1

RECRUITMENT & SELECTION PROCESS

A PROJECT REPORT

Dissertation submitted in partial fulfillment of

POST GRADUATION DIPLOMA HUMAN RESOURCE

&ADMIN

TATA INSTITUTE OF SOCIAL SCIENCES

HUB

APAR INDIA GROUP OF INSTITUTIONS,

Submitted by

SEEMA SHARMA

HR154/0059/J20
2019-20
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PREFACE

People are company’s most important assets. They can make or break the fortunes of a business. In
today’s highly competitive business environment placing the right people in the right position is very
critical for the success of any organization.

The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the
best possible person to job fit that will, contribute significantly towards the company’s effectiveness.
It is also becoming increasingly important, as the company evolves and changes, that new recruits
show a willingness to learn, adaptability and ability to work as part of a team. The recruitment and
selection procedure ensures that these criteria are addressed.

In this project I have studied Recruitment and Selection process at Hire Pro consultancy and
attempted to provide some ways so as to make recruitment more effective and to reduce the cost of
hiring an employee.

I am privileged to be one of the student s who got an opportunity to do my training with Hire Pro.
My involvement in this project has been very challenging and has provided me a platform to
leverage my potential in most constructive way.

This project however is an attempt to share as beset as possible my experience in corporate world
with all my colleagues and faculty.
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ACKNOWLEDGEMENT

Apart from the efforts of me, the success of this project depends largely on the encouragement and
guidelines of many others. I take this opportunity to express my gratitude to the people who have
been instrumental in the successful completion of this project.

I would like to show my greatest appreciation to Sandeep Sir and others I can’t say thank you enough
for their tremendous support and help. I feel motivated and encouraged every time I attend their
meeting. Without their encouragement and guidance this project would not have materialized.

The guidance and support received from my family and all the friends including Chavi, and others,
who contributed to this project, was vital for the success of the project. I am grateful for their
constant support and help.

Last but not the least; I would like to thank my seniors at Hire Pro Consultancy- Reena Mam, Neha
Mam, Prachi Mam, for their constant guidance and support. They motivated me to perform well and
helped me to understand my roles and responsibilities. I feel grateful to them for being my mentor.
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DECLARATION

This is to certify that I have completed the project titled “RECRUITMENT AND
SELECTION PROCESS” in partial fulfillment of the requirement for the award of Post
Graduation Diploma Human Resource & Admin. This is an original piece of work & I have
not submitted it earlier elsewhere.

Seema Sharma

PGDHR

HR154/0059/J20
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EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have to respond quickly to

recruitments for people. The market has been witnessing growth which is manifold for last few
years. Many players have entered the economy thereby increasing the level of competition. In the
competitive scenario it has become a challenge for each company to adopt practices that would help
the organization stand out in the market. The competitiveness of a company of an organization is
measured through the quality of products and services offered to customers that are unique from
others.

Thus the best services offered to the consumers are result of the genius brains working behind them.
Human resource in this regard has become an important function in any organization. All practices of
marketing and finances can be easily emulated but the capability, the skills and talent of a person
cannot be emulated. Hence, it is important to have a well defined recruitment policy in place, which
can be executed effectively to get the best fits for vacant positions. Selecting the wrong candidate or
rejecting the right candidate could turn out to be costly mistakes for an organization. Therefore a
recruitment practice in an organization must be effective and efficient in attracting the best
manpower.
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INDEX

Acknowledgement

Declaration

Executive summary

CONTENTS

1. Introduction

2. Overview of the Industry

3. Organization Profile

 History

 Contract with the client

 SWOT analysis

4. Research Methodology

 Objective of the Study

 Applied principles and Concepts

 Sources of Data

5. At Hire Pro

 Roles and Responsibilities:-

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a) Top Level Management

b) Middle Level Management

c) Lower Level Management

 Recruitment Process at Hire Pro Consultancy

6. Performance Appraisal

7. Client Building & Client Management

8. Company vs. Consultancy

9. Suggestions & Recommendations

10. Findings

11. What I learnt at Hire Pro Consultancy

12. Bibliography

13. Annexure

1. Introduction
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In human resource management, “recruitment” is the process of finding and hiring the best and most
qualified candidate for a job opening, in a timely and cost-effective manner. It can also be defined as
the “process of searching for prospective employees and stimulating and encouraging them to apply
for jobs in an organization”. It is one whole process, with a full life cycle, that begins with
identification of the needs of the company with respect to the job, and ends with the introduction of
the employee to the organization.

It is the whole process that begins with the identification of the needs of the company with respect to
the job & resources and ends with the employing a candidate in the company. When we think of the
recruitment process, what immediately comes to our minds are the activities like analysis of the
requirement for a particular job, to attract the candidates for the particular job, screening of the
applicants and selecting among them the best candidate for the required job. Before the organization
recruit candidates, they must properly implement the virtual staffing plans and forecast them to
determine how many people they actually require.

DeCenzo and Robbins:  “Recruitment is the process of discovering potential candidates for actual or
anticipated organizational vacancies. Or from another perspective, it is a linking activity—bringing
together those with jobs to fill and those seeking jobs.”

Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit
candidates, or a combination of both. So, selection process assumes rightly that, there is more
number of candidates than the number of candidates actually selected, where the candidates are made
available through recruitment process. Selection is a process of choosing the most suitable persons
out of all the participants. In this process, relevant information about applicant is collected through
series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the
process of assessing the candidates by various means and making a choice followed by an offer of
employment.

