A Summer Training Report On

‘Recruitment and Selection Process’

AT
CAMPALIN PVT.LTD.
In the Partial Fulfilment of the requirements for the award of
Degree of
BACHELORS OF BUSINESS ADMINISTRATION

Submitted by MERLIN.P. REJI

Under the Guidance of Mr. Sachin Gupta
(Assistant Professor – Management)
CBS GROUP OF INSTITUTIONS
JHAJJAR (HARYANA)

1
CERTIFICATE

2
 DECLARATION

I hereby declare that this dissertation ‘Recruitment and Selection Process’ at

Campalin Company submitted for the Degree of Bachelor in Business

Administration at CBS GROUP OF INSTITUTES department of business

management is my original work and the dissertation has not formed the basis for

the award of any degree, associateship, fellowship or any other similar titles.

Name- MERLIN.P. REJI

Reg. No. -2013061250

3
 ACKNOWLEDGEMENT

The summer training report on ‘Recruitment and Selection Process’ at Campalin

Company’ has been given to me a part of the curriculum in 3-Years bachelor

degree in business administration.

I have tried my best to present this information as clearly as possible using basic

terms that I hope will be comprehended by the widest spectrum of researchers,

analysis and students for further studies.

I have completed this study under the guidance and supervision of

Ms. Aastha Chhatwal. I will fail in my duty if I do not acknowledge the esteemed

scholarly guidance, assistance and knowledge. I have received from them towards

fruitful and timely completion of this work.

I also thankful to my friends who helped me a lot in the completion of this report.

MERLIN.P. REJI

Reg. No. 2013061250

4
 TABLE OF CONTENT

Sn No. Topics Page No.

1.
Introduction
 Project overview 09 – 42
 Introduction to the industrial sector 43 – 56
 Introduction to the company 57 – 72

2. Literature review 73 – 75

Research Objective 77
3.
Research Methodology 77
Types of research 78
Data collection method 78
Sampling technique 80
Sample size 80
Sample area 81
4. Data Analysis & Interpretation 82 – 94
5. Findings 95
Conclusion 96 – 97
Bibliography 98
Questionnaire 99 – 103

5
EXECUTIVE
SUMMERY

6
 EXECUTIVE SUMMARY

This project focuses on “Procedure adopted for Recruitment and Selection at

CAMPALIN PVT LTD”. The organization has to be more responsive to the

changing scenario and latest trends in, recruitments and then of selection process.

Organizational capabilities need improvement through continuous updating of

latest technique, involving latest trends and methodologies used for Recruitment

and Selection of candidates, formulating recruitment policy and in designing an

effective HR Plan as any failure in HR Planning will be a limiting factor in

achieving the objectives of the organization. Objectives in the present day of stiff

challenge from competitive market, it is ongoing process which requires proper

identification of organizational manpower requirement and also ways of hiring

the efficient and right person at the right time. The scope of the project was to

collect data from the selected employees of company, analyse the significance of

the data and the conclusion.

The project starts with the general introduction to what Recruitment and Selection

is all about. Then comes the Industrial Sector Profile and Company Profile. It

consists of an introduction about the organization. Here I have stated the history

of the organization, its objectives, products and capabilities of the organization.

The project provides me excellent opportunity to correlate my theoretical learning

with the ground realities of the industry and the market.

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 Chapter 1

INTRODUCTION

8
 PROJECT OVERVIEW

Rigorous sourcing was undertaken to understand the recruitment process.

Candidates were interviewed and then potential candidates were shortlisted.

During the tenure of the project, I learnt to put the candidates under assessment

tests and took the initial rounds of interview. Job Portals used by me for the

recruitment of candidates through MONSTER and NAUKRI.COM

The whole process of recruitment from a recruitment firm like Campalin is a very

exhausting one. It is detail oriented in nature. The reason why every employee

gets motivated to do the job is because of the knowledge that at that particular

moment recruiter was responsible for giving job to these candidates. To generate

employment is one thing but to recruit the right kind of workforce for a job is

another thing. It not only needs the basic understanding of the client, company’s

need to fill the position in a period of time but it also requires the recruiter to be

sensitive of the needs of the candidate to find the right job for themself. All this

needs a great profundity of intellect.

During my tenure at Campalin, I learnt to work as professional. The one thing

that got profoundly clear is that text books do not help in the actual corporate

world. There are unwritten policies and standard operating procedures that each

employee has to abide to. No matter what, profit maximization is the core purpose

of the existence of every business. Meeting targets on your level dedicatedly is

your contribution to the revenue generation of the company.

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Functional area of HRM

• Human resource auditing

• Human resource strategic planning

• Human resource planning

• Manpower panning

• Recruitment / selection

• Induction

• Orientation

• Training

• Management development

• Compensation development

• Performance appraisals

• Performance management

• Career planning / development

• Coaching

• Counselling’s

• Staff amenities planning

• Event management

• Succession planning

• Talent management
• Safety management

• Staff communication

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Responsibility of HR department in large organization

Position Job Responsibilities

HR executive committee, organization planning, hr planning & policy,

organization development manager, recruitment & employment recruiting,

interviewing, testing, placement & termination manager, compensation &

benefits ,job analysis and evaluation, surveys, performance appraisal,

compensation administration, bonus, profit sharing plans, employee benefits

manager, training & development orientation, management development, career

planning & development manager, employee relations contract compliance, staff

assistance programs, employee counselling.

RECRUITMENT

Recruitment is defined as, “a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employ effective measures for

attracting that manpower in adequate numbers to facilitate effective selection of

an efficient workforce.” Edwin B. Flippo defined recruitment as “the process of

searching for prospective employees and stimulating them to apply for jobs in the

organization.” In simple words recruitment can be defined as a ‘linking function

‘joining together those with jobs to fill and those seeking jobs.

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PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified

job candidates. Specifically, the purposes and needs are:

• 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.

• Helps in increase the success rate of the selection process by reducing the

number of visibly, under qualified or overqualified job applicants.

• Helps to 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 for talent globally and not just within the company

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FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment: -

1. INTERNAL FACTORS

• Recruiting policy

• Temporary and part-time employees

• Recruitment of local citizens

• Engagement of the company in HRP

• Company’s size

• Cost of recruitment

• Company’s growth and expansion

2) EXTERNAL FACTORS

• Supply and Demand factors

• Unemployment Rate

• Labour-market conditions

• Political and legal considerations

• Social factors

• Economic factors

• Technological factors

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THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories:

1) Objective theory

• Assumes applicants use a very rational method for making decisions

• Thus, the more information you can give them (e.g., salaries, benefits,

working condition, etc), the better applicants weight these factors to

arrive at a relative “desirability” index

2) Subjective theory

• Assumes applicants are not rational, but respond to social or

psychological needs (e.g., security, achievement, affiliation)

• Thus, play to these needs by highlighting job security or opportunities

for promotion or collegiality of work group, etc.

3) Critical Contact theory

• Assumes key attractor is quality of contact with the recruiter or recruiter

behaviour, (e.g., promptness, warmth, follow-up calls, sincerity, etc.)

• Research indicates that more recruiter contact enhances acceptance of

offer, also experienced recruiter (e.g., middle-aged) more successful

than young or inexperienced recruiter - may be especially important

when recruiting ethnic minorities, women, etc.

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Policies:

Recruitment policy of any organization is derived from the personnel policy of

the same organization. However, recruitment policy by itself should take into

consideration the government’s 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.

Specific issues which may be addressed in Recruitment Policy:

1) Statement: Non-discrimination (EEO employer) or particular protected

class members that may be sought for different positions (see also

Affirmative Action guidelines)

2) Position description: Adherence to job description (& qualifications) in

recruitment & selection -BFOQ’s -Bonafede occupational qualifications

3) How to handle special personnel in recruitment/selection: e.g., relatives

(nepotism) veterans (any special advancement toward retirement for

military experience?), rehires (special consideration? vacation days or

other prior benefits?), part-time or temporary personnel (special

consideration? benefits?)

4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals,

Staff travel to recruit, relocation, expenses, etc.

5) Others:

• Residency requirement in district?

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 • Favours, special considerations related to recruitment? - e.g., get spouse a

job?

