Maharishi Dayanand University

Rohtak, Haryana

A SUMMER INTERNSHIP REPORT ON

RECRUITMENT & SELECTION

FROM ACELOT INNOVATION PRIVATE LIMITED

SUBMITTED BY:

Ms.Lovely
SEM III (M.B.A)
2021 – 2023

UNDER THE GUIDANCE OF

Deepika Khatri
(Ass. Proffessor)

Delhi Technical Campus

Bahadurgarh

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 STUDENT DECLARATION

This is to certify that I have completed the summer project titled “RECRUITMENT & SELECTION)’’
under the guidance of “Deepika Khatri” in partial Fulfilment of the requirement for the award of Degree of
Masters of Business Administration at Delhi Technical campus of management studies, this is an original piece
of work & I have not submitted it earlier elsewhere

Date: 5/11/22
Signature :
Place: Delhi
Roll No.-
Name : Ms. Lovely

COUNTERSIGNED

DIRECTOR:

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Dated: 20-10-2022

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Ms. Lovely student of MBA-Delhi Technical Campus from – Maharishi Dayanand University
has successfully completed her internship in Human Resources Management with Acelot from 22nd August 2022 to 17th
October 2022.

During this tenure we found her to be sincere, hardworking and diligent. We wish her success for all her future
endeavors.

For Acelot Innovation Private Limited

Debashish Sen
Chief Executive Officer

Acelot Innovation Private Limited

Plot No. 23, Sector 18, HSIDC Maruti Industrial Area Gurgaon 122015,
Haryana, India

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 Phone: +91 9811949999 & +91 9830014001
Email: [email protected] | Website: www.acelot.in CIN No.: U74999HR2019PTC078606

ACKNOWLEDGEMENT

With immense please we are presenting “Recruitment & Selection” project report as part of the curriculum of “Masters of
Business Administration”. We wish to thanks all the people who gave us unending support. I express my profound thanks
to HOD and Professor, project guide and all those who have indirectly guided and helped me in preparation of this project.
I also like to extend my gratitude to all staff and my colleagues of college of management, who provided moral support, a
conductive work environment and the much-needed inspiration to conductive the project in time and a special thanks who
are integral part of the project.

Thanking you.

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 TABLE OF CONTENT
Chapters Page Number

1.0 Report Preview

1.1 Introduction 1
1.2 Origin of the report 1
1.3 Objective of the report 2
1.4 Scope of the study 2
1.5 Significance of the study 3
1.6 Methodology 3
1.7 Limitations 4
2.0 Organization overview
2.1 History of the Company 5
2.2 Vision & Mission 8
2.3 Objectives, Values & Principle 8
2.4 Quality Policy 8
2.5 Brand list of Acelot Innovation Pvt. Ltd. 9
2.6 Departments of Acelot Innovation Pvt. Ltd. 11
2.7 Organogram of Acelot Innovation Pvt. Ltd. 12
3.0 My Job Responsibilities At The Acelot Innovtion Pvt.Ltd. 13
4.0 Recruitment & Selection Process in Acelot Innovtion Pvt.Ltd. 16
4.1 Human Resource Management Process 16
4.2 HR planning in Acelot Innovation Pvt. Ltd. 18
4.3 Recruitment & Selection Process 18
4.4 Recruitment process 19
4.5 Internal Source 20
4.6 External Source 20
4.7 Selection Process 22
4.8 Joining of the candidate 24

5.0 Questionnaire for recruitment and selection 27

Recommendation 29
Conclusion 30
Bibliography 32

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 Chapter – 1
Report Overview

1.1 Introduction :-

You have to be very careful with our strategy in this business world. Every company in each and
every industry takes different strategies to survive in this dynamic world. Most of the companies
are now using different HRIS in their operation to make their business more effective and efficient.
Even some companies start a business transforming program to get a competitive advantage over
their competitors. This report is actually made to present the work life condition of ACELOT
INNOVATION PRIVATE LIMITED. This report is a study of the recruitment process, supportive
management, and working environment in the context of ACELOT INNOVATION PRIVATE
LIMITED. I have focused on the current HR practices that ACELOT INNOVATION PRIVATE
LIMITED is performing in their recruiting process to make their employee enforce more
productive.