Decenzo & Robbins: Selection activities follow a standard pattern, beginning with an initial
screening interview and concluding with final employment decision

Therefore, in simple terms, selection is a process in employment function which starts

immediately upon receipt of resumes and application letters, the major concern being reviewing
resumes for basic qualifications. A job seeker who does not meet the required qualification is not an
applicant and should not be considered. It is a process which should be based on job-related
qualifications including, but not limited to: required or preferred education, experience and
knowledge, skills and abilities as identified in the job description. Qualifications must be bona fide
occupational qualifications. An applicant who is hired must meet the required qualifications listed in
the job description. In this regard, Selection is a process of matching the qualifications of applicants
with the job requirements; it is a process of weeding out unsuitable candidates and finally identifies
the most suitable candidate.
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2. Overview of the Industry

HR Consultancy is a form of Recruitment process outsourcing (RPO) where an employer outsources
or transfers all or part of its recruitment activities to an external service provider. The Recruitment
Process Outsourcing Association defines RPO as follows: "when a provider acts as a company's
internal recruitment function for a portion or all of its jobs. RPO providers manage the entire
recruiting/hiring process from job profiling through the on boarding of the new hire, including staff,
technology, and method and reporting. A properly managed RPO will improve a company's time to
hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve
governmental compliance.”

Earlier fast-growing high tech companies were hard-pressed to locate and hire the technical
specialists they required, and so had little choice but to pay large fees to highly specialized recruiters
in order to staff their projects. Over time, companies began to examine how they might reduce the
growing expenses of recruitment fees while still hiring hard-to-find technical specialists. Toward this
end, companies began to examine the various steps in the recruiting process with an eye toward
giving contract to consultancies for only those portions that they had the greatest difficulty with and
that added the greatest value to them. This "search/research" function, as it was called, generated
names of competitors' employees for a company and served to augment the pool of potential
candidates from which that company could hire.

Over time, HR Consultancies gained favor among Human Resource management: not only did
Consultancy reduce overhead costs from their budgets but it also helped improve the company's
competitive advantage in the labor market. As labor markets became more and more competitive,
Consultancy became more of an acceptable option.

Benefits of HR Consultancy include reduced recruiter costs, no infrastructure costs, improved

productivity, reduced recruiter costs, reduced time to hire.
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3. Organization Profile
“The Hire Pro”

3.1 History

The Hire Pro is a human resource firm offering a complete range of HR outsourcing services ranging
from recruitment solutions, training and development, compensation management and payroll
management to complete strategic human capital guidance. It provides organized recruitment
services across India and abroad, headquartered in Delhi. The Hire Pro is recognized as a premier
executive search and selection group. It is a trusted consultant for professionals in India.
Through their cost effective, quality strategic HR solutions they help their clients to concentrate on
their core business interests and leave the complications of HR management on them. Based on the
requirement of the clients they offer them customized HR solutions.
The Company focuses on
 Recruitment
 Training
 Temporary Staffing Services
 OD interventions

Since inception The Hire Pro is engaged in providing the most reliable recruitment services to its
valuable clients. The company has succeeded in meeting the requirements of the clients in all over
India. The company is based in Delhi.
Services
Their workforce spread all over India has one mission to fulfill- to find the right person to meet their
clients specific requirement. From their experience they have learned that every company has its own
culture, values and expectations of its employees. The better they understand their clients the easier
to tailor their search.
Hire Pro partners with clients to solve their clients short term and long term business objectives.

Expertise by Industry

Hire Pro team is privileged to have industry connoisseurs as a part of its progressive endeavors. With
in-depth industry knowledge and hailing from various backgrounds; the experts target the most
competitive and appropriate applicants; who meet all the specified requirements of client's.

The industry specialists, practically understand the particular requirement of an industry, and also
keep in pace with the changing trends. This helps in giving a competitive edge to clients so that they
can transform their organization in accordance to the changing needs of the corporate world.

Hire Pro industry wizards stand out across the industry,

Industry verticals
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1. Pharmaceutical & Healthcare Services

2. Power & Energy
3. Automobile
4. Manufacturing

Functional Verticals
1. CEO and Board Services
2. Finance and Accounting
3. Manufacturing
4. Sales and Marketing
5. Human Resource Management
6. Supply Chain Management
7. Legal and Corporate Affairs

Our experienced professionals have provided effective solutions at all industry levels, ranging from
top management to entry level positions. Immense and focused industrial knowledge is also
characterized by minimum turn-around-time, which means your needs are dealt on a priority basis
and requirements are met well in advance or within the set deadlines.

Expertise by Specialization

Hire Pro represents perfection in its functional specialization. While industry-specific experts suggest
the most relevant solutions, their further specialization at individual functional level assures the
implementation of the best solution as per each function.
This functional level focused approach not only proves cost-effective for clients but also helps them
to initiate internal changes within the organization; in a smooth manner.
The core-level functional specialists present sound solutions, which are bound to succeed. The
intellectuals know the challenges faced by each function, and so their efforts are solely targeted at
providing you with passionate, skilled and qualified candidates carrying functional experience in
abundance. Super Pioneer Personnel Network proposes ground-breaking and original solutions,
which support your organizational goals and always keep you on the apex of success.
The root-level precision has constantly won praise from clients. Over the years, it has earned the
repute of functional-specialists across the industry.

3.2 CONTRACT WITH THE CLIENT

(SUBJECT: -TERMS & CONDITIONS)
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We feel immense pleasure in introducing our company as the professional management consultants
for recruitments. Our company is associated with large Indian and Multinational firms within Delhi
& NCR Regions for past Ten Years, with our well qualified professional staff and well equipped
testing modes of individual capacity of selecting right type of personal for required jobs specifically
suitable to their temperaments, their attainment and above all to fall within the ambit of Employer’s
Requirement.
We have pooled our in depth knowledge in such diverse fields such as Automobiles, Electronics,
FMCG, Telecom, IT, to set up a resource to channel human aptitudes experience and expertise to
their most rewarding goals.
Our selection is based on rigorous screening of candidate’s skills while verifying their antecedents
and reference as far as possible before referring to our client.
We have been rendering services to different MNC’s since their project stage to till date. Quite a
span of last few years we have been arranging interviews for various Companies like LG
Electronics, Timex , Delphi, Satyam Auto , Dabur etc. in our own organization.
We focus on finding the best fit to meet our customer’s requirements for both technical and non-
technical posts. However we are specialized in technical placement viz Engineers, Diploma Holders,
ITI’s production staff etc. The terms and conditions under which we renders our services are given as
under: -

