An Internship Report

On

The study of Recruitment and Selection of Employees in Star Wire

(India) Limited

Masters of Business Administration (M.B.A)

BATCH: 2023-25

J.C. Bose University of Science and Technology, YMCA

Faridabad, Haryana

Submitted To: Submitted by:

TANUSHA YADAV

MBA-3B

23001701122
 CANDIDATE DECLARATION

I, TANUSHA YADAV, student of MBA – 3rd semester of session 2022-24 of J.C. Bose
University of Science and Technology, YMCA, Faridabad, Haryana hereby declare
that the internship report titled “THE STUDY OF RECRUITMENT AND
SELECTION PROCESS IN STAR WIRE (INDIA) LIMITED.” is my own work and
same has not been submitted to any university/institution for the award of any degree
or any professional diploma.
 ACKNOWLEDGEMENT

If words are considered as a symbol of approval and taken of appreciation then let the
words play the important role expressing my gratitude.

Every project big or small cannot be successful without the efforts of a wonderful
without the effort of a wonderful people, who have always given their valuable advice
or lent of helping hand.

First of all I would like express my special thanks to God, who blessed me with all
kind of facilities. I acknowledge my gratitude to the Star Wire (India) Limited for
providing me an opportunity to explore myself.

I would like to express my special gratitude to my project mentor Dr. Praveen for her
conscientious guidance, quick response & support. I feel deeply honoured in
expressing my sincere thanks to him for providing valuable insights leading to the
successful completion of the project.

I am thankful to and fortunate enough to get constant encouragement support and

guidance from all the Teaching staff of MBA Department which helps me for
successful completing my project. Words are not sufficient to register my sincere
regards to my parents & family without their kindness it could have never ever be
possible.

Last but not the least my gratitude goes to my friends who directly or indirectly
helped me in completing the project.
 TABLE OF CONTENTS

S.NO. CONTENTS PAGE NO.

1. Introduction 1-10

2. Company Profile 11-19

3. Literature Review 20-21

4. Research Methodology 22-24

5. Data Analysis 25-32

6. Findings 33

7. Conclusions 34

8. Recommendations 35

9. Bibliography 36

10. Appendices 37
 CHAPTER – 1
INTRODUCTION
INTRODUCTION

1. RECRUITMENT

Recruitment is the overall process of identifying, sourcing, screening, shortlisting, and

interviewing candidates for jobs (either permanent or temporary) within
an organization. Recruitment also is the process involved in choosing people
for unpaid roles. Managers, human resource generalists, and recruitment specialists
may be tasked with carrying out recruitment, but in some cases, public-
sector employment, commercial recruitment agencies, or specialist search
consultancies are used to undertake parts of the process. Internet-based recruitment is
now widespread, including the use of artificial intelligence (AI).

The recruiting process can be relatively straightforward, but advances in technology, a

tight labour market and a workforce pool that might span five generations can make
the first step -- finding potential candidates -- particularly challenging. Recruitment is
a key part of human resource (HR) management and supported by the hiring manager
and others involved in the hiring process. Skilled recruitment efforts will make a
company stand out and be more attractive to potential employees, a strategy that can
directly impact a company's bottom line.

1.1. Recruitment Definition by eminent Authors

Here are some popular definitions of recruitment given by eminent authors:

Edwin Flippo - Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.

DeCenzo and Robbins -It is the process to discover potential candidates for future
actual or anticipated job vacancies. Another perspective is that it is a linking activity
which brings together organizations those with jobs to fill and people those
are seeking jobs.

Plumbley- It is a process to match the capacities of candidates with the demands of

the organization. The inclination of qualified candidates should also match with the
rewards and benefits the organizations are willing to provide in the job.
Dale Yoder - 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 an
efficient working force.

Kempner - Recruitment is identified as a first step of the process which persists with
selection and ends with the joining of the suitable candidate in the organization.

William B. Werther & Keith Davis - Recruitment is a discovering of potential

applicants for actual or anticipated organizational vacancies. Or from other
perspective, it can be looked at the linking activity bringing together those with jobs
and those seeking jobs.