1.2 Origin of the report:-

Internship Program of D e l h i t e c h n i c a l C a m p u s is a requirement for the MBA, BBA ,

B.tech students. The main purpose of the internship program is to get the student exposed to the
job world. Being an intern the main challenge was to translate the theoretical concepts into real
life experience. An internship is like a glimpse of the real job.

The Real Purposes of the Internship Program are:

— Practical knowledge about the job responsibility.

— To experience the real corporate world.

— To compare the real situation with the lessons learned in the Academy

— To fulfill the requirement of MBA Program.

This report is the result of Eight weeks internship program conducted in ACELOT INNOVATION
PRIVATE LIMITED. is prepared as a requirement for the completion of the MBA program of

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 Delhi Technical College. As a result, I need to submit this report based on the “Recruitment &
Selection Process of “ACELOT INNOVATION PRIVATE LIMITED”. This report also includes
information on the products and services of ACELOT INNOVATION PRIVATE LIMITED , the
overview of the organization and also facilities they offer to satisfy their employees.

1.3 Objective of the report

Based on two objectives I have prepared this report:-

Primary Objective:

The main objective of this report is to provide necessary information about the procedures of
Recruitment and selection techniques followed by the ACELOT INNOVATION PRIVATE
LIMITED. through the HR Department and recommendation.

Secondary Objective:

a) To have a clear view about what is actually happening in the field of HRM of the selected business
organization.

b) To collect information and insight about the Recruitment & Selection function of the organization.

c) To experience different Recruitment & Selection system those are being followed by Square Toiletries
Limited.

d) To relate the theoretical knowledge with the real life experience of the Recruitment & Selection
process of Square Toiletries Ltd.

1.4 Scope of the study:

This report is sort of a real life case study, which means it is the illustration of the real scenario of
the selected organization. So the scope of this report is limited. The first scope of this report is to
have practical experience about how a research is done in the business organizations. The report
has the scope to cover different aspects of HRM, which includes HR practices like Recruitment,
Selection. It was part of my academic program to learn HR practices of ACELOT INNOVATION

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 PRIVATE LIMITED. to understand a real life scenario of the business world. Hence, this report
does not go into the deep of the HRM activities of the selected company, it is beyond this report’s
scope to make focused suggestions or recommendation other than relating the observed and reach
to a conclusion.

1.5 Significance of the study:-

This report will be useful for the Human Resource Department of Square Toiletries Limited, the
employees, the Company and the Community as a whole. What are the ongoing HR policies in
Square Toiletries and what can be done to improve their strategy? The recommendations I am
going to offer some of them might be beneficial to the company to perform better and will be
effective to know the flaws from inside.

1.6 Methodology:-

The study is conducted in a systematic procedure starting from selection of the topic to final report
preparation. The integral part was to identify and collect data; they were classified, analyzed,
interpreted and presented in a systematic manner to find the vital points. The overall process of the
methodology followed in the study is explained further.

Sources of Data:

Data are collected from both primary and secondary sources -

1.1.1 Primary Sources

 Observation of the organization.

 Discussion with officials and concerned experts.
1.1.2 Secondary Sources

 Annual report
 Newspapers
 Internet
 Textbook

Collection of Data:

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 Primary data I collected from observation method, face to face communication with the
officials. Secondary data was collected from Square toiletries websites and other related
websites and documents.

1.7 Limitations:-

Depending on the feedback from employees of Human Resource Department, Sales and
Commercial department this report has prepared. Though the report would be helpful to SQUARE
Toiletries Ltd., some people were reluctant to provide feedback. Some concerned might think that
the information associated with them wasconfidential enough to disclose to the external world.
Another problem was time constraint. In case of research, the sample size was quite small as it was
not possible to analyze a large sample due to time constraint. The duration of my work was only
three months. But this period of time is not enough for a complete and clear study. It is because of
the limitation of information some assumptions were made. So there may be some personal
mistakes in the report. Although there were many limitations I tried to give my best effort to furnish
the report.