Our charges for all kind of recruitment assignments of the annual salary per selected candidate are :
Level 1 : Technician, Asst., Sr. Engg. \ Executive, AM, DM is 8.33%
Level 2 : Manager, Sr. Manager is 12.50%
Level 3 : AGM, DGM, General Manager 16.67%

The payment should be made within fifteen days from the date of joining.
A copy of the appointment letter will be made available by the client organizations for billing
purpose.
In case the candidate quits the services of the company, with in Three months from the date of
joining, replacement will be provided absolutely “FREE OF COST” . However, we require minimum
one month to complete the process of replacement.
Service Charges are payable even if a candidates is selected and joins client organization for any
other position than the one he had been originally referred for.
Service charges are payable even if candidate is selected and joins client organization after a lapse of
time but within 6 months from the referred date.
In case resumes of the referred candidates are already in the database of client, the consultant must
be informed within 72 hours, failing which the service charges would be payable.
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Accordingly we look forward eagerly for catering your needs on various recruitment proposals at any
level with interest and most professional competence while associating with you in final selection of
personnel.

Thanks & Warm Regards,

Hire Pro (Pvt). LIMITED.
( Authorised Signatory)
I have gone through and understood the terms and condition and do hereby agree to abide by the
same

Name :
Department :
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3.3 SWOT ANALYSIS

STRENGTHS
The consultancy is operating since 1995, that's why, by now it has emerged in the field and has
acquired a brand name.
The consultancy specializes in automotive industry and has tie up with big clients that shows the
consultancy's good record.

WEAKNESSES
Employee turnover is high which results in additional cost for the organization.
Link between the Top Level and the Lower Level is through Middle Level. Middle Level is often
handed many responsibilities and work, thereby leading to overburden. Middle Level works for Top
level and works with Lower level.
No adequate training provided to consultants.
Overemphasis on target achievement. That is, Quantity is more than Quality.
Job Portals used are only Monster and Naukri. This leads to over-logging on Naukri that has to be
reset every few minutes, thereby wasting time and also less résumé's found. Many candidates
complain of getting a call 3-4 times from the same consultancy.

OPPORTUNITIES
The consultancy has good market reputation, therefore, it should deal with different sectors and
expand its business.
Recruiters should be taught Client Management and Client Building that can help in acquiring
untapped portions in the field.

THREATS
Emerging consultancies are a big threat and are giving massive competition. The market is ruled by
big consultancies and slowly, the small ones are making there mark.

4. RESEARCH METHODOLOGY
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4.1 OBJECTIVE OF THE STUDY

The main objective of the training at Hire Pro Consultancy was to study and to understand the future
scope in the management field specifically the human resource department which captures my
interest.
I feel inclined towards the human resource department and firmly believe that I can evolve in the
field and do well. That's why my main objective of doing the training was to understand the working
in a consultancy.
However, after working in a consultancy for some time, I wondered if the working in the Human
Resource department of the consultancy and a company would differ. I had various discussions on
the topic with my seniors on this. Whatever I have learnt from my seniors and their view point on the
difference between working in consultancy v/s company have been incorporated in the project report.
Whatever I grasped and learnt in the duration of two months has been a very enriching experience
and helped me frame my mind to understand what I wish to acquire in life and it has certainly helped
me in discovering the path to achieve it.
The objective of the training in the Consultancy firm has been very well fulfilled. I got to know the
duties of each and every one involved in the recruitment process, how to fulfill the duties and the
most important, how to keep learning all the way while keeping the mind calm and focused.
Therefore the main objective of this project is to find out the recruitment and selection process, how
the candidates are recruited, on what basis is the selection process depends and what are the skill set
required to particular job i.e getting the right person for the right job at right time.

 To find out the recruitment process on “The Hire Pro”.

 Finding out the methodology used in the recruitment & selection process i.e.
 To identify the various factors companies undertake prior to the recruitment process.
 To understand the field of Human Resource.
 To understand difference between a company and a consultancy
 And also finding out the internal recruitment process.
 To find out how “The Hire Pro” provide services to its clients.
 Briefly understand how the consultant unit really works for its clients.
 To briefly analyze the methods and sources of recruitment in “The Hire Pro”

4.2 APPLIED PRINCIPLES AND CONCEPTS

RECRUITMENT PROCESS IN A CONSULTANCY

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The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the recruitment
strategic advantage for the organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources and
time. A general recruitment process is as follows:
 Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions
for recruitment from any department of the company. These contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of employees (Advertising
etc)
 Short-listing and identifying the prospective employee with required characteristics.
 Arranging the interviews with the selected candidates.

Fig 4.1
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1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making( by Clients)

The recruitment process is immediately followed by the selection process i.e. the final interviews and
the decision making, conveying the decision and the appointment formalities.

4.3 SOURCES OF DATA

Data Collection Methods

The sources from which data was collected are:

 Social media like LindIn, Facebook

 Job Portals like Naukri and Monster
 Hire Pro Consultancy

The data has been mainly collected from Naukri job portal. Some data has been collected
from various other sources. Such as:

 Newspapers.
 Websites
 Annual reports
 Advertisements etc.
 Magazines.
The data, collected from these sources, has been used in the preparation of project report.
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5. AT HIRE PRO CONSULTANCY

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Human resource consulting is an industry that has emerged from management consulting, as clients'
needs have become more complex and specialized, widening the gap between HR needs and work
force capabilities, and thus accentuating the ability of HR management consulting firms to fill this
gap.[2] While the multi-faceted nature of business sometimes causes overlap in consulting industries
(i.e., with regards to human resources, general management, and information technology), the
following are core fields around which most HR consultancies are based:

Human Capital, including remuneration (also called total rewards), employee rewards and incentive
programs, and talent acquisition and management
Health & Benefits; i.e., orchestrating optimal employee health plans with the carriers themselves
Mergers & Acquisitions, examining fit across culture, job-type, transaction costs, etc.
Communication, including surveying employee attitudes, satisfaction, engagement, and other
employee behaviors
Retirement
Outsourcing
Services may also include legal counseling, global initiatives, investments consulting, and the
implementation of HR technologies to facilitate human capital management. The HR consulting
industry also employs more actuaries than any other in order to assist in their services.
At Hire Pro, the core job of human resource executives is to screen resume’s according to the
company's demands, call candidates that fit into their criteria, and apply for interview from their side.
Then, coordinate date and timings with the candidates and check the turn over.
Client building is the recent phenomenon that has emerged at the middle level. Earlier, it was only
confined as the duties of the top level management.

