PROJECT REPORT

ON

“HIRING AND RECRUITMENT PROCESS”

IN

STRESSNIL

SUBMITTED TO SAVITRIBAI PHULE PUNE UNIVERSITY

IN PARTIAL FULFILLMENT OF 2 YEARS FULL TIME COURSE MASTER OF
BUSINESS ADMINISTRATION (MBA)

SUBMITTED BY

KOMAL SAMBHAJI CHAVAN

(BATCH 2024-25)

UNDER THE GUIDANCE OF

Dr: Zamarrud Ansari

SINHGADS INSTITUTE OF BUISNESS ADMINISTRATION AND

RESEARCH
KONDHWA BUDRUK
 DECLARATION

I, Komal Sambhaji Chavan, hereby declare that the Project report entitled “A Study
on Recruitment and Selection Process for Automotive Sector” in StressNil, Pune
written and submitted by me to Sinhgad Institute of Business and Research (Savitribai
Phule Pune University), in partial fulfillment of the requirement for the award of
degree of Master of Business Administration under the guidance of Dr. Zamarrud
Ansari is my original work and the conclusions drawn therein is based on the material
collected by me.

Place: Pune Komal Sambhaji Chavan

Date:

(Signature)
 ACKNOWLEDGEMENT

I am greatly indebted and express my special thanks and appreciation to the Principal
Dr. DHANANJAY MANDLIK sir and Management of Sinhgad Institute of Business
Administration and Research , Pune for their unstinted support, facilities provided
and co-operation in pursuing the Masters of Business Administration Project.
I owe, my sincere gratitude to the Project Guide Dr. Zamarrud Ansari for providing
insightful comments, constructive criticism, excellent guidance and academic inputs
throughout this period of project work.
Also, I would like to express a deep sense of gratitude and thank the Directors,
Management and Staff members of the esteemed consultancy StressNil,Pune for their
timely support, permission and valuable information towards pursuing of the project.
The help rendered by the faculty members for the encouragement and inspiring
suggestions is greatly acknowledged.

Finally, I put on record my thanks and trustworthiness to parents, well-wishers and

all the respondents who provided me with every support for the successful completion
of the project.

Komal Sambhaji Chavan

 INDEX

SR. NO. CONTENT PAGE. NO.

1. EXECUTIVE SUMMARY 8
2. INTRODUCTION 9
3. OBJECTIVE OF THE 10
PROJECT
3.1. TITLE OF THE PROJECT 10
3.2. OBJECTIVE BEHIND 10
CONDUCTING
3.3. SCOPE OF THE PROJECT 10
4 ORGANIZATION/COMPANY 11
PROFILE
4.1. COMPANY NAME 11
4.2. MISSION STATEMENT, 11
VISION, SLOGAN, LOGO
4.3. ORGANIZATION CHART 12
4.4 LOCATION, PRODUCT 13
RANGE & VARIETY
4.5 LIST OF COMPETITORS 13
4.6 BRANCHES & OFFICERS 13
4.7 HISTORICAL 17
DEVELOPMENTS OF THE
COMPANY
5 LITERATURE REVIEW 18
6 RESEARCH METHODOLOGY 24
6.1 RESEARCH DESIGN 26
6.2 SOURCE OF DATA 27
6.3 SAMPLE UNIT 27
6.4 SAMPLE SIZE 27
6.5 RESEACRH INSTRUMENT 28
6.6 TOOLS USED 28
7 DATA ANALYSIS & 29
INTERPRETATION
8 FINDING 44
9 LEARNING 44
10 LIMITATIONS 46
11 SUGGESTIONS 46
12 CONCLUSION 45
13 REFERENCE/BIBLIOGRAPHY 47
14 ANNEXURE 48
 LIST OF TABLES

SR.NO. INDEX PAGE NO.