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 Chapter 2

Organization Overview

2.1 History of the Company:-

Acelot Innovation Private Limited is a Private incorporated on 18 February 2019. It is classified as Non-govt company and is registered at Registrar of Companies, Delhi. Its authorized share capital is
Rs. 100,000 and its paid up capital is Rs. 100,000. It is inolved in Business activities. Acelot Innovation Private Limited's Annual General Meeting (AGM) was last held on 30 November 2021 and as
per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on 31 March 2021.

Directors of Acelot Innovation Private Limited are Joydeb Mukherjee and Pialy Sen.

Acelot Innovation Private Limited's Corporate Identification Number is (CIN) U74999HR2019PTC078606 and its registration number is 78606.Its Email address is
[email protected] and its registered address is 90B, DELHI-JAIPUR EXPY SECTOR-18 GURGAON Gurgaon HR 122018 IN , - , .

Acelot consists of Leaders and Industry experts who have worked handson in business transformation projects, leading large teams as coaches, mentors and managers and partnered as consultants
5|Page
with organization in their transformational growth stories. Now, these experts are ready to work for you. We can lead organizations in designing and implementing transformation programs to drive
exponential revenue growth. Our approaches are intensely focused on top and bottom-line results by Defining, Designing, Determining key metrics and Delivering innovative Go to-Markets.

Debasish Sen Joydeb Mukherjee

CEO Founder Director- Ops

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 Jagat Rathore Natesh Manis
L&D Consultant Prapann cfbcbgb
Chandrasekaran Danyal Ozair Chaudhury Strategy Consultant
IT Consultant Marketing
Viswanathan
Consultant
CFO

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 2.2 Vision

We attempt to understand the unique needs of the consumer and translate that needs into products
which satisfies them in the form of quality products, high level of service and affordable price
range in a unique way.

Mission

 To treasure consumer understanding as one of our most valued assets and thereby exerting every effort to
understand consumers' dynamic requirements to enable us in offering maximum satisfaction.
 To offer consumer products at affordable price by strictly maintaining an uncompromising stance with
quality. With continuous R&D and innovation we strive to make our products complying with international
quality standards.
 To maintain a congenial working environment to build and develop the core asset of STL – its people. As
well as to pursue for high level of employee motivation and satisfaction.
 To sincerely uphold the responsibility towards the government and society with utmost ethical standards as
well as make every effort for a social order devoid of malpractices, anti-environmental behaviors, unethical
and corruptive dealings.

2.3 Objective

Our objectives are to conduct transparent business operations within the legal & a social
framework with aims to attain the mission reflected by our vision.

Values & Principles

Well being of consumer, employee and society are the three foundation pillars of the values and
principles of Square Toiletries Ltd. Square Toiletries Ltd. believes that it is their obligation to
work for the welfare of society. In spite of being a commercial organization STL doesn't always
opt for profit, rather it tries to be even more focused towards the fulfillment of its commitments to
society and hence has an intense sense of responsibility to its customer, its people and its society
as a whole. From the day to day business operation of quality policy, in every single activity of
STL these core values and principals are reflected.

2.4 Quality Policy

 Dedicated to make every effort to understand consumer needs to provide maximum satisfaction
and to achieve market leadership.

 Strive to continiuously upgrade manufacturing technology and to maintain optimum level of

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 quality measures in conformity with the international standard – ISO 9001: 2008.