5.1 HEIRARCHY AT HIRE PRO CONSULTANCY

TOP LEVEL MANAGEMENT

Mr Sandeep, the owners, Mrs. Neha at the post of Head operations.
Top level connects with the bottom level through the middle level.

MIDDLE LEVEL MANAGEMENT

Team leaders.
The office is divided into two segments. Ground Floor and Basement. The Ground Floor consists of
Team A. And the Basement consists of Team B. Team A is further divided into many teams that
independently handle projects- clients. There are team leaders accordingly that consists of 3 or more
members.
Team B is a recent development consisting of 8 team members and one Team leader.
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The middle level acts as an intermediary and links top level to the bottom level.

BOTTOM LEVEL MANAGEMENT

Team Members or the Human Resource Executives. Along with the trainees form the bottom level in
this firm. Team Members work under the supervision of the Team Leaders and under the order of the
Head Operations.

5.2 ROLES AND RESPONSIBILITIES

ROLES AND RESPONSIBILITIES OF HEAD OPERATIONS

At the Top level, after the chairman, there is Head Operations. The duty of the Head Operations
range from the top to the bottom level. The Head Operations is involved in Business Development
and can also called as the Business Development head.
Job Profile – Business Development Head

Strategic Role:

•New business development

•Brand Building Strategies
•Identification and segregation of potential Market Segments
•Revenue generation through new account development and key account management

Operational Role:

•Handling team of 8-10 people

•Responsible for achieving target
•Defining the exact marketing processes and responsible for executing the same.
•Developing relevant business proposals
•Monitor market Intelligence within the industry in terms of market development, new projects,
competitive activity, new customers etc.
•Handling meeting with key clients
•Provide necessary training to team as and when needed
•Monitoring & evaluating the performance of team – by guiding them to move in proper direction.

Organizational Role:

•To enhance organizational effectiveness through setting up appropriate marketing strategies

•Consistent follow-through and resourcefulness, in order to achieve organizational goals and
objectives.

ROLES AND RESPONSIBILITIES OF TEAM LEADER

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•Handling team of people

•Responsible for achieving target
•Defining the exact marketing processes and responsible for executing the same.
•Developing relevant business proposals
•Monitor market Intelligence within the industry in terms of market development, new projects,
competitive activity, new customers etc.
•Handling meeting with key clients
•Provide necessary training to team as and when needed
•Monitoring & evaluating the performance of team – by guiding them to move in proper direction.
Employee Relation -

1)Handling all the queries of the employees. Be it related to Salary, Leaves, Attendance, and
Transfer etc.
2) They are also expected to explain the various policies, strategies and benefits to employees..
3) They should motivate the employees on day-to-day basis.

ROLES AND RESPONSIBILITIES OF HUMAN RESOURCE EXECUTIVE

Recruitment –
1. Job Description,
2. Identify the Competencies required,
3. Identify the source for hiring,
4. Interview of the candidate,
5.Coordinate the interview with the respective department and
6. If selected, complete the documentation .

Operations -

1.Joining formalities.
2. Handling Employee Database
3. Leaves and Attendance Management
4. Handling the payroll
5. Managing advance Salary, Ad Hoc Bonuses, Loans
6. Confirmations, Performance Appraisals, Performance Management
8. Exit-Interviews
9. Full and Final Settlement

Key Responsibility

SOURCING

Sourcing of quality candidates through various channels like portals, reference etc
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SCREENING

Telephonic interaction to assess the profile and interest of the candidates and to shortlist the right
candidates by mapping the same with the specification given by client.

Job Profile:

 Recruitment and Sourcing.

 Posting the JDs into job portals
 Study the job description thoroughly and understand it properly.
 Sourcing of Resumes exactly matching as per client's requirement, searching Resumes
through various Job Portals (www.monster.com, www.naukri.com ),
 Source the resumes through database.
 Short-listing, resume evaluation, and phone screening.
 Do the initial screening of the Resumes.
 Calling up candidates and explaining them the job details.
 Taking initial interviews of candidates and screen them before sending to clients.
 Lining up the candidates for the interview as per the schedule given by the client.
 Recruiting candidates through mass mailing, Head Hunting, references, job portals etc.
 Recruited candidates for top most clients for the senior managerial positions.

5.3 MY ROLES AND RESPONSIBILITIES- AS A TRAINEE

My roles and responsibilities were exactly the same as that of the Human Resource Executives.
I was involved in searching the candidates for many companies like- Artex Textile, Parle, Motherson
Sumi, Denso India, Minda, Maruti Suzuki, Seaga India, etc.
The target was to find ten suitable candidates in each half day. That's in totality, twenty CV's per day.
My greatest achievement in the training was that I sent around twenty resumes in Denso India Ltd.
And five were shortlisted for interview. There were total five openings for the post of Store Incharge.
Three openings were closed by one of my senior from Team A and the rest two were done by me. So
Hire Pro Consultancy successfully bagged in all the positions through the people whose resume’s we
had sent. My greatest delight was that I had been able to contribute towards the success of the
consultancy.
In the last week of my training, I successfully got another person selected in Motherson Sumi System
Limited, an automotive company that is involved in wiring harnesses. His interview was held after
my training term had completed and I got to know that the one I sent had been selected.
Another person that had been selected in the company Sunvisors India Ltd. sent by me for the post of
Production Engineer. Though he did not join the company because his expected salary was not
matching the salary offered.
From the next page onwards, I have attached few of the requisites and my works in the consultancy.