1.2. Why is recruitment important?

Employees are the lifeblood of companies, so finding and attracting the best
candidates possible is of utmost importance. A poor recruitment effort can result in
unfilled jobs and a loss of revenue, while successful recruitment will bring in the right
candidates on a timely basis, ensuring a business is able to continue to move forward.

Also, in a competitive hiring market, employee retention can be tricky, but an

effective recruitment strategy can minimize that risk by ensuring the right people are
hired into the right roles.

When recruiting is done well, your workforce is engaged, employees are in the most
suitable position for them to succeed, your organization thrives, you can attract better
candidates, you have good ratings on sites such as Glassdoor, you can reduce
turnover, you can build a talent pipeline and more.

The recruitment plays a very crucial role in the development of an organization staff
and success and it directly affects an organization’s ability to build a skilled
workforce. Effective recruitment makes sure that business can fill open vacant
positions, promote inclusion and diversity, and support long term expansion and
success.

Recruitment practices of HRM directly affect the success of an organization. The

quality of the talent which a company recruits are depended upon an organization’s
recruitment policy and its hiring practices, and that follows the effectiveness of the
selection phase which is again inherently dependent upon the calibre of candidates
attracted, to the greater extent, recruitment determines the performance of an
organization and helps achieving their business goals.

1.3. Types of recruitment

There are majorly two types of recruitment adopted and often used by the
organizations in their recruitment process i.e., internal and external recruitment.

Internal recruitment

This type of recruitment refers to hiring the employees within the organization
internally. Various internal sources of recruitment are:

 Promotion

 Transfer

 Recruiting former employees

 Job posting / job advertisement

 Employee referrals

 Previous applicants

External recruitment

External recruitment refers to hiring employees outside the organization. Various

types of external recruitment are:

 Direct recruitment

 Employment exchange

 Employment agencies

 Advertisements

 Professional association
  Campus hiring

 Advertisement through word of mouth

1.4. Objectives or purpose of recruitment

Recruitment is the process which links the employers with the employees.

The purposes of recruitment are as follows:

a) Attract and empower an ever-increasing number of applicants to apply in the

organization.

b) Build positive impression of the recruitment process.

c) Create a talent pool of candidates to enable the selection of best candidates for
the organization.

d) To attract and engage people it needs to achieve its overall organizational

objectives

e) Increase the pool of job candidates at minimum cost.

f) Recruit right people who will fit in to organizations culture and contribute to
the organizations goals.

g) Determine Current and future requirements of the organization in conjunction

with its personnel planning and job analysis activities.

h) It Help upwards the achievement rate of choice process by diminishing

number of unmistakably under-qualified or overqualified work candidates.

i) It Help decrease in the likelihood that activity candidates once enlisted and
chose will leave the organization after a brief time frame.

j) Meet the organizations lawful and social commitments with respect to the
synthesis of its workforce.

k) Begin identifying and preparing potential job applicants who will be

appropriate candidates.
 l) Increment organization and individual effectiveness of different selecting
systems temporarily and long haul.

m) Evaluate the effectiveness of various recruiting technique and sources for all
types of job applicants.

1.5. Recruitment process

The Recruitment programme is designed to attract more and more applicants such that
the pool of candidates applies for the job, and the organization has more options to
select the best out of them. The recruitment process consists of five interrelated stages
which are as follows:

1).

Recruitment Planning: The recruitment process begins with the planning where in the
vacant job positions are analyzed and then the comprehensive job draft is prepared
that includes: job specifications and its nature, skills, qualifications, experience
needed for the job, etc.

Here, the recruitment committee decides on the number and the type of applicants to
be contacted. The aim of any organization is to attract more candidates as some of
them might not be willing to join, or some might not qualify for the job position. So
the company has a sufficient number of candidates to choose amongst them. The type
of candidates required for the job is well specified in terms of the task and
responsibilities involved in a job along with the qualification and experience
expected.