 Committed to achieve quality objective through continuous employee training and maintaining
congenial working environment

2.5 TIE-UP LIST of ACELOT INNOVATION PRIVATE LIMITED

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10 | P a g e
 2 .7 Department of STL

Product Development

Production Planning & Inventory Control

Production

Quality Control

Commercial

Engineering

Technical Services

Marketing

Export

Sales and Distribution

Accounts & Finance

Human Resources

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 2.7 Organogram of STL

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 Chapter 03
My Job Responsibilities At The Acelot Innovation private Limited

I was given the opportunity to work in ACELOT INNOVATION PRIVATE LIMITED for 8 weeks
from 8 August 2022, it was part of my academic program. As my major were in Human Resource
Management, I worked in Human resource department as an intern where I had learnt several
Human Resource practices of ACELOT INNOVATION PRIVATE LIMITED.

Description of the job:

I have come across with different tasks that are conduct by the HR department. I was introduced
to the jobs of an HR personnel, there were different types of jobs I was made acquainted with some
were regular others were periodical. I was assigned to the following jobs regularly. Those were-

 Collecting Bio data

 Screening Bio data
 Setting Interview & training date

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  Calling For Interview & Training
 Making summary & proposals of the candidates
 Managing Field Visit
 Assisting Training Program

Collecting Bio data:

For the recruitment of different executive Sales Representative and others the CVs are collected
from markets mostly, but applicants can also drop their CVs in the CV box at [email protected] ,
ACELOT INNOVATION PRIVATE LIMITED. And for other positions the CVs are collected
through the linkdn, naukari.com website. As I have worked mostly in the recruitment of Sales
Representative, it was my job to call the markets and ask them to send the CVs to Human Resource
Department. And also ask the Office Assistant to collect the CVs from the CV box.

Screening Bio data:

As ACELOT INNOVATION PRIVATE LIMITED was taking a huge number of Sales

Representative for the existing market need to be filled soon, we received CVs in large quantity.
There were few areas are to be considered while screening the CVs, these were age, education and
location. For example a candidate has to be 18 years old or above to apply for a job. For Sales
Representative and Labeling position the candidate has to be Minimum Higher Secondary passed
and candidate for the Sales Representative position also has been to smart. The candidate applied
for a Sales Representative position, which were less impressive ,but matched the educational
qualification are kept aside or used for the labeling staff. Also for the executive level the
requirements are the candidates must have passed from a reputed university with a minimum
CGPA 6.0 or above.

Setting Interview & training date:

After Screening the CVs and classified them into different categories, we were to fix the Written
test. And with the written test I was to fix the interview date for the selected candidates. To do this
I had to consult with the Training personnel about the training batches and find out the empty slots
for Training and finalize the interview and training batch for the Sales Representative for different

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 markets.

Calling for Interview and Training:

After screening the CVs and separate them based on their location, it was my job to call the
candidates for interview and inform them about the written test date, time and venue. The written
test was held on the zoom meeting. After the written test I had to call the selected candidates for
an interview to inform them about the date, time and venue. The interview sessions also held on
the zoom meeting.

Making Summary & Proposals of the candidates

Before the interview, I needed to prepare a summary of the candidates, which includes their detail
information about their educational background, working history etc. Then I had to gave the
summary sheet to the interviewers so that they can have an idea about candidates before taking the
interview.

Managing Field Visit:

At STL the employees had to take field visits to their markets, all over Bangladesh. These field
visits are also maintained through the HRIS. For each department there were separate field visit
register, where the employees write their PIN, name, designation, and the purpose of field visit,
the place they are visiting and starting date & finishing date.The field visit is being updated
frequently otherwise the attendance register will show the employees absent while they are out for
a field trip. I have a chance to experience the procedure of keeping attendance.

Assisting Training Program

ACELOT INNOVATION PRIVATE LIMITED has been given in house training to its sales force
for 7 days before sending them to the market. During this period my job was to take different
written test and monitor their performance.

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 Chapter 04

Recruitment & Selection Process in Acelot Innovation Private Limited.

4.1 Human Resource Management Process:

HRM is a field of management involves planning, organizing, directing and controlling the
functions of procuring, developing, maintaining and motivating a labor force.