INDUCEMENTS TO RECRUITMENT

Organisational inducements are all the positive features and benefits offered by

an organization that serves to attract job applicants to the organisation. Three

inducements need specific mention here, they are: -

1) Compensation: Starting salaries, frequency of pay increases, incentives

and fringe benefits can all serve as inducements to potential employees.

2) Career Opportunities: These help the present employees to grow

personally and professionally and also attract good people to the

organization. The feeling that the company takes care of employee career

aspirations serves as a powerful inducement to potential employees.

3) Image or Reputation: Factors that affect an organisation’s reputation

include its general treatment of employees, the nature and quality of its

products and services and its participation in worthwhile social endeavours.

CONSTRAINTS

1) Poor image: If the image of the firm is perceived to be low (due to factors

like operation in the declining industry, poor quality products, nepotism

etc), the likelihood of attracting large number of qualified applicants is

reduced.

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2) Unattractive jobs: if the job to be filled is not very attractive, most

prospective candidates may turn indifferent and may not even apply. This

is especially true of job that is boring, anxiety producing, devoid of career

growth opportunities and generally not reward performance in a proper

way (e.g., jobs in post office and railways).

3) Government policy: Government policies often come in the way of

recruitment as per the rules of company or on the basis of merit and

seniority. Policies like reservations (scheduled castes, scheduled tribe etc)

have to be observed.

4) Conservative internal policies: Firms which go for internal recruitments

or where labour unions are very active, face hindrances in recruitment and

selection planning.

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RECRUITMENT- Relationship with other activities

CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some organizations

like commercial banks resort to centralized recruitment while some organizations

like the Indian Railway resort to decentralized recruitment practices. Personnel

department at the central office performs all the functions of recruitment in case

of centralised recruitment and personnel departments at unit level/zonal level

perform all the functions of recruitment concerning to the jobs of the respective

unit or zone.

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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.

1) Internal Sources: -

Persons who are already working in an organization constitute the internal

sources. Retrenched employees, retired employees, dependents of deceased

employees may also constitute the internal sources. Whenever any vacancy

arises, someone from within the organization is upgraded, transferred, promoted

or even demoted.

2) External Sources

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

services of:

• Employees working in other organizations

• Jobs aspirants registered with employment exchanges

• Students from reputed educational institutions

• Candidates referred by unions, friends, relatives and existing employees

• Candidates forwarded by search firms and contractors

• Candidates responding to the advertisements, issued by the organization

• Unsolicited applications/ walk-ins.

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Merits and Demerits of ‘Recruiting people from ‘within’
Merits Demerits

1) Economical: The cost of recruiting 1) Limited Choice: The organization is

internal candidates is minimal. No forced to select candidates from a

expenses are incurred on advertising. limited pool. It may have to sacrifice

2) Suitable: The organization can pick quality and settle down for less

the right candidates having the qualified candidates.

requisite skills. The candidate can 2) Inbreeding: It discourages entry for

choose a right vacancy where their talented people, available outside an

talents can be fully utilized. organization. Existing employees may

3) Reliable: The organization has the fail to behave in innovative ways and

knowledge about suitability of a inject necessary dynamism to

candidate for a position. ‘Known enterprise activities.

devils are better than unknown 3) Inefficiency: Promotions based on

angels!’ length of service rather than merit, may

4) Satisfying: A policy of preferring prove to be a blessing for inefficient

people from within offers regular
promotional avenues for employees. It candidate. They do not work hard and
motivates them to work hard and earn
prove their worth.

4) Bone of contention: Recruitment

from within may lead to infighting

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 promotions. They will work with among employees aspiring for limited,

loyalty commitment and enthusiasm. higher-level positions in an

organization. As years roll by, the race

for premium positions may end up in a

bitter race.

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

1) Wide Choice: The organization has 1) Expenses: Hiring costs could go up

the freedom to select candidates from substantially. Tapping multifarious

a large pool. Persons with requisite sources of recruitment is not an easy

qualifications could be picked up. task either.

2) Infection of fresh blood: People with 2) Time consuming: It takes time to

special skills and knowledge could be advertise, screen, to test and test and
hired to stir up the existing employees to select suitable employees. Where

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 and pave the way for innovative ways suitable ones are not available, the

of working. process has to be repeated.

3) Motivational force: It helps in 3) De-motivating: Existing employees

motivating internal employees to work who have put in considerable service

hard and compete with external may resist the process of filling up

candidates while seeking career vacancies from outside. The feeling

growth. Such a competitive that their services have not been

atmosphere would help an employee recognized by the organization, forces

to work to the best of his abilities. then to work with less enthusiasm and

4) Long term benefits: Talented people motivation.

could join the ranks, new ideas could 4) Uncertainty: There is no guarantee

find meaningful expression, a that the organization, ultimately will

competitive atmosphere would be able to hire the services of suitable

compel people to give out their best candidates. It may end up hiring

and earn rewards, etc. someone who does not fit and who

may not be able to adjust in the new

setup.

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METHODS OF RECRUITMENT

1) Internal Methods:

• Promotions and Transfers

This is a method of filling vacancies from internal resources of the

company to achieve optimum utilization of a staff member's skills and

talents. Transfer is the permanent lateral movement of an employee from

one position to another position in the same or another job class assigned

to usually same salary range. Promotion, on the other hand is the permanent

movement of a staff member from a position in one job class to a position

in another job class of increased responsibility or complexity of duties and

in a higher salary range.

• Job Posting:

Job Posting is an arrangement in which a firm internally posts a list of open

positions (with their descriptions and requirements) so that the existing

employees who wish to move to different functional areas may apply. It is

also known as Job bidding. It helps the qualified employees working in the

organization to scale new heights, instead of looking for better perspectives

outside. It also helps organization to retain its experienced and promising

employees.

• Employee Referral

It is a recruitment method in which the current employees are encouraged

and rewarded for introducing suitable recruits from among the people they

23
 know. The logic behind employee referral is that “it takes one to know

one”. Benefits of this method are as follows:

 Quality Candidates

 Cost savings

 Faster recruitment cycles

 Incentives to current employees

On the other hand, it is important for an organization to ensure that nepotism or

favouritism does not happen, and that such aspects do not make inroads into the

recruitment process.

2) External Methods:

External methods of recruitment are again divided into two categories- Direct

External Recruitment and Indirect External Recruitment methods.

DIRECT EXTERNAL RECRUITMENT METHOD

• Campus Recruitment

In Campus Recruitment, Companies / Corporate visit some of the most important

Technical and Professional Institutes in an attempt to hire young intelligent and

smart students at source. It is common practice for Institutes today to hire a

Placement Officer who coordinates with small, medium and large sized

Companies and helps in streamlining the entire Campus Recruitment procedure.

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Benefits of Campus Recruitment

 Companies get the opportunity to choose from and select the best talent in

a short span of time.

 Companies end up saving a lot of time and efforts that go in advertising

vacancies

 Screening and eventually selecting applicants for employment

 College students who are just passing out get the opportunity to present

themselves to some of the best companies within their industry of interest.

Landing a job offer while still in college and joining just after graduating

is definitely what all students dream of.

 On the negative front, campus recruiting means hiring people with little or

no work experience.

INDIRECT EXTERNAL RECRUITMENT METHOD

• Advertisement

Advertisements are the most common form of external recruitment. They can be

found in many places (local and national newspapers, notice boards, recruitment

fairs) and should include some important information relating to the job (job title,

pay package, location, job description, how to apply-either by CV or application

form, etc). Where a business chooses to advertise will depend on the cost of

advertising and the coverage needed i.e., how far away people will consider

applying for the job.

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 • Third Party Methods

 Walk-ins: Walk-ins is relatively inexpensive, and applicants may be filed

and processed whenever vacancies occur. Walk-ins provide an excellent

public relations opportunity because well-treated applicants are likely to

inform others. On the other hand, walk-ins show up randomly, and there

may be no match with available openings. This is particularly true for jobs

requiring specialized skills.

 Public and private employment agencies: Public and private

employment agencies are established to match job openings with listings

of job applicants. These agencies also classify and screen applicants. Most

agencies administer work-sample tests, such as typing exams, to

applicants.

