Samples : 50 employees

PROJECT SCHEDULE
First week - Training program from the company & collecting the primary and
secondary data.
Second week - Study Recruitment & Selection Process.
Third & forth week - Designing the questionnaire & conducting the survey in Think Next.
Fifth week - Analysis of Data Collection.
Sixth week - Final Report preparation and presentation.
 CHAPTER-5
DATA ANALYSIS
&
INTERPRETATION
Q.1 Age group of respondents:

Age Number Percentage (%)

18-30 16 53.33
31-40 7 23.33
41-50 4 13.33
50&above 3 10
Total 30 100

Interpretation:

From the above table it is observed that majority of the respondents (53.33%) falls under the
age group of 18-30 years followed by 23.33% under the age group of 31-40 years , 13.33%
under 41-50and 10% under 50 & above respectively.
Q.2 Marital status of respondents

Marital status Number Percentage (%)

Single 18 60

Married 12 40

Total 30 100

Interpretation:

From the above table it is observed that majority of respondents fall in single category (60%) and
40% falls in married category.
Q.3.Which of the following methods does your company choose for sourcing?

Source Number Percentage

Campus 10 33.33
Employee referrals 8 26.67
Consultants 2 6.66
Walk ins 5 16.66
Existing database
Advertisement
Job fairs
Portals
Websites 5 16.66
Call back

Interpretation : From the above table it is observed that 27% of respondents are recruited
through internal sources and rest are from external sources of recruitment.
4. How many rounds of interviews are conducted before a candidate is offered the
employment?

Levels One Two Three More

Junior level 10 12 8 0
Middle level 11 9 10
Senior level 14 16
Total 10 23 31 26

Interpretation :

From the above table it is observed that there are different views of each respondent

5. Following which test organization conduct for selection of candidate

 Tests Number Percentage (%)

Aptitude tests 12 40

Intelligence 4 13.33

Personality 8 26.67

Psychological 6 20

Any other

Total 30 100

Interpretation :

From the above table we can observe that 40% of respondents agreed with the aptitude
tests ,13.33 agreed with the intelligence tests ,26.67 agreed with the personality and 20%
of respondents agreed with the psychological tests.

6. How do you rate the HR practices of the company

 Rating Number of respondents Percentage
Very good 8 26.67
Good 7 23.33
Average 8 26.67
Bad 7 23.33
Total 30 100

Interpretation:

From the above bar chart it is observed that 27% of respondents said that the HR practices are
very good, 24% said it is good, 27% agree with average hr practices and rest 24% are agreed
with bad hr practices.

7. Are rejected candidates informed by?

 INFORM BY: NUMBER PERCENTAGE
E- MAIL 14 46.67
PHONE 9 30
NOT INFORMED 7 23.33
TOTAL 30 100

Interpretation:

It is observed from the above table that 47% of respondents are informed by email, 30%
informed by phone, and 7% are not being informed.

8. What is the reason behind candidate not going to join after selection?
 Reason Number of respondents Percentage
Personal 5 16.67
Salary problem 9 30
Not interested 4 13.33
Got another opportunity 11 36.67
Other pl. specify 1 3.33

Interpretation:

Majority of respondents(37%) not join after selection due to reason they got another
opportunity,30% dont join due to salary reasons,14% do not take interest in the job after
selection and 4% of respondents doesnot specified the reason.

9. When are the resources need and forecasted?

Resources Number Percentage

 Quarterly 11 36.67
Monthly 3 10
Annually 09 30
Not fixed 7 23.33

Interpretation:
From the above table it is observed that nearly 37% of respondents said that resources are met
during quarterly, 24% of respondents said it is not fixed, 30% said resources are forecasted
annually and 10% said monthly.

10. Which method do you mostly prefer from the following for recruitment
and selection?
Method Number of respondents Percentage
Direct method 6 20
Indirect method 14 46.67
Third party 10 33.33

Interpretation :

Majority of respondents prefer indirect method for recruitment and selection (46.67%),
34% of respondents prefer third party (consultants) , 20% prefer direct method.
 CHAPTER-6
FINDINGS,