1 Recruitment & Selection process 29
effective
2 Recruitment & Selection process 30
increases efficiency at StressNil
activities
3 Approach of management during 31
selection process
4 Recruitment & Selection process 32
depends on sources of
Recruitment
5 Best source for R & S process at 33
StressNil
6 Better Result of recruitment and 34
selection can be increases
7 Recruitment & Selection process 35
depends on interviews
8 Interviews are basic filters 36
9 Different methods of interviews 37
used for selection
10 Methods used for Recruitment at 38
StressNil
11 Job Description & Job 39
Responsibility defined to
candidates appearing for
selection process
12 HR provides adequate pool of 40
quality applications
13 Effectiveness of Interviewing 41
process and other selection
instrument
14 Organizations affirmative 42
action’s needs clarified and
supported in selection process
15 Different sources of know about 43
the job
 EXECUTIVE SUMMARY

Employees and staff of an organization are known to be the important and integral part
in the organization. The quality and efficiency of these people will decide the
organization’s fate. Therefore, selection of the right person at the right job is very
important; this is when hiring of these candidates is required. Hiring the right candidate
at the right the right place is said to be a strategic function of the Human Resource
department. Recruitment and selection is known to be the process of hiring the
candidates at the organization. Recruitment is the process of actively seeking and
selecting out, finding and hiring candidates for specific position or job with specific
skills and experience required and it includes the hiring process. It is also known to be
the process of generating a pool for the qualified applicants who are interested and
qualified enough to work for the organization. The process includes steps of recruitment
like recruitment planning, attracting the applicant, strategy development, searching, and
screening them, evaluation and control of the human resource. There are various
internal and external factors that affect the steps of recruitment in the organization.
Different organizations acquire different steps and various methods of sourcing of the
right candidate for the organization.
Selection is the process or procedure of matching and seeking for organizational
requirements with the skills and qualifications of the candidates. In simple words it is
like trying to put the right person in the right place. The process of selection process
starts from the screening step of recruitment. It includes the ways of conducting various
tests and preliminary interviews. If required, for the reference check the final round of
interview is also conducted for the candidate. There may be certain barriers and
difficulties during the process which are to be overcome for the efficient selection of
the candidates at the organization.

Selection is basically picking an applicant from (a pool of candidates) who has the
appropriate qualification and competency to do the job. The difference between
recruitment and selection:- Recruitment is identifying and encouraging prospective
employees to apply for a job. Selection is selecting the right candidate from the pool of
applicants.
With reference to this context, this project is been prepared to put a light on Recruitment
and Selection process. This project includes Meaning and Definition of Recruitment
and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process,
Recruitment Tips. Sources of Recruitment through which an organisation gets suitable
application. Scientific Recruitment and Selection, which an organisation should follow
for, right manpower. Job Analysis, which gives an idea about the requirement of the
job. Next is Selection process, which includes steps of Selection, Types of Test, Types
of Interview, Common Interview Problems and their Solutions.

There are different approaches and different techniques and methods that are carried
out by different organization according to the requirement of the candidates at their
organization. To know the hiring of the candidates, the recruitment and selection
process of StressNil, consultancy was undertaken;
 OBJECTIVES OF THE PROJECT

1) Title of the Project

“To study of Hiring and Recruitment Process at StressNil”

2) Objective of the Study

• Primary Objective:

i. To study the various sources of recruitment and Hiring process

followed in StressNil.

ii. To know about the importance of recruitment and Hiring process in

StressNil.

• Secondary Objective:

i. To study suitable recommendation to streamline for the hiring

process in StressNil.

3) Scope of the Study

• To give better talent for the company we outsource for.

• Identify the problem in recruitment and selection process of StressNil.

• To develop practical knowledge with theoretical aspects.

• To understand why companies, outsource their recruitment and selection

process.
 COMPANY PROFILE

1. Name of the Company:

StressNil

2. Mission Statement: To provide innovative and personalized management

solutions to client.

3. Vision, Slogan, Logo: To create a world where stress is minimized, and

individuals can live happier and healthier lives.
ORGANIZATION CHART
LOCATION, PRODUCT RANGE & VARIETY

1. Location: Pan India

2. Product Range: Recruitments and Training / Development
3. List Of Competitors: Coral Blink services, Teamleas,
Manpower Consultants MSA, Logion, Yashaswi Group, Royal
Consultant,

OFFICES:

Ganga Bhavan, Behind Prithvi Apt. Opp. J.M. Mandir Lane,

Off. J.M. Road, Shivaji Nagar, Pune - 411005

HISTORICAL DEVELOPMENTS OF THE COMPANY

StressNil is a recruitment firm based in Pune, India, commenced its

operations in 2016 with early serving for training & development
for IT and Non-IT companies and campus placement. Later in 2018,
StressNil added Recruitment & Career Consultancy to its services
list. It expanded its operations in various sectors namely, Retail,
FMCG, Manufacturing, Healthcare, Hospitality, Education, Food
Processing Equipment Manufacturing and many more.