 E-Recruiting: There are many methods used for e-recruitment, some of the

important methods are as follows:

a. Job boards: These are the places where the employers post jobs and search

for candidates. One of the disadvantages is, it is generic in nature.

b. Employer websites: These sites can be of the company owned sites, or a

site developed by various employers.

c. Professional websites: These are for specific professions, skills and not

general in nature.

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  Gate Hiring and Contractors: The concept of gate hiring is to select

people who approach on their own for employment in the organization.

This happens mostly in the case of unskilled and semi-skilled workers.

Gate hiring is quite useful and convenient method at the initial stage of the

organization when large number of such people may be required by the

organization.

DEVELOP AN EFFECTIVE RECRUITMENT STRATEGY

EVALUATION OF SOURCES OF RECRUITMENT

1) Time-lapse data: They show the time lag between the dates of requisition

for manpower supply from a department to the actual date of filling the

vacancies in that department. For example, a company's past experience

may indicate that the average number of days from application to interview

is 10, from interview to offer is 7, from offer to acceptance is 10 and from

acceptance to report for work is 15. Therefore, if the company starts the

recruitment and selection process now, it would require 42 days before the

new employee joins its ranks. Armed with this information, the length of

the time needed for alternative sources of recruitment can be ascertained -

before pinning hopes on a particular source that meets the recruitment

objectives of the company.

2) Yield ratios: These ratios indicate the number of leads/ contacts needed to

generate a given number of hires at a point at time. For example, if a

company needs 10 management trainees in the next six months, it has to

27
 monitor past yield ratios in order to find out the number of candidates to be

contacted for this purpose. On the basis of past experience, to continue

the same example, the company finds that to hire 10 trainees, it has to

extend 20 offers. If the interview-to-offer ratio is 3:2, then 30 interviews

must be conducted. If the invitees to interview ratio is 4:3 then, as many as

40 candidates must be invited. Lastly, if contacts or leads needed to identify

suitable trainees to invite are in 5:1 ratio, then 200 contacts are made.

3) Surveys and studies: Surveys may also be conducted to find out the

suitability of a particular source for certain positions. For example, as

pointed out previously, employee referral has emerged as a popular way of

hiring people in the Information Technology industry in recent times in

India. Correlation studies could also be carried out to find out the

relationship between different sources of recruitment and factors of success

on the job. In addition to these, data on employee turnover, grievances, and

disciplinary action would also throw light on the relative strengths of a

particular source of recruitment for different organizational positions.

Before finally identifying the sources of recruitment, the human resource

managers must also look into the cost or hiring a candidate. The cost per

hire can be found out by dividing the recruitment cost by the number of

candidates hired.

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DIFFICULTIES IN RECRUITMENT PROCOCESS

 Talent Acquisition

 Retention of Employees

 Expensive

 Time Constraint

 Budget

 Managing Low attrition rate

CHALLENGES IN RECRUITMENT AND SELECTION

 Talent Shortage

 Attrition rate

 Remoteness of job

 Reservations and govt. policies

STEPS OF RECRUITMENT PROCESS CAN BE DONE BY TWO WAYS

1) Recruitment for Fresher:

 Written/aptitude

 Group Discussion

 Technical Interviews

 HR Interviews

2) Recruitment process for higher post:

 Psychometric Test

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  Business Game

 HR interviews
SELECTION:

Selection is the process of choosing the most suitable person out of all the

applicants. It is the process of matching qualifications of applicants with the job

requirement.

The selection of a candidate with the right combination of education, work

experience, attitude, and creativity will not only increase the quality and stability

of the workforce, it will also play a large role in bringing management strategies

and planning to fruition.

Features of selection

 Selection is choosing the best out of the recruited persons.

 It is a negative process

 It reduces absenteeism and labor turnover

 It helps in increasing the efficiency and productivity

 It helps in building up of a stable workforce

Factors Affecting Selection

1) External environment

 Supply and demand of specific skill

 Unemployment rate

 Legal and political considerations

 Company’s Image

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 2) Internal environment

 Company’s policy
 HRP

 Cost of hiring

SELECTION PROCESS

External Environment

Internal Environment

Preliminary Interview

Selection Tests

Employment Interview

Reference and
Background Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation

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RECRUITMENT POLICY AT CAMPALIN PVT LTD

RECRUITMENT POLICY

Recruitment Policy asserts the objectives of the recruitment and provides a

framework of implementation of the recruitment program in the form of

procedures.

Recruitment and selection Policy of CAMPALIN is such that:

 It focuses on recruiting the best potential people.

 It ensures that every applicant and employee is treated equally with dignity

and respect.

 It aids and encourage employees in realizing their full potential.

 It’s transparent, task oriented and merit-based selection.

 It gives weightage, during selection, to factors that suit organization needs.

 It optimizes manpower at the time of selection process.

 It defines the competent authority to approve each selection.

 It abides by relevant public policy and legislation on hiring and

employment relationship.

 It integrates employee needs with the organizational needs.

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Methods or Techniques of Recruitment

1) Direct Method

These include sending recruiters to educational and professional institutions,

employees’ contacts with public and manned exhibits. Most college recruiting is

done in co-operation with the placement office of the college. The placement

office usually provides help in attracting students, arranging interviews,

furnishing space and providing student résumés. For managerial, professional and

sales personnel, campus recruiting is an extensive exercise. For this purpose,

carefully prepared brochures describing the organizing and the job it offers are

distributed among the students, before the interviewer arrives.

2) Indirect Method

These methods involve mostly advertising in newspapers, websites, radio, in

trade and professional journals, technical magazines and brochures. Companies

advertise when qualified or experienced personnel are not available from other

sources.

3) Third Party Method

These include the use of commercial or private employment agencies, state

agencies and placement offices of colleges, recruiting firms, management

consulting firms, friends and relatives.

33
 4) Professional Organizations:

These organizations maintain a pool of human resource for possible employment.

These firms are also called head hunters, raiders and pirates by organizations who

lose personnel thought their efforts. Fundamentally there are two distinct steps of

recruitment and each is a comprehensive process in itself.

5) Preparation

 Know your client

Learning about companies is valuable because knowing what a company values

will help an agent to assess the candidates better. Pertinent information about the

processes of the company would also help you analyse CVs and find the right

candidate. This can be done by reading the corporate website or calling the

company for further information or using your own network and find out the

‘work culture’.

This will help one to know about the history of the company, their core values,

their clients and processes, the benefits employees can enjoy and the career

growth chart. When one has knowledge about these vital parameters, it becomes

easier to assess a resume based on these parameters. Moreover, when one is

equipped with such vital information about the company and the job profile, it

helps to motivate and mould the suitable but reluctant candidates to attend the

interview.

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  Analyse the Job Description (JD)

A job description is a written record of the duties, responsibilities and

requirements of a particular job. It is concerned with the job itself and not the

work. It is a statement describing the job in such terms as “Title, location, duties,

working condition and hazards”. An updated job description is essential for a

good selection interview. It helps one to explain the nature of work to the

prospective candidate properly without any over or under commitment. This also

helps to put the candidate, the client company and the agent on the same platform.

 Prepare a Job Specification (JS)

It is a written record of the requirements sought in an individual worker for a

given job. In other words, it refers to a summary of the personal characteristics

required for a job. Once the agent knows what the job is, then he can decide what

kind of person he/she would need to do it. Sometimes the job specification is

already prepared and given by the client along with the job description. In such a

case, the job of the agent becomes easier. The job specification is for the benefit

of the employees working in CAMPALIN. It is ready reference to check on the

requirements that one needs to keep in mind while sourcing for the different

clients. It makes the whole task easier and more convenient.

35
 6) Implementation

Sourcing: Sourcing is the most of all recruitment activities. It is also difficult

being monotonous in nature. A recruiter needs to be self-motivated to do the job.

The sourcing takes place in different levels and in all the verticals of the industry.

The procedures involved are discussed below. Even before sourcing is started, it

is very important to have a clear understanding of the requirement of the client

company. The recruiter must have all knowledge about the company he/she is

about to source for. It makes sure that all the questions that a candidate has

regarding the profile or the credibility of the company are satisfactorily answered.