5.4 RECRUITMENT PROCESS AT HIRE PRO CONSULTANCY

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CLIENT'S MAIL

Company: Artex Textile pvt Ltd

Dear Sir,

We are the original manufacturer of  Polyester Fabric, Net Fabrics, Dobby Fabrics, Lycra Fabrics,
Velvet Fabric etc We manufacture all our fabric products with the use of best threads which are
obtained by our quality experts from certified sources available in across country market.
Additionally entire range of our products is quality examined by all our experts to ensure the perfect
finishing and nice appearance for several years of usage. 

We’ve the following vacancy on the urgent basis.

1. Sales Manager  - Candidates should have knowledge of key customers, dealers & distributors in
the region with minimum 2 years of experience. Any B.Tech. / B.Sc. / M.Sc. in Textile processing,
preferably with MBA (Marketing).

2.  Merchandiser - 3 Years of experience into product analytical skills.

3.  Store Keeper - A person with 4 to 5 years experience of handling the store and is well versed with
store procedures like FIFO  excise rules, maintaining record like stock register  etc                         

4.  Tool n Die - Maker (ITI Fresher)

5. Finishing Incharge - Must have 4-8 years of experience B.Tech/B.E. in Any Specialization,
Textile To handle the A to Z working process in finishing section.

                  

 Salary is negotiable for the right candidate.

Venue               Artex Textile Pvt Ltd

 Address - 1010, 11th Floor D-Mall Netaji Subhash Place, Pitampura,

       New Delhi Delhi , 110034

Contact person   :   Miss Nikita Tiwari

Regards,

Nikita Tiwari (Exe.HR)

MASS MAILING TO ATTRACT INERESTED CANDIDATES

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Dear Candidate,

Greetings of the day,

This is to inform you that we have an urgent opening in an Textile company for Delhi NCR
Location, so if you are interested for the same please send your updated resume. It is for the
Marketing department in a renowned Textile company.

REQUIREMENT:

Department : Marketing

Qualification : Any Graduate, BBA, BCA, BSc, BA, MBA in marketing (preferred)

Experience : 2 to 3years

Designation : Area Sales Manager

Given below are the key responsibilities:

A person with 2 to 3 years experience in marketing in Textile Industry

So, if you are interested for the above opening ,send your updated CV with following details:
1.Qualification
2.Current company & previous company details
3.Current salary
4.Expected salary
5.Total experience
6.Current location.
7. Date of Birth

Regards,

Seema Sharma (7827434123)

Hire pro Personnel Network (P) Ltd
(A Division of Hire pro Consultancy Services)
84, Defence Enclave, Vikas Marg, Delhi-110092
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SOME POINTS TO KEEP IN MIND WHILE SHORTLISTING RESUME'S

FOR VARIOUS DEPARTMENTS

Sales Manager
1. 1 Able to develop the Business Unit Industry strategically with the support of the clients
perfect marketing support, product mix, price mix and process mix

2. Perfect Sales and after-sales skills, able to serve as first-line contact vs. customers for
commercial, operational & technical issues;

3. Ability to prospect new business leads, establish and maitain excellent customer
relationships, identify and resolve customers concerns;

4. Responsible for sales budgeting, sales reporting (feedback) and sales performance against
targets.

5. Ability to represent the company at trade shows & events.

6. Able to work independently as an entrepreneur, responsible for own travel planning and
budgeting

7. Follow up and market research of competitors products

Merchandiser
 
1. Product development and price offer to the client.
2. Price confirms with the client and provides PI to the client for master L/C.
3. Within a short time to collect all order concern document to the buyer for necessary action.
4. Collect PI for open BTB L/C to arrange the all related materials.
5. To follow-up T & A on a regular basis to ensure on-time delivery with the right quality and
quantity.
6. Lab dip, trims, bulk fabric color, and quality submit to the buyer for approval.
7. Arrange all materials to make the required

8. Closely monitoring sampling approval process and on time provide to the client for approval
and arrange approval for the go ahead.
27

The exhaustive list of all the departments for which work was done has not been given here since the
profiles done were too many and were referred through a booklet at Hire Pro Consultancy. But few
of them have been included at Annexure.

Given below are the questions which were asked from the candidate and sent to
the companies
 
Name:
Date of Birth:
Current CTC:
Expected CTC:
Experience:
Qualification:
Current Company
Previous Company:
Current Designation:
Location Preference:
Passport:
Appeared in interview for the this company before(If yes, when?):
How many companies have you worked in before:
Notice Period:

THE NEXT STEP IS INTERVIEW SCHEDULING

28

Given below is the sample of an interview schedule by Motherson Sumi System Limited for the post
of Engineer and Senior Engineer in Production Department.

Dear Candidate,
Greetings from the team Hire Pro
 Following is the interview schedule for the profile of Production for Motherson:

  DATE                    :       18th Seotember 2019 
 Day                        :       Wednesday
TIMINGS               :        9:30 am ( SHARP)
ADDRESS               :    Motherson Sumi System Ltd.(Noida)
                                     C-14(A) (B) Sector-1,Noida-201301
                                     Distt-Gautam budh nagar,U.P.(India)
 
CONCERNED PERSON       :     Ms. Rashi
                                  
Things to be carried at the time of Interview:

One Copy of CV
2 Passport size Photographs.
Copy of Credentials
Copy of Salary slip
Copy of Interview Schedule
Best Regards,
Seema Sharma (7827434123)
 Hire Pro Personnel Network (P) Ltd

6. PERFORMANCE APPRAISAL
29

A performance appraisal, employee appraisal, performance review, or (career) development

discussion is a method by which the job performance of an employee is evaluated (generally in terms
of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A
performance appraisal is a part of guiding and managing career development. It is the process of
obtaining, analyzing, and recording information about the relative worth of an employee to the
organization. Performance appraisal is an analysis of an employee's recent successes and failures,
personal strengths and weaknesses, and suitability for promotion or further training. It is also the
judgement of an employee's performance in a job based on considerations other than productivity
alone.