2). Strategy Development: Once the comprehensive job draft is prepared, and the type
and the number of recruits required are decided upon; the next step is to decide a
strategy that is adopted while recruiting the prospective candidates in the
organization. The following strategic considerations should be kept in mind:

Make or Buy Employees, which means the firm either decides to select less skilled
employees and invest in training and education programmes or hire skilled
professionals.

Methods of Recruitment, the firm decide on the methods used for recruiting the
individuals. Such as the internet provides detailed information about the prospective
candidates and helps in shortlisting the best-qualified individuals.

Geographical Area, the next decision is related to the area from where the candidates
shall be searched. The firm looks for those areas where the handful amount of
qualified employees is concentrated, with a view to curtailing a search cost.

Sources of Recruitment, there are two sources of recruitment: Internal source (within
the organization), external source (outside the organization). The firm must decide the
source from where the candidates are hired.

3). Searching: Once the strategy is prepared the search for the candidates can be
initialized. It includes two steps: source activation and selling. The source activation
means, the search for the candidate activates on the employee requisition i.e. until and
unless the line manager verifies that the vacancy exists, the search process cannot be
initiated.

The next point to be considered is selling, which means the firm must judiciously
select that media of communication that successfully conveys the employment
information to the prospective candidates.

4). Screening: The screening means to shortlist the applications of the candidates for
further selection process. Although, the screening is considered as the starting point of
selection but is integral to the recruitment process. This is because the selection
process begins only after the applications are scrutinized and shortlisted on the basis
of job requirements. The purpose of recruitment here is to remove those applications
at an early stage which clearly seems to be unqualified for the job.

5). Evaluation and Control: Evaluation and control is the last stage in the recruitment
process wherein the validity and effectiveness of the process and the methods used
therein is assessed. This stage is crucial because the firm has to check the output in
terms of the cost incurred.

The recruitment is a costly process as it includes the salaries of recruiters, time spent
by the management, cost of advertisement, cost of selection, a price paid for the
overtime and outsourcing in case the vacancy remains unfilled. Thus, a firm is
required to gather all these relevant information to evaluate the performance of a
recruitment process effectively.

2. SELECTION

Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job position in an organization. In others words, selection can
also be explained as the process of interviewing the candidates and evaluating their
qualities, which are required for a specific job and then choosing the suitable
candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.
Different authors define Selection in different ways. Here is a list of some of the
definitions −

 Employee selection is a process of putting a right applicant on a right job.

 Selection of an employee is a process of choosing the applicants, who have the

qualifications to fill the vacant job in an organization.

 Selection is a process of identifying and hiring the applicants for filling the
vacancies in an organization.

 Employee selection is a process of matching organization’s requirements with

the skills and the qualifications of individuals.

2.1. Importance of selection

Selection is an important process because hiring good resources can help increase the
overall performance of the organization. In contrast, if there is bad hire with a bad
selection process, then the work will be affected and the cost incurred for replacing
that bad resource will be high.

The purpose of selection is to choose the most suitable candidate, who can meet the
requirements of the jobs in an organization, who will be a successful applicant. For
meeting the goals of the organization, it is important to evaluate various attributes of
each candidate such as their qualifications, skills, experiences, overall attitude, etc. In
this process, the most suitable candidate is picked after the elimination of the
candidates, who are not suitable for the vacant job.

The organization has to follow a proper selection process or procedure, as a huge

amount of money is spent for hiring a right candidate for a position. If a selection is
wrong, then the cost incurred in induction and training the wrong candidate will be a
huge loss to the employer in terms of money, effort, and also time. Hence, selection is
very important and the process should be perfect for the betterment of the
organization.

Selection is an important facet for the organization, it’s importance can further be
summed up as below-
  It identifies the right candidates for the company.

 Recruiting talented employees can help increase the overall performance of

the organization.

 Helps in avoiding false negatives and false positives of the candidates.