Sourcing is defined as the process wherein the recruiter creates a pool of potential

candidates to fill up a position. It is the first step of recruitment. Sourcing involves

logging on to a job-portal and doing a search for the potential candidates. After

the search is generated, the most critical part of sourcing starts. Mainly four steps

are involved in Sourcing. They are discussed below:

 Analyse the Curriculum Vitae (CV):

Now is the time to scrutinize the candidate’s resume. It is human nature to

generally omit the negative points while creating a resume or to exaggerate the

achievements. Though most of the time people are truthful while forming their

resumes, others can hide or not mention things that can portrait a negative picture

of them. A good CV is one which is precise and presentable. It should contain all

details of education and work experience should be arranged in reversed

36
chronological method so as to emphasize on the most recent one. Analysing a CV

helps in short- listing a candidate.

 Match the JD and JS:

When a CV has been analysed and is considered as a good one, the next step is to

match it with the job description. It is necessary to match it with the profile given

by the company. Matching it with the JD gives an idea if the person will be able

to serve well in the position or not. Next it is important to match it with the job

specification. The JS gives the details of the desired skills and the mandatory

skills. These are the criteria for selection.

 Shortlist the candidate:

Once the CV has been matched with the job description and matched with the job

specification, CV can shortlist. Such a candidate is then called in for a face-to

face interview. There is an individual interview of the recruiter and the candidate.

In this interview the candidate answers the questions the recruiter asks to be sure

that the candidate would suit the profile of the job.

 Handling the rejected candidates:

It is very important how a recruiter manages the rejected candidates. It is

important to make the candidate where his lacunas are and what can he do about

it. In this way not only, the recruiter helps the candidate to correct itself but also

37
helps in creating an association with them which is so very vital in the service

industry.

7) Interview

Interviews determine if a potential candidate will be a finalist and if he shall suit

the job. A lot of things get clear during an interview. A face-to-face talk with the

candidate ensures that the recruiter evaluates the candidate on terms of attitude,

confidence and communication. The gaps that seem in the resume are also

questioned. The candidate may have an explanation for it. On the other hand, if

he is lying, then he can be cross-questioned about this. Some of the objectives of

interview are:

• To get an opportunity to judge an applicant’s qualifications and

characteristics as a basic for sound selection and placement.

• To give an applicant essential fact about the job and the company you

are recruiting for.

• To establish a rapport.

• To promote goodwill about the company whether interview culminates

in employment or not.

• To get a real feel of the candidate.

The nature of the job determines which of these interviews would suit best. All

the interviews are not conducted for all the job profiles. The complexity of the

interview depends on the complexity of the job.

38
The telephonic Interview

It is said that listening intently gives a good idea of what a person wants to say

and what a person does not say. The sound, intonations, the varying pressures that

a prospective candidate uses while he/she speaks tells a lot about his/her attitude.

This in turn helps the recruiter to judge that if the candidate would be suitable for

the job or not. Unlike the face-to-face interview where the recruiter can read the

non-verbal languages, in a telephonic interview he has to even sharper. Listening

to the words used and their tone used gives immense messages about the

candidate.

As a recruiter, one has to be completely prepared before taking a telephonic

interview. The following steps can be kept in mind while taking a telephonic

interview:

• You must keep the CV next to you and make notes while taking the

interview.

• Must prepare a set of questions that would match the JD.

• To use a call script. This helps in being professional and saves time to in

approaching the right candidate.

• Do not display any negative emotion during the interview. Not to over or

under commit anyone.

39
Campalin interview questions:

Preparation in advance of an interview is essential if one is to make a successful

hire. Critical in the preparation process is the development of interview questions

that elicit tangible facts from all applicants. Basically, two rules are kept in mind

when framing the questions that will indicate whether or not an applicant meets

the requirements you established for the position:

RULE 1: Ask questions that concentrate on the applicant’s past performance –

to permit reliable assumptions about future success.

RULE 2: Ask questions that relate directly to at least one of your listed

requirements to maximize the information you will gain in the time allotted.

General Questions:

 Tell me about yourself

 What do you about the company?

 What are your goals?

 What are your strengths and weakness?

 What has been your most significant contribution in your

college/previous organization?

 Why should we hire you?

40
Specific Questions:

 What do you think about teamwork?

 What was experience in previous company?

 From how long you are working there?

41
 CHAPTER 2

INDUSTRIAL SECTOR

PROFILE

42
 CAMPALIN IS THE EDTECH COMPANY

EdTech (a combination of Education and Technology) refers to hardware and

software designed to enhance teacher-led learning in classrooms and improve

student’s education outcomes.

EdTech start-ups in India have been in the news recently for various reasons.

Due to lockdown, they’ve had the opportunity to truly shine.

Today, India’s EdTech industry is the second biggest in the world and it is only

rising. The industry is set to touch $3.2 billion by 2022. It is one of the sectors

that have seen rapid growth in the pandemic. During the lockdown schools and

coaching classes had to depend on technology to continue teaching. We have

recently seen a lot of activity in the EdTech world. Almost all EdTech Companies

have seen massive inflow of traffic. EdTech companies are also hiring more and

are investing more in their growth.

These EdTech companies are making it easier for students to prepare for their

competitive examinations. With the aim to make education truly interesting these

EdTech start-ups in India are changing the Indian education landscape. These

EdTech start-ups all target different pain points for students and vary in costs.

These start-ups go on to show that anyone can learn if they want to.

43
 Different Companies in EdTech Sector
1. CULTUREALLEY- HELLO ENGLISH

Culture alley is one of the EdTech start-up that focuses on teaching multiple

language. It improves the experience of learning a language. It clearly allows

you to learn a language for free through their audio-visual lessons or you hire

a teacher.

However, Culture Alley is best known for its free language app “Hello

English”. Hello English is the top free educational app. It makes learning

English easier through videos and the option to take specific classes. It became

the top learning app on the play store within 8 months of its launch.

“One billion folks from everywhere the globe attempt to learn a remote

language each year; concerning sixty p.c area unit learning English,” said

Pranshu.

Founder: Nishant Patni and Pranshu Patni

Parent: Intap Labs Private Limited

44
2. DOST EDUCATION

Dost education is a non-profit EdTech platform. It enables low-income parents

to be able to give their children a healthy early development. This EdTech

start-up in India uses technology to help parents teach their children.

They do this through an audio-based curriculum that is sent to them via their

mobile phones. Their 24- week course aims to train parents with kids from the

age of 2-6 on making everyday moments fun and opportunities to grow. They

have also won the next billion EdTech Prize 2019 in London.

“By putting parents at the centre of early childhood development, our vision

is that every child is ready to thrive – regardless of their family’s wealth. The

idea is to be a Dost to parents and enable e them to make learning for their

kids easier,” said Sneha Sheth.

Founders: Sindhuja Jeyabal and Sneha Sheth

45
3. DOUBTNUT

Doubtnut is one of Edtech start-ups in India that makes it easier to learn a

language. This online multilingual learning app makes use of cutting-edge

technology to solve student’s queries. Company founded in 2016 by

Tanushree Gupta and Aditya Shankar at Haryana, India.

Doubtnut makes use of NLP and image recognition in the field of AI to achieve
this. It can currently answer questions in 11 Indian languages, making it
extremely popular in Tier-2 and Tier-3 cities. In January 2020, the company
raised 15 million in series of a funding.
“We aim to use technology to provide a democratic, comprehensive and easily

accessible education solution to all students – in the language and manner that

they best understand.” said Tanushree.

Founders: Tanushree Gupta and Aditya Shankar

Investor: Sequoia Capital, Water bridge, Tencent holdings and Omidyar

Network India

46
4. EDUKART

EduKart, an EdTech start-up in India, an online platform aimed at providing

higher education to Learners. You can get an online degree, diploma or a

certification from top institutions across the world.

EduKart provides courses such as MBA, Executive MBA, MCA, MSc IT,

MA, MCom, BA, BCom, BBA, BCA and BSc IT from national and

international universities, including NMIMS, Indian School of Business,

London School of Business among others. The degrees awarded by this

platform is recognized by all major educational committees, including the

UGC in India.

EduKart also offers job placement assistance to students.