At StressNil, they take immense pleasure in introducing their

organization which beliefs in providing comprehensive manpower
solutions across all levels and diverse functional areas & deal with
multiple functional verticals distributed across the industry. The
organization provides the best quality staff from different parts of
the country. StressNil has a large database of experienced as well as
fresher candidates. They believe in scrutinizing every candidate and
thoroughly examine before sending at the client end.

StressNil services, in brief, demonstrate Campus Placement

opportunities for students where they work around the year to
identify the best opportunities for students in various sectors
including their training to enable them to secure the best of jobs.
They have an extensive corporate network. Apart from ensuring the
best of final placements, they also facilitate the best of internships
for students. As a Career Consultant, StressNil is aware of the
difficulties and pressures a student face before choosing the right
career path. As it can be choice and confusing to land up in the right
career field considering the fact there's an ocean full of career
options to choose the best for oneself.
 COMPANY PROFILE

Specialties
Recruitment, Training & Development
Headquarters
PUNE
Company size
11-50

Industry
Human Resources Services

About company

StressNil
It's not what you achieve, it's what you overcome. That's what defines your career."
“Dr Bension Jacob”

Managing Director – Training / Development and Recruitments

StressNil provide comprehensive manpower solutions across all levels and diverse
functional areas & deal with multiple functional verticals distributed across the
industry. The organization provides best quality staff from different parts of the
country. We have large database of experienced as well as fresher candidates. Every
candidate will be thoroughly scrutinized before sending at client end.
StressNil helpthe companies by assimilating their manpower needs and finding the
right human capital within the given time frame.
They understand that every company has different needs, set of values and problems
to be addressed. The company mission is to take the time to understand what those
needs are and go above and beyond when it comes to finding the right talent. Their
vision is to be more than just another recruitment agency. They want to become your
go-to recruitment agency – a trusted recruitment partner that exceeds expectations.

They work with their clients across multiple industry sectors like: FMCG ü
Manufacturing ü Healthcare ü Hospitality ü Education ü Real Estate ü Food
Processing Equipment Mfg. Campus Placement Services Training & Development
Career Consultant!
 Recruitment Firm
StressNil helps the companies by assimilating their manpower needs and finding the
right human capital within the given time frame. They work with our clients across
multiple industry sectors like:

• FMCG
• Manufacturing
• Healthcare
• Hospitality
• Education

StressNil Clints

• Ascent Telecom Infrastructure Pvt.Ltd.

• VITESCO Technologies
• Kirloskar Brothers LTD
• ADM JOINFLEX INDIA Pvt.Ltd
• L&L Products
• Francois Compressors India Pvt. Ltd.
• MCCIA
• Wipro
• ADM JOINFLEX INDIA Pvt.Ltd
• BELRISE Industries Ltd.
• Copeland India Private Limited
 Campus Placement Services

They work around the year to identify the best opportunities for students in various
sectors including their training to enable them to secure the best of jobs. They have an
extensive corporate network. Apart from ensuring the best of final placements, we
also facilitate the best of internships for students.

Career Consultant

It can be confusing to choose a right career path considering the fact there are so
many career options to choose from. StressNil. is a Career Consultant and provide
guidance to the students and fresh graduates on which career path they should
choose.
 RESEARCH METHODOLOGY

Research is a systemic design, collection, analysis, reporting of the data & finding
relevant to the specific marketing situation facing by the company.
Research methodology is a way to systematically solve the research problem. It may
be understandable as a science of studying how research is done scientifically. In it
we study the various steps that are generally adopted by a researcher is studying his
research problem along with the logic behind them. It is necessary for the researcher
to know not only the research methods/techniques but also the methodology.
 RESEARCH PROCESS

Problem Formulation

List of information

Determine the research design

Design the data collection methods & forms

Design the sample & collect data

Analyse & interpret the data

Research report design

 RESEARCH DESIGN

Research design is considered as a “blueprint” for research.