2.2. Types of selection process

Selection types differ according to different types of organizations. The types of the
selection process are -

a) Application forms and CVs

b) Online screening and shortlisting

c) Interviews

d) Psychometric testing

e) Ability and aptitude tests

f) Personality profiling

g) Presentations

h) Group exercises

i) Assessment centres

j) References

2.3. Selection process

1. Preliminary interview: the selection process generally starts with this step where
the totally unsuitable applicant is eliminated. Thus the organization is saved from the
expenses of processing the applicant through the remaining steps of selection. The
candidates who pass this step are only asked to fill the application form.
2. Receiving applications: after passing the preliminary interview the candidate is
asked to fill the standard application form. The application form generally consists the
information about the age, qualification, experience etc. of the candidate on the basis
of which the interviewer gets the idea about the candidate and this information also
helps in formulating questions.

3. Screening of applications: after receiving the applications the screening committee

screens the applications. Only the candidates who qualify the criteria of the screening
committee are called for the interview. Usually, the candidates selected for interview
are four to six times than the number of posts. Interview letter is sent to them or they
are called telephonically.

4. Employment test: after getting the interview letter and before going to the interview
there is one more step and that is the employment tests. These tests are done to check
the ability of the candidate. These tests vary from organization to organization and
change as per the need of the particular job. these tests are intelligence tests, aptitude
tests, trade tests, interest test, personality tests etc. these tests must be designed
properly otherwise they will not good indicator of one knowledge.
5. Employment interview: the candidates who qualify the above tests are called for the
employment interview. This interview is done to get more information about the
candidate, to give him the actual picture of what is required from him, to check the
communication skill of the candidate etc. for senior position post; a panel is prepared
who take the interview. At the end of interview of each candidate the members of
panel discuss about the candidate and give him the grades.

There may be direct interview or indirect interview. The interview should be

conducted in a room free from the noise and disturbance only than the candidates will
be able to speak freely and frankly.

6. Checking references: before selecting the employ the prospective employee

generally look out for the referees given by the candidate. To check about the
candidate’s past record, reputation, police record etc.

7. Physical examination: The organizations generally prefer medical examination to

be incurred of the person to avoid time and expenditure spend on the medically unfit
person. Sometimes the organization may ask the candidate to get them examined from
the medical expert.

8. Final selection: after all these steps the candidate is selected finally. He is
appointed by issuing appointment letter. Initially he is appointed on probation basis
after finding his work satisfactory he is appointed as permanent employee of the
organization or otherwise he may be terminated.

Thus, all the above said steps of selection are important for the appointment of right
kind of person for the right job.
 CHAPTER – 2
COMPANY PROFILE
COMPANY PROFILE

Star Wire (India) Limited, one of the leading Mini Steel Plant is engaged in the
manufacturing of Alloy Steels, Stainless Steel and Special Steels & Super Alloy for
diversified engineering application in shape of castings, forging and rolled products.
Plant is fully equipped with modern equipment and testing facilities which have
created confidence and ability for manufacturing various sophisticated grades of steel
conforming to international and National standards. It has its own research and
development centre to facilitate the manufacturing activities and also catering to
engineering and manufacturing industries for failure analysis and other analytical
activities. The plant is situated in Ballabgarh, about 37 KMs from Delhi – Capital of
India on Main Mathura Road (NH No. 2). The location is at easy approach by Air,
Rail and Road and save lives.

Vision

To delight customers and stakeholders by pursuing excellence and innovation through

through teamwork.

Mission

To retain and reinforce their position as a leading manufacturer of alloy, stainless, and
special steels for engineering applications.
Goals

 Meeting customer aspirations in domestic and export markets

 Delivering world-class quality products at competitive prices

 Being aligned with customer needs for new product development

 Having an agile production cycle

STAR WIRE’s current emission per ton of crude steel production matches current
industry standards. We aim to reduce this by a further 10% reduction by 2025

STAR WIRE currently derives 12.5% of our energy from sustainable sources. Our
personal commitment is to increase this percentage to 35% by 2025, as we strive to
make a positive impact on the environment

We prioritize energy efficiency through technology adoption and awareness,

maintaining a power factor of 0.99
Sponsoring education for 250 children per year

STAR WIRE has consistently been Planting one tree per day within premises for
the past two years.