“The team at EduKart has built a unique education services platform in a short

time and has an in-depth understanding of customer needs. We welcome the

EduKart team to be a part of our journey.” said Kiran Vasireddy, Senior Vice

President.

Founder: Ishan Gupta, Mayank Gupta

Investor: Kima Ventures, Amit Patni & Arihant Patni, AKM Systems, Vibhor

Mehra, Paytm.

47
5. EXTRA MARKS

Extra marks are among the fastest growing educational technology companies,

with a global footprint. Company founded in 2009 by Atul Kulshreshtha at

Noida, India. Extra marks have launched a range of apps. It launched Extra

marks Smart Study in 2015 for CBSE students. They also have an IIT JEE

preparation app which allows students to take mock tests Extra mark has tied

up with over 9000 schools, catering to over 8 million students online. They

were listed among the top Global 50 Education Companies 2018 by Tyton

Global Growth-50. Mukesh Ambani bought a 38.5% stake in the company in

2011. They have partnered with BSNL, Samsung and Intel among others to

expand their reach.

“The purpose of holistic teaching is not to make one learn but enable one to

think

• My view of digitizing education is to breed thinkers than doers.

• There’s a notch difference between theory and practice, only

technology can breach that.

• Technology holds the power to deliver deep immersive learning” is

written understeer Atul’s ideologies on the company website.

Founder: Atul Kulshreshtha

Investors: Reliance Strategic Investments

48
6. FLIP CLASS

Flip class is an online e-commerce tutoring platform, currently one-of-its-kind

in India. Company founded by Vineet Dwivedi in 2012 in Bengaluru. Flip

class is one of the Edtech start-ups in India that allows tuition seekers to meet

with tutors who are willing to provide that service. They work as a

matchmaker between a teacher and a student.

Flip class uses an elaborate model for onboarding new tutors onto its platform.

The company says that only 9 out of every 100 applicants are able to bypass

the selection criteria. Moreover, as a tutor provides more tuitions, his/her

reviews and ratings keep increasing on the Flip class platform. This enables

the students to narrow down the best tutors. Flip class caters to a multinational

audience, with students ranging from pre-primary to secondary schools.

“If you are not favouring your company’s interests, you are not getting the

fundamental thing clear.” said Vinet Dwivedi

Founder: Vinet Dwivedi

Investors: Hareesh Ramanna, S. Chand and Co. Pvt. Ltd, Blume Ventures

49
7. GRADEUP

Grade up is also one of the EdTech Start-ups in India and it is a curated

learning content for competitive exams like JEE and NEET. Company

founded by Shobhit Bhatnagar, Vibhu Bhushan, and Sanjeev Kumar under the

parent Grade Stack Learning Pvt Ltd in 2015.

Since then, Grade up has focused on making use of data analytics to increase

their user engagement across all platforms. The company intends to further

enhance its capabilities by applying data science to further help students

improve their performance. It currently has a presence in 2,500 hundred cities

and proudly boasts of 13 million active monthly users. Grade up is currently

investing heavily in upgrading its services and reaching a higher level of

engagement for its students.

“Often, those who got the opportunity to study better in their formative years got

into a better college and did better in life,” said Shobhit Bhatnagar Founders:

Shobhit Bhatnagar, Vibhu Bhushan, and Sanjeev Kumar.

50
8. HURIX DIGITAL SYSTEMS

Hurix Systems is a leading content creation and management platform.

Company founded in 2000 by Subrat Mohanty and has grown to become one

of the top EdTech companies in India. Their offerings are unique and focus on

corporate requirements. One of their products is a Learning Management

system that helps corporations to unify their classroom training, virtual

classroom as well as mobile training solutions under one roof. Another one of

their offerings is a one-step custom assessment platform which makes it easy

to certify employees for specific training. This can also use by educational

institutes.

Their global approach and unifying systems have helped them make a mark

on the industry. This Edtech Start-up has raised $5.1 million according to

Crunchbase and has offices in New York, Texas, Pune, Mumbai, and more.

“Hurix was founded by people with the twin passions of education and

technology. Globally, education is poised on the cusp of great change. The

coming years will see the world teach and learn in new ways that are

inconceivable for the vast majority of people today.” said Subrat Mohanty.

Founder: Subrat Mohanty

Investor: Helion Venture Partners.

51
9. IMARTICUS LEARNING

This upskilling platform founded by Nikhil Barshikar and Sonya Hooja in

2012. Imarticus Learning is a technology-driven training platform for

transforming one’s career in a variety of Industries. They are based in Mumbai

however, have 110 dedicated learning centres across Thane, Delhi, Gurgaon,

Ahmedabad, Chennai, Bangalore, Hyderabad, and Pune

Their aim is to bridge the industry to the academia gap that employees face.

Therefore, they provide training for individuals, corporates, and academics.

Their courses range from investment banking to interpersonal skills to

machine learning and AI. They’ve educated over 35,000 individuals and have

pioneered the concept of professional degrees with global giants. They are

currently on their second round of funding.

“The main challenge for a woman in a leadership position is two-fold. One, in

many times, strategic business relationships are built outside the office

environment via networking and other industry events,” said Sonya Hooja

Founders: Nikhil Barshikar and Sonya Hooja

Investors: CBA Capital, Anil Gudibande, Tashwinder Singh, Taranjit Jaswal

52
10. STUDY “n” LEARN

Founded by the alumni of DCE, Smart School Education Pvt Ltd is an

eLearning Company Headquartered in Delhi. Study “N” Learn is one of the

EdTech start-ups in India that is the brainchild of people from IIT, IIM and

DCE – Innovation through technology forms the core DNA of the company.

Study “N” Learn aims to promote smart studying habits among students. They

provide engaging video lessons, interactive tools, and practice lessons. They

have 1 million active users, 2500+ participating schools and 50,000+

educational modules.

Founder: DCE Alumni

53
 GROWTH AND OPPORTUNITIES
Future Of Edtech India:

• Factors Driving the Growth of Edtech Industry in India

Accelerated by increasing smartphone users and the shift to digital-learning

models, the EdTech industry in India is expected to reach $30 billion in size in

the next ten years.

The sector was already witnessing huge traction but with COVID-pandemic led

lockdown, the EdTech industry has witnessed exponential growth.

Because of the growth, the EdTech industry has garnered the interest of investors

globally. In 2020 alone, the EdTech sector received $16.1B in VC funding, a 32x

increase from 500M received in 2010. India has emerged to be among the top

three countries in the world after China and the USA to get the most venture

capital funding in the EdTech sector.

The Indian EdTech sector received an investment of $ 2.1 billion in the calendar

year 2020.

• Growth Trends in the Edtech Industry in India

Previously dominated by the K-12 segment, the EdTech sector is now witnessing

strong growth in the post-K-12 segment. Online education offerings for the K-12

segment (Classes 1 to 12) are projected to increase 6.3X by 2022, creating a $1.7

billion market. And the post-K12 market is set to grow 3.7X to touch $1.8 billion.

54
Let’s have a detailed look at the Growth trends In the EdTech

Industry in India.

• Growing Internet Userbase

There are around 624 million active internet users in India as of February

2021. These active users offer a huge growth opportunity for the EdTech

stakeholders. Particularly in Tier 3/4 cities, segments such as online

tutoring and competitive exam preparation can have strong growth. And

with more people in the target audience pool, every segment of the EdTech

industry can have ample growth opportunities.

• Increasing Number of Edtech Start-ups

There are more than 6,950+ EdTech start-ups in India, as per Tracxn, a

platform that tracks start-ups and private companies. Leveraging

technology to offer the best services, these EdTech start-ups offer smart

classroom solutions, adaptive learning platforms, learning management

systems, and collaborative platforms.

All these factors combined with inflow of investments, acquisition,

upgradation in offerings and more players quickly shifting and adding

students are accelerating the digital learning movement in our country.

55
 CHAPTER 3

COMPANY’S PROFILE

56
 ABOUT CAMPALIN

Campalin is an innovative Edtech company across the country. Campalin offers

immersive online programs in software engineering, and Management. They

provide the best-in-class upskilling programs for students and Job oriented

programs, technologically with advanced mentorship that enables great learning

experience. Campalin’s immersive courses aim to launch students into fulfilling

careers by providing a robust career services framework and dedicated one-on

one coaching post-graduation that is included as an added value with the tuition.