Research designs are of three types:

v Exploratory research
v Descriptive research
v Casual research

v Exploratory Research
Exploratory researches a goal of formulating problem more precisely,
clarifying concept, gathering explanation, gaining insight, eliminating impractical
ideas & forming hypothesis. Exploratory research can be performed using literature
research, serving people about their experience, focus group, case study. When
surveying people, exploratory research studies would not require the representative
sample, but rather seek to interview those who are knowledgeable & who might be
able to provide insight concerning in the relationship among vary

SOURCES & METHODS OF DATA COLLECTIONS

Every research report requires information as the basis for analysis. Information
source can be categorized as either primary or secondary data.

Primary Data:

Primary data is original data that has been collected by whatever means appropriate in
the answer to a specific research question i.e., it has been collected specifically for
research report.

Examples of primary data include questionnaires, interviews, e-mail contacts &

surveys. If you decide to collect primary data as a part of your research work, then
you should state & justify the following:

The data collection techniques intent to use e.g., questionnaire & interviews

Sample size & an outline of sampling strategy.

The method you will use to select your sample & the likely response rate.

Secondary Data:

Secondary data is data that has been collected by others for their own purpose, but
which may be used by a researcher for his or her different purpose. Examples of
secondary data include reference materials, books, CDs.

PRIMARY DATA: Questionnaires, Interviews, Survey.

SECONDARY DATA: Books, Existing Customer List, Internet

 Research Methodology Used for Data Collection

A) Research Design: Exploratory Research

B) Methods of data collection: “Primary Data” carried out through “Structured

Questionnaire”

C) Sample Plan:

v Sampling Universe: Potential IT Professionals

v Sampling Unit: StressNil CONSULTANCY, Pune

v Sample Element: Individual candidate going through the process of recruitment and
selection

v Sampling Technique: Convenience Technique

v Sample Size: 30

v Tools of data analysis: Percentage

DATA ANALYSIS & INTERPRETATION

Table No.1:

Is Recruitment and Selection process effective for the

StressNil

Agree
13%

Strongly Agree
87%

Sr. no Particular No of sample Percentage

1 Strongly Agree 26 87 %
2 Agree 4 13.3%
3 Strongly Disagree 0 0%
4 Disagree 0 0%
Total 30 100%

INTERPRETATION: -
The above chart states that most of the candidates are strongly agree with 87%, few
are agreed with 13.3% and 0% of strongly agree and agree with the effective process
of recruitment and selection in StressNil.
Table No.2:

R & S Process increases efficiency in the StressNil Activities

Strongly Disagree
Disagree 3%
3%

Strongly
Agree
47%
Agree
47%

Sr. no Particular No of sample Percentage

1 Strongly Agree 14 46.7%
2 Agree 14 46.7%
3 Strongly Disagree 1 3.15%
4 Disagree 1 3.15%
Total 30 100

INTERPRETATION: -
It is observed that 14 candidates are strongly agree with 46.7% of efficiency and 14
candidates are only agree with efficiency of 46.7% and only one candidate is strongly
disagreeing with the 3.15% efficiency activities and another one candidate is
disagreed with 3.15% of efficiency.
Table No 3:

How was the approach of management during the selection process?

Agree
30%

Strongly Agree
70%

Sr. no Particular No of sample Percentage

1 Strongly Agree 21 70%
2 Agree 9 30%
3 Strongly Disagree 0 0%
4 Disagree 0 0%
Total 30 100%

INTERPRETATION: -
As per the analysis done, it is observed that 21 candidates strongly agree with 70% of
approach during selection process and 9 candidates agree with 30% of approach
during selection process and 0 candidates strongly disagree and for disagree which is
total of equals to 100%.
Table No.4:

R&S Process depends on sources of Recruitment

Neutral
10%

Strongly
Agree
43%

Agree
47%

Sr. no Particular No of sample Percentage

1 Strongly Agree 13 43.3%
2 Agree 14 46.7%
3 Neutral 3 10%
4 Disagree 0 0
5 Strongly Disagree 0 0
Total 30 100%

INTERPRETATION: -
The above chart states that 13 candidates strongly agree with 43.3% and 14 candidates
are agree with 46.7% and only 3 candidates are neutral with 10% and 0 candidates for
strongly disagree and disagree for R & S Process depends on sources of Recruitment
at StressNil.
Table No 5:

Which is the best source for R & S Process at StressNil

Print Media
7%
Internal
31%

Consultants
62%

Sr. no Particular No of sample Percentage

1 Internal 9 30%
2 Consultants 18 60%
3 Print Media 2 6.6%
4 Electronic Media 0 0
5 Others 1 3.4%
Total 30 100%

INTERPRETATION: -

As per the analysis done, it is observed that 18 candidates believe in

CONSULTANCY with 60% and 9 candidates believe in INTERNAL with 30% and 2
candidates believe in PRINT MEDIA with 6.6% and and only 1 candidate follows
others sourcing Process in StressNil.
Table No.6:

Sr. no Particular No of sample Percentage

1 Strongly Agree 14 46.7%
2 Agree 15 50%
3 Strongly Disagree 1 3.3%
4 Disagree 0 0
Total 30 100%

INTERPRETATION: -

From the above chart it is interpreted that organizations effective result can be better
by increasing recruitment sources. 15 candidates are agreeing with 50%, 14
candidates are agreeing with 46.7% and only 1 candidate is strongly disagreeing with
3.3% for R & S sources.
Table No.7

Sr. no Particular No of sample Percentage

1 Strongly Agree 13 43.3%
2 Agree 16 53.3%
3 Strongly Disagree 1 3.4%
4 Disagree 0 0
Total 30 100%

INTERPRETATION: -

From the above chart it is interpreted that 16 employees are agree with 53.3%, 13
employees are strongly Agree with 43.3% and 1 employee is strongly disagree with
3.4% of R & S process depends on interviews.
Table No.8

Sr. no Particular No of sample Percentage

1 Strongly Agree 13 43.3%
2 Agree 17 56.7 %
3 Strongly Disagree 0 0
4 Disagree 0 0
5 Total 30 100%

INTERPRETATION: -

It is observed that 17 candidates agree with 56.7%, 13 candidates are strongly Agree
with 43.3% and there are no candidates who are strongly disagree air disagree with
the given above statement for R & S process of basic filter of Interviews at StressNil.
Table No.9

Sr. no Particular No of sample Percentage

1 Strongly Agree 12 40%
2 Agree 18 60%
3 Strongly Disagree 0 0
4 Disagree 0 0
5 TOTAL 30 100%

INTERPRETATION: -

It is observed that majority of 18 candidates feels agree with 60%, 12 candidates feel
strongly agree with 40% and there are no candidates who are strongly disagree or
disagree with the selection process using by organization should use different
methods for Selection.
 Table No.10

Sr. no Particular No of sample Percentage

1 Structured 8 26.7%
2 Unstructured 4 13.3%
3 Problem Questions 5 16.7%
4 Case Study 13 43.3%
Questions
5 Others 0 0
6 TOTAL 30 100%

INTERPRETATION: -

From the above chart we can interpret that recruitment process of the company should
use Case Study Questions. Because 13 candidates are referring case study method
with 43.3%, 8 candidates are choosing structured method with 26.7%, 5 candidates
have chosen Problem Question structured with 16.7% and last 4 candidates have
chosen Structured Method with 13.3%. This shows the result for which method
should be used by StressNil for Recruitment.
 Table No.11

Sr. no Particular No of sample Percentage

1 Strongly Agree 15 50%
2 Agree 15 50%
3 Strongly Disagree 0 0
4 Disagree 0 0
5 TOTAL 30 100%

INTERPRETATION: -

From the above given chart, we can interpret that Job Responsibilities & Job
Description are clearly defined (transparent) to candidates before selection. As the
chart showing 15 candidates who are strongly agree with 50% and 15 candidates are
only agree with 50% and there are no candidates who are strongly disagree or
Table No.12

Sr. no Particular No of sample Percentage

1 Strongly Agree 9 30%
2 Agree 20 66.7%
3 Strongly Disagree 1 3.3%
4 Disagree 0 0
5 TOTAL 30 100

INTERPRETATION: -

As per the analysis done, it is observed that 20 candidates are agree with 66.7% and 9
candidates are strongly agree with 30% strongly agree and 1 candidate is strongly
disagreeing with 3.3% and there is no candidate who is disagree with the HR provided
policies.
Table No.13

Sr.no Particular No of Percentage

sample
1 60% 0 0
2 55% 1 3.3%
3 70% 25 83.3%
4 100% 6 20%
Total 30 100%

INTERPRETATION: -

In the above chart it is clearly showed that candidates are highly impress with the
effectiveness of interview process.
• 70% rating with involvement of 25 candidates are agree with 83.3%
• 100% rating given by 20% which was provided by 6 candidates
• 55% rating given by 1 candidate with 3.3%.
Table No.14