Empowering Women by providing the necessary means and skill to generate

Products:

 Valve Steel

 Forging

 Special Steel

 Casting

 Aerospace
Valve Steel :-

These highly alloyed (Mn-Ni-Cr-Mo-N) magnetic and non-magnetic steels are used
for Inlet & Exhaust Valves for IC Engines, which function under conditions of severe
heat and corrosion stress. These grades of steel are known to retain their properties at
elevated temperatures. Star Wire offers a bouquet of material for these demanding
applications.

Forging:-

Our steel manufacturing shop is capable of producing special steel for Aerospace,
DRDO Labs, Tool & Die Steel and Forging quality ingots of all international/ national
specifications of all categories like stainless steel, alloys, carbon manganese steel,
Carbon steel etc. The product is used for direct upsetting forging, open die forging and
other engineering cases.

Special Steel:-

Our Rolling Mill Division has 4 Modern Rolling Mills with roughing facilities. The
Mills are capable of rolling all kinds of Special Steels, which in turn are used for a
variety of engineering applications. Moreover, our Mills are designed to cater to
requirements of various shapes and sizes (Square, rectangle, round, flat, hexagonal
etc.) The products cater to Automobile Industry, Power Sector, and Other General
Engineering Industries.

This steel is used for different purposes like forged components, machining or direct
use for manufacturing automobile components and other applications. The products
are supplied as rolled, Centre less ground, heat treated, cold drawn, peeled and
machine straightened condition. The customer segment is :
1. Auto Industry

2. Power Sector

3. Forging

4. Other Engineering Industries

Casting:-

Star Wire is one of the leading Steel Foundries in India. Our company is equipped
with in-house facilities for all types of testing, heat treatment and machining.
Furthermore, the Thermal Simulation Process of Steel Casting is supported by the
latest computer software, including but not limited to SOFTCAST.

All Steel Grades conforming to IS, DIN, B.S, ASTM/AISI, JIS GOST or any other
International / National standards.

1. Stainless Steel

2. High Manganese Steel

3. Carbon Steel

4. Other High Alloy Steel

5. Blade Steel
 CHAPTER NO. –3
LITERATURE REVIEW
LITERATURE REVIEW

Meaning

A Review of Literature is a text of a scholarly paper, which includes the current

knowledge including substantive findings; as well as theoretical and methodological
contributions to a particular topic. These are secondary sources, and do not report new
or original experiments work.

Review of Literature

Most employers recognize the fact that their staff is their greatest asset and the right
recruitment and induction processes are vital in ensuring that the new employee
becomes effective in the shortest time. The success of an organization depends on
having the right number of staff with the right skills and abilities Organizations' may
have a dedicated personnel/human resource function overseeing this process or they
may devolve these responsibilities to line managers and supervisors. Many people
may be involved and all should be aware of the principles of good practice. Even it
isessential to involve others in the task of recruitment and induction.

Bowen(1991) in his study examined "that integrated recruitment process helps

recruiters choose the candidates to fit the characteristics of an organization culture"

Beardwell(2003) in his study examined that. "Recruitment is carried out by

organizations as a means of candidate's potential and actual performance and the
intake of employees will make the most appropriate contribution to organization-now
and in future.

Robert (2005), in his study titled "Strategic HR Review 2004" states that successful
recruitment can improve organization performance". The meta-analysis of the
research conducted by Chapman, Uggersler, Carroll, Piasentin and Jones (2005)
concluded that timely responses from HR managers were linked to greater applicant
attraction to a job with an organization. According to Robins in his study revealed
that. "The ideal recruitment effort will attract a large number of qualified applicants
who will take the job if it is offered. So recruiting is a process of discovering the
potential candidates for actual organizational vacancies".
Ms Ambika Verma (2009) in their survey research on the use of technologies in
recruiting. Screening and selection processes for job candidates conducted in
dimension group found that most organizations implemented technology-based
recruitment tools to improve efficiency, reduce costs and expand the applicant pool.