Aims
Generally, the aims of a performance appraisal are to:
Give employees feedback on performance
Identify employee training needs
Document criteria used to allocate organizational rewards
Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc.
Provide the opportunity for organizational diagnosis and development
Facilitate communication between employee and administration
Validate selection techniques and human resource policies to meet federal Equal Employment
Opportunity requirements.
To improve performance through counseling, coaching and development.
Methods
A common approach to assessing performance is to use a numerical or scalar rating system whereby
managers are asked to score an individual against a number of objectives/attributes. In some
companies, employees receive assessments from their manager, peers, subordinates, and customers,
while also performing a self assessment. This is known as a 360-degree appraisal and forms good
communication patterns.
The most popular methods used in the performance appraisal process include the following:
Management by objectives
360-degree appraisal
Behavioral observation scale
Behaviorally anchored rating scales
Trait-based systems, which rely on factors such as integrity and conscientiousness, are also
commonly used by businesses. The scientific literature on the subject provides evidence that
assessing employees on factors such as these should be avoided. The reasons for this are twofold:
1) Because trait-based systems are by definition based on personality traits, they make it difficult for
a manager to provide feedback that can cause positive change in employee performance. This is
30

caused by the fact that personality dimensions are for the most part static, and while an employee can
change a specific behavior they cannot change their personality. For example, a person who lacks
integrity may stop lying to a manager because they have been caught, but they still have low integrity
and are likely to lie again when the threat of being caught is gone.
2) Trait-based systems, because they are vague, are more easily influenced by office politics, causing
them to be less reliable as a source of information on an employee's true performance. The vagueness
of these instruments allows managers to fill them out based on who they want to/feel should get a
raise, rather than basing scores on specific behaviors employees should/should not be engaging in.
These systems are also more likely to leave a company open to discrimination claims because a
manager can make biased decisions without having to back them up with specific behavioral
information.

Fig 6.1

6.1 PROCESS

Establishing performance standards

The first step in the process of performance appraisal is the setting up of the standards which will be
used to as the base to compare the actual performance of the employees. This step requires setting
the criteria to judge the performance of the employees as successful or unsuccessful and the degrees
of their contribution to the organizational goals and objectives. The standards set should be clear,
easily understandable and in measurable terms. In case the performance of the employee cannot be
measured, great care should be taken to describe the standards.

Communicating the standards

Once set, it is the responsibility of the management to communicate the standards to all the
employees of the organization. The employees should be informed and the standards should be
clearly explained to the. This will help them to understand their roles and to know what exactly is
expected from them. The standards should also be communicated to the appraisers or the evaluators
31

and if required, the standards can also be modified at this stage itself according to the relevant
feedback from the employees or the evaluators.

Measuring the actual performance

The most difficult part of the Performance appraisal process is measuring the actual performance of
the employees that is the work done by the employees during the specified period of time. It is a
continuous process which involves monitoring the performance throughout the year. This stage
requires the careful selection of the appropriate techniques of measurement, taking care that personal
bias does not affect the outcome of the process and providing assistance rather than interfering in an
employees work.

Comparing the Actual performance

The actual performance is compared with the desired or the standard performance. The comparison
tells the deviations in the performance of the employees from the standards set. The result can show
the actual performance being more than the desired performance or, the actual performance being
less than the desired performance depicting a negative deviation in the organizational performance. It
includes recalling, evaluating and analysis of data related to the employees’ performance.

Discussing Results
The result of the appraisal is communicated and discussed with the employees on one-to-one basis.
The focus of this discussion is on communication and listening. The results, the problems and the
possible solutions are discussed with the aim of problem solving and reaching consensus. The
feedback should be given with a positive attitude as this can have an effect on the employees’ future
performance. The purpose of the meeting should be to solve the problems faced and motivate the
employees to perform better.

Decision Making
The last step of the process is to take decisions which can be taken either to improve the performance
of the employees, take the required corrective actions, or the related HR decisions like rewards,
promotions, demotions, transfers etc.

6.2 Performance Evaluation of Employees At Hire Pro

32

SAMPLE

Dear Team,

 W.E.F 1st September 2019 management has decided to evaluate the performance on monthly basis
and appreciate it by monetary rewards.
Hence forth every month on the basis of outcome, we will be selecting one employee each for the
following categories:

Best Team leader

Best Recruiter

Note: Parameters for selecting best TEAM LEADER are:-

Punctuality
Regular in work by taking least number of leaves.
Allocation of work among the team members
Sharpness & Smoothness in Client interaction
Proper management of team
Total number of CVs sent
Total number of CVs shortlisted
Turn up ratio of the candidates of the whole team
Total number of closings
New Business Development

Parameters for selecting best RECRUITER are:-

1.       Punctuality
2.       Regular in work by taking least number of leaves.
3.       Number of CVs sent (Target is 20 daily)
4.       Number of Cvs shortlisted
5.       Turn up ratio of the candidates
6.       Interaction with the Team Leader & other team members.
7.       Number of closings (Minimum is 5 )
33

Reward for Best Team Leader is Rs. 1000/-

Reward for Best Recruiter is Rs. 750/-
 
Appreciation certificate will also be issued to the best performers every month.
 
Best Regards
Niti Sharma
Head-Operations
Hire Pro PERSONNEL NETWORK (P) LIMITED.
34

7. CLIENT MANAGEMENT AND CLIENT BUILDING

The client management is done by the Top Level and the Middle Level. After the client has given out
its recruitment requirements, the top level handles the list of posts vacant to the middle level. The
middle level, that is the Team Leader, then distributes the work amongst the recruiters.
To avoid confusion in the minds of the clients, the recruiters work with the name 'Shalini'. What
distinguishes one from the other is that they put their phone number along with this name. This is
done since the employee turnover is high in the consultancy and it would leave a negative impact on
the minds of the clients if they need to deal with new people daily. So the team leader answers all
calls that are meant for 'Shalini' and the recruiters work as 'Shalini'. This is how a client is managed
within the consultancy.