FINDINGS:
By the way of collecting survey through Primary data and from the analysis of questionnaire,
the researcher analyzed some of the findings are:
 100 per cent of respondents are having awareness of recruitment and selection process
of the organization.
 70 per cent of respondents preferred both sources of recruitment.
 60 per cent of respondents said that employee referral is the main source of internal
recruitment.
 56 per cent of respondents came to know about vacancy through consultants.
 71.333 per cent of respondents feel that consultants play a vital role in recruitment
process
 70.67 per cent of respondents agreed that HR policies are the factor influences
recruitment process.
 30.67 per cent of respondents prefer technical interview in case of selection process.
 31.33 per cent of respondents prefer HR interview in case of selection process.
 52 per cent of respondents are highly satisfied with the candidate eligibility verification
followed in the organization.
 It is observed that majority of the respondents (53.33%) falls under the 18-30 years.
 Majority of respondents prefer indirect method for recruitment and selection (46.67%)
 it is observed that nearly 37% of respondents said that resources are met during quarterly
47% of respondents are informed by email.
SUGGESTIONS
 SUGGESTIONS:

1. Recruitment & Selection Process should be improved.

2. During the selection process not only the experienced candidates but also the fresh
candidates should be selected so as to avail the innovation of new employees.
3. Company should follow all the steps of Recruitment & Selection for selection of the
candidates.
4. Selection processes must be less time consuming.
5. Interview should not be boring, monotonous.
6. Judgment should be fair not bias.
7. Following Qualities should be considered at the time of Selection of Candidate.
LIMITATIONS
 LIMITATIONS OF THE STUDY:

1. Time period of training was short so my sample size was also small.
2. There can be statistical error in the study conducted.
3. There can be personal biasness.
CONCLUSION
 CONCLUSION:

1. The Officers are fully satisfied with the existing Recruitment & Selection procedure.
2. Recruitment & Selection should not be lengthy.
3. The Recruitment & Selection should not be impartial.
4. Recruiting people with the right skills and qualities are essential for any organization if it
is to maintain and improve its efficiency.
 CHAPTER-7
BIBLIOGRAPHY
BIBLIOGRAPHY
BOOKS:
 Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.
 CHHABRA T.N, Principles & practices of management, DhanpatRai and co. (p) Ltd,
Delhi, 2000.
 Journals from the Bunge Pvt. Ltd.
 Prasad, L.M, Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008.
 Human Resource Recruitment In India: Critical Role of Online Recruitment System, 1
(6), pp. 1-4.
 International Journal of Management Research & Review
ISSN: 2249-7196
IJMRR/ October 2014/ Volume 4/Issue 10/Article
No-5/996-1006
 Unconscious Bias in Faculty and Leadership Recruitment
Volume 9, Number 2 August 2009
 Association of American Medical Colleges 2450 N Street,
N.W. Washington, D.C. 20037-1127
 IOSR Journal of Business and Management (IOSR-JBM).
Issue 5 (Jan. 2014), PP 60-67
 Ashwathappa k, Human Resource & Personnel Management 4 th Edition, By McGraw
Hill Company New Delhi.
 Rao P Subha, Essentials of Human Resource Management and Industrial relationship, By
Himalaya Publishing House.
 Kothari C.R, Research Methodology 2nd Edition, By New Age Techno press.
 Gupta Mohit&AggarwalNavdeep, Marketing Research 1st Edition, By Kalyani Publisher.
Websites:-

1) www.citehr.com
2) www.hrindia.com
3) www.scribd.com
4) www.ijmrr.com
5) www.iosrjournals.org
6) www.researchscholar.com
7) www.thinknext.co.in
QUESTIONNAIRE

QUESTIONNAIRE
1. Do you agree that a good Recruitment policy plays a key factor in the working of an
organization?
a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree

2. What should be the best Recruitment Sources according to your preference?

a) Internal Recruitment
b) External Recruitment
c) Depends on Situation & Post

3. What are the Sources of Recruitment used in think next?

a) Advertisement
b) Employee Referral
c) Consultants
d) Portal
e) All of these

4. What is your level of satisfaction with the present Recruitment process followed in think
next?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
5. According to you how often Recruitment takes place in think next?
a) Quarterly
b) Half-Yearly
c) Annually
d) Whenever required

6. How do you feel about interview panel?

a) Excellent
b) Good
c) Average
d) Poor

7. What kind of the interview do you conduct?

a) Formal and structured
b) Formal and unstructured
c) Stress interview
d) Board interview

8. Do you think communication skills play a major role in selection of a candidate?

a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
9. Which Source of Selection do you think is followed in think next?

a) Written Tests

b) Group Discussions

c) Personal Interview

d) Group Discussions & Personal Interview

e) All the above

10.Rank the Qualities in the order of your preference on the basis of which you select a
candidate.

a)Rank 1(Lowest Quality) – Rank 5 (Highest Quality)

b)Qualification

c) Experience

d) Skills

e)Personality

f) Depends on Job Variety

11.Do you feel in your department right person is placed at the right job?

a) Strongly Agree

B) Agee

c) Neutral

e) Disagree

f) Strongly Disagree