In summary, for a company to succeed all it takes is the proper recruitment strategies
which also shapes the overall manpower management of the company. By conclude
this literature review, the study emphasizes on the fact that the recruitment process is
integrated with other processes such as strategic plan of the company, training and
development schemes, compensation, rewarding/incentive system, performance
appraisal, and lastly, industrial relations. Furthermore, according to Silzeretal (2010),
there exist several reasons why the most apparent information have been more
promising; including the well-structured nature of interviews, the use of
questionnaires based on a job analysis, inclusion of panel of interviewers, the practice
of note- making during the interview, and the use of rating scale based on behavioural
factors to gauge the interviewee's answers all play an integral part in the improvement
of the recruitment validity.
 CHAPTER – 4
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual application in the

investigation of matter. The primary purpose for applied research is discovering.
interpreting, and development of methods and systems for the advancement of human
knowledge on a wide variety of scientific matters of our world and the universe.
Research can use the scientific method, but need not do so.

Scientific research relies on the application of the scientific method, a harnessing of

curiosity. This research provides scientific information and theories for the
explanation of the nature and the properties of the world around us. It makes practical
applications possible. Historical research is embodied in the historical method.
Scientific research can be subdivided into different classifications according to their
academic and application disciplines.

Aim of the study

To analyse the recruitment and selection process in Star Wire (India) Limited and
review HR policies pertaining to recruitment and selection.

Research Design:

Descriptive research

Source of Data collection:

The primary as well as the secondary sources was used for collection of data.

Primary data:

Questionnaire and interview

Secondary Data:

Books and Journals

Primary data involves the collection of data that does not already exist. This can be
through numerous forms, including questionnaires and telephone interviews amongst
others.

Secondary research involves the summary, collection and/or synthesis of existing

research rather than primary research, where data are collected from, for example,
research subjects or experiments.

Thus, the sources of data collection were as follows:

Primary data:

1. Interview Schedule

2. Questionnaires

3. Observation Method

4. Discussion

Secondary data:

1. Company records

2. Magazines

3. Other records

4. Website of Company

Data type: Primary as well as secondary data was collected.

Sample unit:Employees of Star Wire (India) Limited

Sample Size: 501 to 1000

Sampling Technique:Convenient sampling

Field of Study: This report was carried out at Star Wire (India) Limited
Objectives of the study:

To know overall about the company Star Wire (India) Limited. The objective of my
study is to understand and critically analyse the recruitment and selection procedure at
Star Wire (India) Limited.

 To study the recruitment process of Star Wire (India) Limited

 To know the sources of recruitment at various levels and jobs

 To study the selection procedure of Star Wire (India) Limited

 To study the cost of recruitment and selection process

 To study the efficiency of recruitment and selection

Scope of study:

The benefits of the study forthe researcher is that it helped to gain knowledge and
experience and also provided the opportunityto study and understand the prevalent
recruitment and selection procedure.

The key points of my research study are:

 To study the fact about the Star Wire (India) Limited as group.

 To analyse the recruitment policy of the organization.

 To understand and analyse various HR factor including recruitment procedure

at Star Wire (India) Limited

 To suggest any measures/recommendations for the improvement of the

recruitment procedures.

 It extends to the whole organisation. It covers corporate office, sites and works
appointments all over India.

 It covers workers, Clerical Staff, Officers, Junior Management,Middle

Management, Senior Management cadres.
 CHAPTER – 5
DATA ANALYSIS
DATA ANALYSIS

Q1: Is it true to say that recruitment matches the needs of applicants and organisation?

S.No. Particular Responses Percentage

1 Yes 18 90%

2 No 2 10%

3 TOTAL 20 100%

40%

45%

1 Depends upon company's requirements

2 Deoends upon candidates' abilities

Interpretation:

The above table represents that the 90% of the respondents say that the recruitment
matches the needs of applicants and organisation while 10% of the respondents
sayotherwise.