Sr. no Particular No of sample Percentage

1 Poor 0 0
2 Adequate 18 60%
3 Excellent 12 40%
4 Total 30 100%

INTERPRETATION: -

From the above chart it is interpreted that organization takes the actions excellent for
selection process. As 18 candidates feels adequate technique with 60%, 12 candidates
feel excellent with 40%. This shows organizations needs 60% for selection process.
Table No.15

Sr. no Particular No of sample Percentage

1 Advertisement 3 10%
2 Consultant 16 53.3%
3 Personal Reference 2 6.7%
4 Campus 3 10%
5 E-Recruitment 6 20%
Total 30 100%

INTERPRETATION: -

It is observed that majority of the candidates came to know about the job from
consultancy and few from E-recruitment and left of them from others. As 16
candidates are going with Consultancy with 53.3%, 6 candidates going with E-
Recruitment withy 20%, 3 candidates going with advertisement as 10%, And 3
candidates for campus sources with 10% and at last 2 candidate of Personal Reference
with 6.7%.
 FINDING

• 86.7% of the respondents were strongly agree with effective process of recruitment
and selection process at StressNil.

• 14 employees are strongly agree & 14 employees are only agreeing with the
efficiency of recruitment & selection process at StressNil.

• 70% of the respondents are strongly agree with approach of management of selection
process of the organization.

• 46.7%of the respondents were agree with the sources of recruitment.

• 60% of the respondents said that consultants are the best source for R & S process at
StressNil..

• 50% of the respondents were agree with that better result of R & S can be increase.

• StressNil should also focus on the affirmative actions which will help them in
selection process.

• StressNil. should use case studies and problem questions also other (group
discussion) while recruiting.

• Selection Procedure is transparent in StressNil. so that candidate get satisfied after

giving an interview.

• StressNil. clearly defines the position, requirements & candidate specifications before
the recruitment process.

• Overall recruitment process of organization is good.

 CONCLUSION

STRESSNIL., is doing well in recruitment and Selection process as they have very
structured & transparent recruitment procedure.

Candidates are satisfied with the procedure of recruitment and Selection as they
clearly define the position, recruitment & candidate specifications before the
recruitment process.

Each organization must start somewhere to improve recruiting, hiring, selection &
retention of valued employees, the tactics & opportunities detailed here are best for
recruiting & selecting the best employees. These ideas can help the organization
succeed & grow; they create the workplaces that will meet both needs of the company
& the needs of the potential employees.

To study concluded at STRESSNIL on Process of Recruitment & Selection has

collected and the opinion of the employee has been analyzed and finds the merits and
demerits in the process and restructured the some of the process and it is following in
the organization.

The study on recruitment and selection is HR professional is having big responsibility

to hire a best person from the available talent pool. At the same time, one needs to be
conscious. The employer should judge on individual merits and set the same standards
for all. In the present scenario, “It is the biggest challenge for a HR manager to hunt
for talent”.
Recruitment is the process of searching for prospective employees and stimulating
and encouraging them to apply for jobs in an organization.
 SUGGESTIONS

• Organization should increase prominently newspaper advertising method of

recruitment and selection prominently.

• Organization should ask technical oriented questions during interview process.

• Salary should be discussed at the initial stage of interview.

• Organization should follow the interview schedule properly to avoid.

Mismanagement.

• The organization shall increase the response level to the job seekers via e-mail or
call.

• The organization shall focus on internal recruitment too to promote and motivate
the employees.

• Manpower requirement for each department in the company is identified well in

advanced.

• The recruitment and selection through placement agencies as the last resort and is
utilized only when need.

• The recruitment and selection procedure should not to lengthy and time
consuming.

• The candidates called for interview should be allotted timings and it should not
overlap with each other.
 BIBLIOGRAPHY

Books:

• C.B. Gupta, (1996) Human Resource Management, Sultan Chand &Sons.

• K Ashwatthama, (1997) Human Resource and Personnel Management, Tata McGraw

Hill

• Dr. C.R. Kothari, (2008) Research Methodology

• Chris Duke, (2001) Recruiting the right staff

Websites:

1]www.google.com

2]www.en.wikipedia.org

3]www.scribd.com

4]www.stovekraft.com

5]www.linkedin.com/company/stovekraftData