Human Resource Management Process consists of eight activities necessary for

staffing the organization and sustaining high employee performance. The process is described
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 as:

HR Planning & Selection

Requisition

Orientation Training

Appraisal & Benefits &

Evaluation Compensation

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 4.2 Human Resource Planning in Acelot Innovation Private Limited:-
Planning is the core area of all the functions of management. It is the foundation upon which the
other three areas should be built. Planning requires management to evaluate where human resource
of the company is currently, and where it would like to be in the future. From there an appropriate
course of action to attain the company's goals and objectives is determined and implemented.

Every organization has employment planning. Acelot Innovation Private Limited has also its
employment planning. They usually forecast their personnel needs based on their mission, strategic
goals & objectives & technological and other changes resulting in increased productivity.
Although there are several methods to predict personnel needs, but they use managerial judgment
because it gives the more real world scenario for personnel needs. They think that the other
methods cannot give the accurate situation of the personnel needs. These are basically graphical
methods, which cannot measure the actual personnel needs. But managerial judgment method
depends upon the change in productivity, market conditions etc.

4.3 Recruitment and Selection process in Acelot Innovation Private Limited:

Acelot Innovation Private Limited is always looking for top-caliber people who want the flexibility
and resources to grow in their career. If anyone is the kind of person who has always stood out,
STL offer a place where you can continue to excel. No matter what is the field or range of interests,
there are vacancies where the talents can likely be applied and developed. In Acelot Innovation
Private Limited there are thousands of diverse people from different cultures and backgrounds
working in a variety of different jobs in different fields. Here there is some requirements in the
recruitment and selection process of Acelot Innovation Private Limited -

 Merit is the sole criteria for selection.

 Attitude is given as much weight age as functional competencies.

 Panel interviews comprising of Functional Head & HR Head.

 Sources for recruitment are through campus, consultants, employee referrals, internal job postings and
the internet.

 Positions in Officer Cadre, GET and MT involve written tests.

 Antecedent verification is an integral part of our recruitment process.

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  Medical fitness is pre-requisite for all positions.

 There is an equal opportunity employer and do not discriminate on the basis of race, community,
religion or sex.

4.4 Recruitment process :

A responsibility for recruitment, usually belongs to the HR department. This department works to
find and attract capable applicants. Job description and specification, provide the needed
information upon which the recruitment process starts. The functions of the recruitment office of
Acelot Innovation Private Limited are given below:

 Need Assessment

 Defining the position description

 Checking the recruiting options

 Advertisement

 Screening and Short – listing Applications

 Written test

 Selection interview (3 – tier)

 Employment decision (Application Bank)

 Pre- employment medical check-up

 Offer letter

 Orientation / Induction

 Placement

 Follow –up

Source of Recruitment:

STL is done in three ways recruitment depending on the job category of the vacant position.

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 Therefore, the recruitment process of this organization is classified into three types, which are
done based on the job grade/ group. These are as follows:

1. Entry-level Management

2. Mid or / and senior level Management

3. Graded staff / Non- Management staff.

4.5 Internal Process

There could be a person competent for the required job working within the organization. If there
is, the existing manpower is then shuffled to place the selected person in the new post. If there is
no such person inside the company, then the management goes for the second step.

Job-posting programs:

HR department becomes involved when internal job openings are publicized to employees through
job positioning programs, which informs employees about opening and required qualifications and
invite qualified employees to apply. The notices usually are posted on company bulletin boards or
are placed in the company newspaper. Qualification and other facts typically are drawn from the
job analysis information.

The purpose of the job posting is to encourage employees to seek promotion and transfers the help
the HR department fills internal opening and meet employee’s personal objectives. Not all job
openings are posted .Besides entry level positions, senior management and top staff positions may
be filled by merit or with external recruiting. Job posting is most common for lower level clerical,
technical and supervisory positions.