Campalin is designed with a proper and structured path with an industry derived

curriculum with effective guidance for learners to ladder up in the vertical

directions with no boundaries.

COMPANY LOGO

57
 COMPANY’S HIGHLIGHTS

STARTUP

HEADQUATER BENGALURU, INDIA

SECTOR EdTech
KAMPILI YASHWANTH
DIRECTORS
MOHAN SREERAMASETTY

COMPNY STATUS ACTIVE

CATEGORY COMPANY LIMITED BY SHARES

SUB CATEGORY NON-GOVT. COMPANY

REGISTRATION DATE 02 JUNE 2022

COMPANY CLASS PRIVATE

RoC RoC BANGALORE

AUTHORISED CAPITAL 450000

PAID UP CAPITAL 10000

58
 Tagline of the company

The tagline of campalin is “Innovation in your career”.

Vision of the company

To become a leading EdTech institution by playing a significant role in the

development of the country.

Mission of the company

Its aim is to empower young minds and enables them to make choices to create

a future they deserve.

Core Values

 Integrity

Adhering to moral values we have share an undivided spirit. Thus,

integrity is a virtual that reflect in our personal lives, financial

transaction and business deals.

 Customer satisfaction

Our pivotal reason of success our dear customer is guiding stars who

directed us towards our future endeavour.

 Social Responsibility

We try hard to help our mother nature. We strive to create eco-friendly

products and optimise our resources to conserve the environment.

59
 Campalin - Future Plans

They want to expand their offerings for 50+ programs, expand professional levels

for each program and also get into vernacular languages so that they democratize

the notion of being able to make an informed career decision for the entirety of

India.

In coming years, campalin is looking to acquire 3,00,000+ top educators onboard.

Additionally, the company is aiming to host 2000+free live classes and

workshops for students to get a taste of each field and learn from the best minds

in India.

60
 SWOT
ANALYSIS

61
STRENGTH

In the strengths, management should identify the following points exists in the

organization: -

• Advantages of the organization

• Activities of the company better than competitors

• Unique resources and low-cost resources company have

• Unique selling proposition of the company

WEAKNESS

• Improvement that could be done

• Activities that can be avoided for campalin

• Activities that can be determined as your weakness in the market

• Factors that can reduce the sales

• Competitors activities that can be seen as your weakness

62
OPPORTUNITIES

Opportunities for Campalin can be obtains from things such as: -

• Change in technology and market strategies

• Government policies changes that are related to the company’s field •

Local events

THREATS

• Company’s facing obstacles

• Activities of competitors

• Product and service quality standards

• Threats from changing technologies

• Cashflow problems

• Weakness that threatens the business

63
 COURSES THAT CAMPALIN PROVIDES

Information Technology

• Web Development

• Artificial Intelligence

• Android App Development

• Machine Learning

• Data Science

• Cyber Security

• Cloud Computing

Management

• Human Resource

• Finance

• Digital Marketing

Electronics and Communication

• Hybrid Electric Vehicles

• Internet of Things

• Robotics

• Embedded Systems

64
Mechanical / Civil

• Construction Planning

• Car Design

• AutoCAD

65
COMPETITORS OF
THE COMPANY

66
1. BYJU’S

BYJU’S has become the household name for Education online. It is the

common name for the company think and Learn Private Ltd. Started as a

coaching class, BYJU’S has grown into one of the top EdTech companies in

the world. This EdTech start-up founded by BYJU Raveendran and his wife

Divya Gokulnath in Bangalore.

They also engaging video lessons, personalised learner’s journeys, unlimited

practice sessions and engaging questionnaires to make learning truly fun.

BYJU’s covers a wide variety of classes starting from class 4 up to CAT or

IAS test preps. Online classes for UPSE, K3, K10, K12, CBSE NCERT, ICSE,

IIT-JEE & NEET.

67
2. BRAINLY

Brainly is the knowledge-sharing community where 200 million students and

experts came together to solve questions. The company was founded in 2009

in Poland by Michal Borkowski. Brainly is currently available in 35 countries.

If you are stuck with a homework problem, brainly will help you to solve it

within minutes. Brainly has an active user base of over base of over 200

million. It has answered over 50 million questions to date.

Middle and high-school students, as well as their parents across India, have

been leveraging Brainly’s platform to strengthen their skills in core academics

subjects such as Hindi, English, local languages etc.

Their motto is ‘No one knows everything, but everyone knows something!’

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3. CLASSPLUS

Initially launched as Xprep in 2015, Classplus has seen over 25,000

subscribers. Classplus is an EdTech start-up that focuses on building the

complete institute management system. Since Indian education is highly

dependent on coaching classes, Classplus works on helping those institutes.

With features like smart attendance, insightful student reports, online video

selling, fees records, online tests and more the app makes running a coaching

institute easier.

The start-up also helps parents keep track of their child’s progress. Today they

are a team of 25 people and have raised undisclosed funds from Rising Stars,

a VC firm and other angel investors.

“The app has been created as a zero-typing product, keeping in mind its

usability for middle-aged tutors. By a zero-typing product, we mean that a

tutor requires minimal typing effort to use the product,” said Mukul Rustagi

69
4. COLLEGEDUNIA

This college search engine helps students to find the right colleges for

themselves. The platform founded in 2014. It collates information about

higher education. CollegeDunia focuses on helping students get enough

information about a tech backed they feature.

Since 2014, CollegeDunia has compiled authentic information of 27,000

colleges, 7000+ courses, 350+ exams of various streams. They’ve also

collected 2,00,000 reviews about different colleges to help students make

better decisions. Currently, they are focused on the growth of their mobile app

as 38% of their traffic comes from there.

“College search is the second most important thing for a student and we aim

to be the mobile personal admission assistant to the student during his

admission hassle,” said Sahil Chalana

70
5. CUEMATH

Cuemath is an ed-tech company founded in 2013 as an after-school math

enrichment program. They are one of the EdTech start-ups in India that

focuses on gamified learning and has revolutionized the way math is perceived

by both teachers and students. It has a ‘learn-by-doing’ approach. It also aims

to promote ‘out of the box’ thinking and love for math among school children.

Company founded by Manan Khurma, who is also an acclaimed writer with

McGraw Hill publications. Cuemath also empowers women tutors and

provides them with meaningful employment opportunities.

“Basically, that was my inspiration- knowing that real problems lie in creating

strong foundations. What was really needed is a math program that transforms

math outcomes for young kids. So, in 2013, I decided to create a math program

for young learners, and because not all kids are inherently self-driven, you

need a teacher’s presence to ensure that they stick to the plan. That’s the reason

I came up with this teacher- elect model, i.e., we have teachers setting up

micro-centres in their homes, and they use the Cuemath learning system to

teach neighbourhood kids and students.” said Manan Khurma

71
 CHAPTER 4

LITERATURE REVIEW

72
 Literature Review

Most employers recognized 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 organisation

depends on having the right no. of staff, with the right skills and abilities.

Organisations may have dedicated personnel/human resource function over

seeing this process or they may devolve these responsibilities to line manager and

supervisor. Many people may be involved, and all should be aware of the

principles of good practice. Even it is essential to involve others in the task of

recruitment and selection.

Ms. Ambika Verma (2009) in their survey research on the use technologies in

recruiting, screening and selection process for job candidates conducted in

dimension group found that most organisation implemented technology-based

recruitment and selection tools to improve efficiency, reduce cost and expand the

applicant pool.

The meta-analysis of the research conducted by chapman, uggersler, Carroll,

paisentin and Jones (2005) concluded that timely response from HR managers

was linked to greater applicant attraction to a job within 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.

73
So recruiting is a process of discovering the potential candidates for actual

organizational vacancies”.

Robert (2005), in his study titled, “Strategic HR Review,2004,” states that

successful recruitment and selection can improve organization performance.

Bowen, et al (1991), in his study examined, “that integrated recruitment and

selection process helps recruiters to choose the candidates to fit the characteristics

of an organization culture.”

Beard well, et al (2003), in his study examined that, “selection is carried out by

organization as a means of candidate’s potential and actual performance and the

intake of employees will make the most appropriate contribution to organisation

now and in future.”