Client Building is an emerging, important and really attention grabbing phenomenon that has
acquired momentum since the past few months in the consultancy. The Head Operations made us
wonder that if we recruit persons from certain company, let us say, Company A into Company B,
then Company A would be having openings for the post of the candidate that has migrated to B.
Therefore, while meeting the client's demands, we should also look into the company from which
maximum candidates apply. These candidates can be helpful in arranging the meeting between the
HR of that company with our Team Leader.
Hence, leading to Business Expansion.
This helps in Client Building and this duty has been decentralized to the recruiters. Now the lower
level works for the perks to add clients to the consultancy.
This is also interesting since the recruiters get more work responsibility and it cuts down their
monotonous routine of looking over the computer 9 to 6 to find candidate
35

7.1 AGREEMENT WITH THE CLIENTS

To,
MS. Monica Gautam
HRD M\s. HUL Ltd
Dear Sir / Madam

We are pleased to introduce ourselves as a leading Manpower placement consultant; our company is
associated with large Indian and Multinational companies. We believe that your esteemed
organization uses the expertise of various consultant of manpower placement. Our team of
professionals offers the following services: -
We undertake the entire process of selection, considering the requirements of our client. It includes
Manpower search preliminary Screening, Interviewing etc. We focus on finding the best fit to meet
our customer’s requirements for both technical and non-technical posts. However we are
specialized in technical placement viz Engineers, Diploma Holders, ITI’s production staff etc.
The terms and conditions under which we renders our services are given as under: -
1. Our charges for all kind of recruitment assignments are :

Clerk, Technical Asst. Sr. Engineer is 8.33%

Asst. Manager, Deputy Manager 12.30%
Manager , General Manager 16.67%
of the annual salary per selected candidate.

2. The payment should be made within fifteen days from the date of joining.
3. A copy of the appointment letter will be made available by the client organizations for billing
4. In case the candidate quits the services of the company, by Own accord with in Three months
from the date of joining, replacement will be provided absolutely “FREE OF COST” However, we
require minimum one month to complete the process of replacement.

We are looking forward to have a good business relation with your organisation.

Thanks & Warm Regards

For HIRE PRO PERSONNEL NETWORK PVT. LTD.
Sunita Rawat
36

8. COMPANY VS. CONSULTANCY

Working in the consultancy made me wonder what it would be like working in the same department
in a company than in a consultancy. This question came into my mind over and over again since I
was tired of the monotonous routine of doing just one thing which was finding resume's. We had
read the Human Resource department consists of recruitment, selection, training and development,
performance appraisal etc. But I did not find all of these in a consultancy. It is done in the HR
department of a company. A company has varied scope for a recruiter to evolve but a consultancy
offers very less scope of change in work.
At Super Consultancy, I consulted all my seniors with this question. I asked them if they were given
two job opportunities, one with a company and one with a consultancy offering the same salary and
post, which one would they prefer? All answered in unison that they would go for the company.
The reason they gave was that a company is always bigger than a consultancy. It carries
opportunities for growth and better security for employees. A company gives recognition than a
consultancy does.
Consultancy
After the boom of Business Process Outsource and Knowledge process outsource, the outsourcing
Sector is now progressing and gearing up towards a new concept called RPO (Recruitment Process
Outsource).

It takes the burden off the head-hunting business of the corporates. Some of the "Recruiting Gurus"
believe that there has been a sudden rush in the demand for candidates as the global job scenario
looks in great shape. Hence, an RPO organizations come with a team of their recruiters to bridge this
gap between the demand and supply of quality candidates.

While in outsourcing hubs like India,Philippines and others alike, the RPO concept is still taking its
shape, the western countries are already ahead on this concept.There are only a few such
organizations in the developing countries who are catering to the various multinational or localized
needs of hiring employees for the corporates.

It would be apt to say that in the countries where the BPO industry is booming the RPO is still in its
infancy.There is a need to research the market and forecast the market in order to server the clients
better and more efficiently.
IT, finance, banking, pharmacy, life sciences, retailing are some of the areas these RPO
organizations are currently providing their services to. Now, these are the sectors where there has
been a sudden rush of demand for candidates.

In today's changing job scenario, no employee believes in sticking to the same organization for more
than two years. Hence, companies spend a lot of money and time in hiring and Human Resources.
This is where an RPO organization comes in and helps as a recruiting and consulting firm, as this is
their speciality. Sometimes, when corporates aspire to build large talent pools within a short time
span, they are at a loss when it comes to assessing and selecting quality resumes or candidates. Here
the RPO organization pitches in by recognizing and zeroing in on the right talent form a large talent
37

pool.
An RPO organization directly approaches employers with the right kind of professionals, starting
from a fresher to filling up the position of a well-experienced director. There are many foreign or
multinational companies that are opening offices in various other countries, especially India, and are
looking for the right professionals to handle their operations. RPO organizations provide them with
the "Prince Charming" they need.
With the global changing scenario of employment, RPO organizations would prove to be a perfect
solution to corporates and even smaller companies alike, as they would play a very important role,
soon. This would, in turn, take off the pressure from the HR teams of the companies.
Company
Duties of the HR Department
Human resources departments have several key duties. The duties of human resources departments
vary from company to company and industry to industry. Some general duties apply to many human
resources departments and HR workers. Depending on the size of the company, the department
might be made up of a dozen people or just one. No matter the size of the department, it plays an
important role in the work place.
Hiring/Firing Employees
Some human resources departments handle employment and recruitment of employees and the
separation of employees from the company. Even in businesses where an employer or supervisor
handles the hiring and interview process, the human resources department submits the proper
paperwork and tax information. In larger companies, the HR department might recruit employees
from job fairs or colleges, then hire and place workers within the company. When an employee quits,
retires, is laid off or is fired, the HR department handles the paperwork for the final paycheck, halts
benefits, conducts an exit interview and manages other end-of-employment details.
Handling Grievances
When employees have complaints or grievances about the work environment, other employees or
superiors, they can speak to a human resources representative or submit a formal complaint with the
department. Common grievances include harassment, hostile work environment, dangerous work
environment and disputes. The human resources department's duty is to take action based on the
validity of the complaint.
Handling Compensation and Benefits
The human resources department handles employee compensation and benefits. For workers who are
paid hourly, the HR department tracks hours and is responsible for submitting paycheck information.
If employees have issues with receiving paychecks, overtime pay or bonuses, they must speak to the
HR department. Human resources also makes sure employees have the opportunity to enroll in
benefits programs such as health insurance and life insurance. Human resources can also enroll
employees in the company's 401K program.
Supervising Training and Development Programs
The human resources department implements training and development programs for the employees
of a company. Programs might include ethics training, sexual harassment awareness programs,
orientation programs for new employees and training to improve employee skills and build worker
loyalty. An HR department might have a budget for training and development programs, so it must
38

develop sessions throughout the year that fall within the set budget. Training might come in the form
of computer programs, group sessions, lectures or memos.