Q2: How many candidates are being selected out of those interviewed?

S.No. Particulars Responses Percentage

33
 1 Depends upon company’s requirements 9 45%

2 Depends upon candidates’ abilities 8 40%

3 Depends upon the interviewer 3 15%

4 TOTAL 20 100%

15%

45%

40%

1 Depends upon company's requirements

2 Deoends upon candidates' abilities
3 Depends upon the interviewer

Interpretation:

The above table represents that selection of interviewed candidates depends 45% on
company’s requirements, 40% on candidates’ abilities and 15% on the interviewer.

Q3: In selection process, do you think innovative techniques (like stress level tests,
psychometric tests) should be adopted?

S.No. Particular Responses Percentage

1 Yes 16 80%

34
 2 No 4 20%

3 TOTAL 20 100%

10%

90%

1 Yes 2 No

Interpretation:

80% of the employees think innovative techniques should be adopted.

Q4. How often recruitment is being done in Star Wire (India) Limited?

S.No. Particulars Responses Percentage

1 Weekly 6

2 Monthly 7

3 Quarterly 5

4 Yearly 2

35
 8 40%
(Monthly, 35%)
7 35%
(Weekly, 30%)
6 30%
(Quarterly, 25%)
5 25%

4 20%

3 15%
(Yearly, 10%)
2 10%

1 5%

0 0%
Weekly Monthly Quarterly Yearly

30% 35% 25% 10% Percentage

Interpretation:

The above table represents that recruitment is being done weekly (30%), monthly
(35%),quarterly (25%) and yearly (10%). It means that recruitment is being done
often weekly and monthly.

Q5: Are you satisfied with recruitment policy?

S.No. Particular Responses Percentage

1 Yes 18 90%

2 No 2 10%

3 TOTAL 20 100%

36
 10%

Yes

No

90%

Interpretation:

The above table represents that 90% of the employees are satisfied with company’s
recruiting policy.

Q6: According to you, selection process is _______?

S.No. Particulars Responses Percentage

1 Simple 2 10%

2 Complicated 4 20%

3 Strategic 8 30%

4 A series of steps 6 40%

37
 8 40%
7 35%
6 30%
5 25%
4 20%
3 15%
2 10%
1 5%
0 0%
New projects Retirement Employee Other reasons
turnover

Responses Percentage

Interpretation:

The above table represents that 40% of the employees think that selection process is
strategic while 30% thinks that it is a series of steps(step-wise process).

Q7: Why recruitment is needed in your company?

S.No. Particulars Responses Percentage

1 New projects 6 30%

2 Retirement 4 20%

3 Employee turnover 7 35%

4 Other reasons 3 15%

38
 30%
15%

35%
20%

New projects Retirement

Employee turnover Other reasons

Interpretation:

The above table represents that 35% of the employees think that recruitment is needed
because of employee turnover while 30% thinks that because of new projects.

Q8: According to you, which quality/skill of a candidate should be given preference

while selection?

S.No. Particulars Responses Percentage

1 Technical knowledge 2 10%

2 Communication skills 5 25%

3 Experience 3 15%

4 All of the above 10 50%

39
 12 60%

10 50%

8 40%

6 30%

4 20%

2 10%

0 0%
Technical Communication Experience All of the above
knowledge skills

Responses Percentage

Interpretation:

The above table represents that 50% of the employees think that a candidate should
have technical knowledge, communication skills as well as experience.

Q9: What is the source of recruitment in your organisation?

S.No. Particulars Responses Percentage

1 Internal 5 25%

2 External 5 25%

3 Both 10 50%

40
 25%

50%

25%

Internal External Both

Interpretation:

The above table represents that the organisation uses both sources of recruitment.

Q10: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

S.No. Particulars Responses Percentage

1 Yes 19 95%

2 No 1 5%

5%

95%

Yes No

Interpretation:
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The above table represents that 95% of the employees says that company clearly
defines the postion objectives, requirements and candidates’ specifications in the
recruitment process.

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 Chapter – 5
Findings and Conclusion

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