74
 CHAPTER 5

RESEARCH

METHODOLOGY

75
 RESEARCH OBJECTIVES

The primary objective is to study, understand and analyse aspects related to

various HR Procedures of Recruitment and Selection at Campalin Pvt. Ltd.

OBJECTIVES OF STUDY

 To study the existing policy of CAMPALIN PVT LTD regarding

Recruitment and Selection process.

 To know the satisfaction level of employees towards the existing

recruitment and selection process.

 To identify the internal and external sources of recruitment and

selection.

RESEARCH METHODOLOGY

The study will be conducted to achieve the aforesaid objectives including both

exploratory and descriptive in nature and involve personal interviews that will be

based on the questionnaire format. A Research Methodology defines the purpose

of the research, how it proceeds, how to measure progress and what constitute

success with respect to the objectives determined for carrying out the research

study. There is a unique methodology that Campalin adopts to render the service.

The research methodology for the present study has been adopted to reflect these

realties and help reach the logical conclusion in an objective and scientific

manner.

76
 TYPE OF RESEARCH

EXPLORATORY RESEARCH

A research design is the specification of methods and procedures for acquiring

the information needed to structure or solve the problem. It is the overall

operational pattern or framework of the project that stimulates what information

is to be collected from which source and by what procedure. On the basis of major

purpose of our investigation the EXPLORATORY RESEARCH was found to be

most suitable. This kind of research has the primary objective of development of

insights into the problem. It studies the main area where the problem lies and also

tries to evaluate some appropriate courses of action.

DATA COLLECTION

The task of data collection begins after a research problem has been identified

and the research design has been chalked out. While deciding the method of data

collection to be used for the study, the researcher should keep in mind two types

of data:

a. Primary data

b. Secondary data

In this research project the data being collected is as follows:

Primary Data: The survey method is used to collect the primary data in this

research as it is the Analytical research to find out the shortcomings and area of

improvements according to the skill required for recruitment team. The data that

77
is collected first hand by someone specifically for the purpose of facilitating the

study is known as primary data. So, in this research the data is collected from

respondents through QUESTIONNAIRE.

 Primary source of data:

• Personal interview

• Questionnaire technique

Secondary Data: The secondary data is also used in a lesser proportion to find

out the name and designation of the employer who are working with this

organization and the company profile. Secondary data refer to information

gathered by someone other than the researcher conducting the current study. Such

data can be internal or external to the organization and accessed through the

Internet or perusal of recorded or published information.

Secondary sources of data provide a lot of information for research and problem

solving. Such data are as we have seen mostly qualitative in nature.

 Secondary source of data:

• Company brochure

• Internet

• Websites

• Organizational Reports & Records

• Business magazines
• Journals etc

78
 SAMPLING TECHNIQUE

SIMPLE SAMPLING

Simple sampling is a sampling process that utilizes some form of random

selection. In probability sampling, each unit is drawn with known probability, or

has a nonzero chance of being selected in the sample. Such samples are usually

selected with the help of random numbers. With probability sampling, a measure

of sampling variation can be obtained objectively from the sample itself. Simple

Random sampling has been adopted for this research. Under which we have

considered the sampling which has been done for a specific designated

population, because here a small cluster of professionals has been considered out

of the total universe which has been divided in small group like recruitment team

& employee.

SAMPLE SIZE

Sample size refers to the number of items to be selected from universe to

constitute a sample. The sample size should be optimum as it should fulfil the

objective of the research.

Total manpower strength is 450 and I have focused upon 10% of total employees

of CAMPALIN. (Covering each and every department)

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 SAMPLE AREA

The sample area refers to the universe to be studied under our research project.

The area denotes the place or the region to be studied and taken into research

consideration. Thus, the sample area chosen for this research project is Campalin

Pvt. Ltd.

80
 CHAPTER 6

DATA ANALYSIS

AND

INTERPRETATION

81
 DATA ANALYSIS AND INTERPRETATTION

1) Is there a well-defined Recruitment Policy in your organization?

S.No Options No. %
.

1. Strongly agree 20 50

2. Moderately agree 10 25

3. Strongly disagree 5 12.5

4. Moderately disagree 3 7.5

5. Can’t say 2 5

7.5% 5%

12.5%

50%

25%

Strongly agree
Moderately agree
Strongly disagree
Moderately disagree
Can't say

INTERPRETATION

An organization must have a well-defined recruitment policy corresponding to

the company and vacancy requirements. Existing employees can give fair

feedback on the suitability of the policy. Responding to it 30 out of 40 employees

(75%) told that there is a sound recruitment policy in organization that can be

82
evaluated by comparing skills and knowledge of new recruits and existing

employees. 8 out of 40 employees (20%) feel that the organization’s recruitment

policy is not properly defined. And rest 2 could not say about the recruitment

policy. Majority of employees felt that policy was well defined which is a great

morale victory on the part of management; still there are chances of its

improvement as 20% employees have negative opinion about the policy.

2) Which internal source of recruitment is followed by the company and

given more priority?
S.No Options No. %
.

1. Job Posting 10 25

2. Employee Referrals 10 25

3. Internal Promotions 20 50

4. Transfer - -

Job Posting 25

Employee 25
Referrals

Internal 50
Promotion

0 10 20 30 40 50 60

83
INTERPRETATION

Internal Recruitment seeks applicants for positions from those who are currently

employed. Responding to above asked question, 50% employees say that

company prefers internal promotion as internal source of recruitments. 25%

employees say that Employee referrals are given due priority and rest 25% say

that Job posting is preferred. Majority of employees actually thinks that internal

promotion is given priority and followed by company as internal source of

recruitment.

3) Which external source of recruitment is followed by the company and

given more priority?

S.NO Options No. %

1. Campus Interview - -

2. Advertisement 3 7.5

3. Online Job Portals 2 5

4. Walk-in Interview 35 87.5

5. Agencies/ - -
Consultancies

6. Employment - -
Exchanges

84
 Agencies/
0
Consultancies

Walk-in
87.5
Interview

Online Job 5
Portals

Advertisement 7.5

Campus 0
Interview

0 20 40 60 80 100

INTERPRETATION

External Sources of recruitment lie inside the organization.35 out of 40

employees (87.5%) feel that company prefer online Job Portals for hiring from

outside. 5% employees (appx.) think that company prefers Advertisement as

external source of recruitment. 7.5 say that Campus Interviews and Consultancies

hiring from outside did not prefer by the Organization. Analysis shows that more

than 87% employees say that preferred External Source of Hiring and finds these

recruiting cheaper, faster and potentially more effective.

85
 4) Which source of recruitment is replied upon when immediate

requirement arises?

S.NO. Options No. %

1. Internal 4 10

2. External 36 90

90%

10%

Internal External

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment

processes from two kinds of sources: internal and external sources. Responding

to recruitment source question, almost all the employees say that External sources

are relied upon when there is any immediate manpower requirement in company.

Analysis clearly represents that 36 out of 40 employees (90%) show that External

sources are prefer for immediate opening in organization but my study suggests

86
that internal hiring would be better option for immediate opening in organization

in which company can have sufficient knowledge about the internal candidate

and it is less costly.

5) What type of interview is taken while selection?

S.No. Options No. %

1. Patterned 20 50

2. Stress 5 12.5

3. Depth 10 25

4. Others 5 12.5

Patterned

100 Stress

80 Depth
50
60 Others
25 12.5
40 12.5
20
0
Patterned Stress Depth Others

INTERPRETATION

The PATTERNED INTERVIEW format has a structure to it. There is a set of

pre-determined questions that will be asked from each candidate for a position.

The STRESS INTERVIEW is the interview in which the interviewers try to

'discomfort' the candidates in various ways and observe how they react to various

difficult situations. An IN-DEPTH INTERVIEW is a qualitative research

technique that allows person to person discussion. It can lead to increased insight

87
into people's thoughts, feelings, and behaviour on important issues. This type of

interview is often unstructured.

Responding to the type of interview 20 out of 40 employees think that patterned

interviews are generally taken. 25% employees have the opinion that depth

interviews are often used. Rest believes that stress or any other type of interview

is being taken.

6) The recruitment and selection process of company meets the current

and legal requirements?