Fig 8.1

RECRUITMENT PROCESS AT CONSULTANCY

39

Fig 8.2
40

9. SUGGESTIONS AND RECOMMENDATION

1. There should be even work distribution. At Super Consultancy, the work was sometimes too less
and distributed among many recruiters thereby leading to confusion and a hindrance in target
accomplishment.
2. Most of the time, Artex Private Limited company occupied our times. There are various
departments in it for which candidates had to be found- Production, Store, Quality, PPC,
Maintenance, etc. The work done on these profiles were meant for Noida, Gurgaon and Faridabad
branch and was done daily. This resulted in calling each candidate many times per day by recruiters
as well as calling them everyday. This highly demotivated the candidates for this company and they
used to ask questions like: 'Will the opening for this company ever close down?'
3. The recruiters are asked to be in the office at their seats from 9 to 6. They are not even allowed to
go out for a stroll in the break time. This is detrimental to the health since they are sitting in front of
the computer screens all the time.
4. During the break, I used to switch off my computer to help save electricity. But surprisingly, my
team leader asked me never to shut the computer. She never gave me any reason and I think we
should do our bit for preserving environment.
5. Another thing that was a limitation was the net access. Nobody was allowed to access any other
site than the Naukri and Monster portal. In my opinion, the recruiters are mature enough to
understand the importance of target fulfillment and such restraints are demotivating.
41

10.FINDINGS

Consultancy follow recruitment process in a very systematic way but being systematic they have to
follow various steps & it is found to be very time consuming.

Job specification and job description are well defined to all employees and they know what is
expected of them. Everything is properly documented

There is no fix percentage of employees that are to be recruited for each vacancy.

Recruiters stand a chance to get promotion early if they can get few closings done in big companies
than many is small. The closings may be two to three but for high level.
42

11. WHAT I LEARNT IN TWO MONTHS DURATION

Day 1: Understood basic working functions, job responsibilities of a consultancy firm

Day 3: Focused on target achievement by looking at different profiles in a casual manner.
Day 7: Understood the meaning of profiles we worked on.
Day 10: Understood that we have to find not just the phrases but ensure that their meaning is also
incorporated in the resume'.
Day 11: Learnt Mass Mailing.
Day 13: Got the first two candidates whose profile were selected for interview
Confirmation mail was sent to the company regarding the candidates response for attending the
interview.
Email follow up with the candidates as well as the consultancy.
7. Day 14: Understood how to send the candidates who were selected and reprimand when
needed.
8. Day 15: Learnt firmness of tone and to ask if the candidates have been interviewed FIRMLY.
9. Day 25: Learnt how to manage time+ targets.
10. Day 33: Learnt the art of speaking to the candidates, to understand PCT in each one and to
forward just the BEST.
PCT
P-PERSONALITY
C-COMMUNICATION
T-TECHNICAL SKILLS
The owner Mr. Sudesh, taught us how to understand each person by interacting with him over the
phone. He gave us a very interesting phenomenon called as the PCT phenomenon. Where in P, we
check the personality of the candidates by talking to him. In C, we grade his communication skills.
And in T, we check out his technicality through his resume'. His resume' gives an insight into his
knowledge, application and career graph. Sudesh Sir asked us to mark all the candidates in these
three aspects out of 10. Whichever candidate reaches around 8 should be sent.
This really proved helpful and motivated me to send just the best from the rest.
11. Day 36: I learnt that however small a skill requirement is given preference among other skills,
that 'small' skill needs to be well looked after because in the end, at the time of interview that one
'small' mistake can spoil all the efforts.
12. Day 39: Learnt to manage failures and understood how mood swings can affect performance.
13. Day 43: I learnt how we can expand and become team leaders.
14. Day 47: I learnt how to deal with crank calls.
15. Day 50: Learnt why female candidates were not being sent to the companies.
43

This pestered me a lot as to why the female candidates were not being sent by anyone. I asked my
team leader this question when I found so many well written resume's of girl candidates. She gave
me two reasons:-
a) Most Girls do not travel far away for interview. They tend to locate jobs near their home. Girl
turnover ratio for interview is less
b) We focused mainly on automotive sector and the posts were mainly men- dominated.
16. Day 53: Learnt how to deal with last minute cancellations and temper of candidates.
A very interesting incident was recalled by Niti Mam. Once, a candidate working on a top level
position was sent to a reputed company for an interview. The same day of the interview, the
company's HR called to cancelled the interview. So the recruiter called him to tell about the
cancellation. The candidate got furious and since he was a big shot, he shouted at the recruiter for
harassing him and told her that he would use his power to close the consultancy down. He would
expose the consultancy's behaviour on news channels. The recruiter came to tears and cut the phone.
When she told this incident to the Niti Mam, she called the candidate. She apologized and told him
the situation and also asked that man one question. She asked him: You can sue us for harassing you
but could we too sue you if you had cancelled going to the interview only this morning if something
else important came up?
This left the man speechless and he apologized for his rude behaviour and asked for another
interview schedule. Mam was happy to oblige.
44

12. BIBLIOGRAPHY & REFERENCES

Various Internet Sites:-

www.google.com
www.articlesbase.com
www.wikipedia.com
www.humanresources.about.com
www.ehow.com

Books:-
K Ashwathappa, Human Resource and Personnel Management
Decenzo A. David & Robbins P. Stephen, Personnel/HR Management