S.No. Options No. %

1. Agree 20 50

2. Disagree 5 12.5

3. Moderately 10 25

4. No opinion 5 12.5

60
50
50

40

30 25 %

20
12.5 12.5
10

0
Agree Disagree Moderately No opinion

88
INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment

processes. In this research most employees responded positively to this question.

They feel that the company follows different recruitment process for different

positions. Analysis clearly represents that 25 out of 40 employees (62.5%) show

that maximum employees are agree with this process whereas 10 out of 40

employees (25%) did not like the current recruitment process whereas 12.5%

were unable to answer.

7) Are you happy with the salary what you offered by the company?

S.NO. Options No. %

1. Yes 20 50

2. No 10 25

3. Can’t Say 10 25

60
50
50

40

30 25 25 %
20

10

0
Yes No Can’t Say

89
INTERPRETATION

The basic focus of every organization is to satisfy the employees with its own

compensation plan. In this research most employees responded positively that

they are satisfied with their salary. They feel that the company has good

compensation plan for their employees.

Analysis clearly represents that 20 out of 40 employees (50%) show that

maximum employees are satisfied with their Salary 10 out of 40 employees (25%)

did not like their current salary whereas 12.5% were unable to answer.

8) What were the sources of recruiting the candidates for your current

client?

S.NO. Options No. %

1. Direct Walk In 15 37.5

2. Existing Database 5 12.5

3. Reference 10 25

4. Internal Movement 5 12.5

5. Others 5 12.5

90
 Others 12.5

Internal Movement 12.5

Reference 25
%

Existing Database 12.5

Direct Walk In 37.5

0 5 10 15 20 25 30 35 40

INTERPRETATION

Every organization follows various sources of recruitment to acquire a good talent

for their organization. In this research I could find the various degrees of various

sources of recruitment.

Analysis clearly represents that 15 out of 40 employees (37.5%) show that

recruitment is done through Direct Walk Ins, 5 out of 40 employees (12.5%) show

that recruitment is done through Existing Database, 10 out of 40 employees (25%)

show that recruitment is done through Employee Referrals and 5 out of 40

employees (12.5%) show that recruitment is done through Internal Movement

whereas 5 employees show that recruitment is done through other sources.

9) How do you think about Recruitment and selection procedure in your

company?

91
 S.NO. Options No. %

1. Satisfactory 25 62.5

2. Unsatisfactory 10 25

3. Can’t Say 5 12.5

Can’t Say 12.5

Unsatisfactory 25
%

Satisfactory 62.5

0 10 20 30 40 50 60 70

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment

processes. In this research most employees responded positively to this question.

They feel that the company follows a good recruitment and selection procedure.

Analysis clearly represents that25 out of 40 employees (62.5%) shows that

maximum employees are satisfied with this procedure whereas 10 out of 40

employees (25%) are not satisfied with the current recruitment and selection

procedure and 12.5% were unable to answer.

10) Is any training session apart from the domain training provided?
S.NO. Options No. %

92
 1. Yes 25 62.5

2. No 10 25

3. Can’t Say 5 12.5

70 62.5
60
50
40
30 25 %
20 12.5
10
0
Yes No Can’t Say

INTERPRETATION

Every organization tries to enable their employees for their offered job position

along with a good compensation plan for which the organization provides

Training. In this research most employees agreed positively that they are provided

training sessions apart from the domain training. They feel that the company has

good Training programs for their employees.

Analysis clearly represents that 25 out of 40 employees (62.5%) show that

maximum employees are satisfied with the training program offered to them. 10

out of 40 employees (25%) did not agree on the training programs offered to them

whereas 12.5% were unable to answer.

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 FINDINGS

• Present employees of Campalin pvt ltd are satisfied with recruitment strategy

of company.

• Internal Promotions, Walk-in interview and Job Portals are mostly used

recruitment source.

• Written test is not given weight age during selection process.

• To some extent company has pre-set-criteria for sorting the candidate’s

applications.

• Concerned departmental head is given special attention while selecting a

candidate of the department.

• Employees are in the favour of reference check after selection of candidate.

• Job Analysis prior to recruitment is not done so properly.

• Succession Planning has mostly done in company.

• Orientation/Induction is given to new joiners; still employees are in favour of

its improvement.

• Present selection process in Campalin pvt ltd and its procedure, tests and

interview type are good.

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 CONCLUSION
Every company looks for an employee, who can work effectively. They are in

search of a person who has the maximum skills required for the job. After

selecting the right person, the company’s main aim is to place that person at the

right job. The main strength of any company is its employees. Effective workers

are the best route to success. For this reason, companies strive to attract and hire

the best, and to provide the best place to work.

Some of the biggest and most constant challenges that plague organization is

people related because they don’t place more emphasis on getting the recruitment

process right. If they get the right person in the right job at the right time, bottom-

line and many other business benefits are immediate, tangible and significant. If

they get the wrong person in the wrong job, then productivity, culture and

retention rates can all take a hit in a big way.

CAMPALIN PVT LTD has competent and committed workforce, still there are

scope for more improvements. To ensure that company recruits the right people,

it has to identify essential skills and behaviours that applicants should

demonstrate. For each position there should be a job description outlining typical

duties and responsibilities and a person specification defining personal skills and

competences. The emphasis should be on matching the needs of the company to

the needs of the applicants. This would minimize employee turnover and enhance

satisfaction.

95
It is important for the company to have a clear and concise recruitment policy in

place, which can be executed effectively to recruit the best talent pool for the

selection of the right candidate at the right place quickly. Creating a suitable

recruitment policy is the first step in the efficient hiring process. A clear and

concise recruitment policy helps ensure a sound recruitment process.

Management should structure and systematically organize the entire recruitment

processes. It should Offer tolls and supports to enhance productivity, solutions

and optimizing the recruitment processes to ensure improved ROI. The

Recruitment Management System (RMS) should be such that it helps to save the

time and costs of the HR recruiters in company and improving the recruitment

processes.

96
 BIBLOGRAPHY

• V.S.P.Rao, “Human Resource Management”, Excel Books publication,

Second Edition.

• Robbins, “Organizational Behaviour”, Pearson Publications, Thirteenth

Edition

• www.campalin.com

• www.google.com

• Research Methodology -C.R.Kothari.

• Personnel and Human Resource Management – P. Subba Rao, Himalaya

Publication

97
 QUESTIONNAIRE

Dear mam, I am student of BBA 3rd Year of CBS GROUP OF INSTITUTES,

JHAJJAR. I am conducting this study as part of my curriculum. You are requested

to take out few minutes and help me getting the survey/study done.

Thanking you MERLIN.P. REJI

Please answer the following questions and please tick the relevant

option.

Q1. Is there a well-defined recruitment policy in your organization?

1. Strongly agree

2. Moderately agree

3. Strongly disagree

4. Moderately disagree

5. Can’t say

98
Q2) Which internal source of recruitment is followed by the company and given
more priority?
1. Internal Promotion

2. Employee Referrals

3. Transfer

4. Job Posting

Q3) Which external source of recruitment is followed by the company and given
more priority?
1. Campus interview

2. Advertisement

3. Online job portals

4. Walk-ins interview

5. Agencies/Consultancies

6. Employment Exchange

Q4) Which source of recruitment is relied upon when immediate requirement

arises?
1. Internal

2. External

99
Q5) What type of interview is taken while selection?
1. Patterned

2. Stress

3. Depth

4. Others

Q6) The recruitment and selection process of company meets the current and legal
requirement?
S. No Options

1. Strongly Agree

2. Agree

3. Disagree

4. No Opinion

Q7) Are you happy with the salary what you offered by the company?
S no. Options

1. Yes

2. No

3. Can’t Say

100
Q8) What were the sources of recruiting the candidates for your current client?

S.No Options
.

1. Agree

2. Moderately

3. Disagree

4. No opinion

Q9) How do you think about Recruitment and selection procedure in your
company?

Sn. Options

1. Direct Walk In

2. Existing Database

3. Reference

4. Internal Movement

5. Others

101
Q10) Is any training session apart from the domain training provided?

Sn. Options

1. Satisfactory

2. Unsatisfactory

3. Can’t Say

102