4.6 External Source:

All the above options being considered, the company goes for external recruiting if needed. Those
who best meet the skills, qualifications, experience and competencies required for the position
should fill vacancies. Therefore, if there is no candidate within Acelot Innovation Private Limited
, Bangladesh who is suitable for the role, external advertisement should be placed to attract the

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 potential candidates followed by the selection procedures.

Advertisement:

The Company gives advertisement in national dailies (both Bangla and English) to attract the
talents from the market. Bdjobs is one of the main source of SATL to collect resumes of potential
candidates. Acelot Innovation Private Limited puts two types of advertisements in the newspapers.
It sometimes keeps the identity concealed in the ads, mentioning a GPO BOX number only. The
purpose of the concealed identity is to avoid the unwanted pressure from the stakeholders for the
employment of their desired candidates. But this way the company may lose the talents out there
in the market who would have applied for the same post had they known the name of the
organization. This is why the company kept the identity open in their recent job advertisement
when the quality of the candidate was a very important factor to consider. By revealing the Acelot
Innovation Private Limited identify, the company attempts to attract the best potentials among all
the others.
Employee referrals:

This is another source for Acelot Innovation Private Limited. Employee referral means using
personal contacts to locate job opportunities. It is a recommendation from a current employee
regarding a job applicant. The logic behind the employee referral is that “it takes one to know
one”. Employees working in the, in this case, are encouraged to recommend the names of their
friends working in other organization for a possible vacancy in the near future.

Employment Agency:

An agency finds and prescreens applicants,referring those who seem qualified to the organization
for further assessment and final selection. An agency can screen effectively only it has a clear
understanding of the position it is trying to fill. Thus, it is very important that an employer be as
specific and accurate as possible when describing a position and its recruitment to an employment
agency. Acelot Innovation Private Limited often recruit via an employment agency for non
management level.

Walk-in and Write-in:

Walk-ins are some seekers who arrived at the HR department of Acelot Innovation Private Limited
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 in search of a job; Write-ins are those who send a written inquiry, both groups are normally asked
to complete an application blank to determine their interest and abilities. Field level management
jobs like Area Sales Coordinator, Regional Managers are recruited through Walk-in interviews.

Consulting the CV Bank:

The unsolicitedapplications stored in the data bank. If the quality of a person matches with the
requirements mentioned in the position description, then he / she is called for a written test or
interview. If applicants match for another position,then he/she will get called for that matching
position in future.

4.7 Selection Process:

Selection is the process of gathering information for the purpose of evaluating and deciding
who should be employed in particular jobs.

Screening and Short-listing Applications

The responses to the advertisements are sorted and screened. The CVs as well as the Covering
letters are judged. In the covering letter, the style and language of writing, the emphasis put on the
areas asked for tin the advertisements and the quality of the letter (whether it is specifically tailored
to the advertisement or just a standard response) are the aspects that are judged. Different weights
are assigned to the selection criteria mentioned in the main specification depending on their relative
importance. (For example, educational institutions like IBA, BUET give the highest weight among
the local ones and the foreign universities of UK, Australia, etc. are put on par with the best in the
country). Based on the presence of these factors to the desired extent (experience, educational
degree, computer literacy, etc) the cumulative weights for all the applicants are counted and the
short list of a sizable number of the topmost candidates is generated. However, the HR officials
also study the CVs with the respective line manager to check whether any valuable deciding
parameter is missing that are mentioned in the CVs. Then the candidates selected in the shortlist
are called for the written test.

Written Test

The Written test is a regular part of the normal recruitment process . It is conducted for maximum
positions. The top management of STL believes the written test before the interview process has
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 proved to be effective and a useful tool to select the desirable candidates. The written test has
conducted in terms of knowledge about required fields. The candidates are called for the
preliminary (first) interview based on their performance in the written test.
Selection Interview

The interview process is a three-tier one. A preliminary interview is conducted which follows the
“elimination method”. After that, the second interview takes place with a very few number of
candidates. Then the finally selected person is called for the final interview. The interview time is
kept convenient for the candidate, especially if s/he was working elsewhere at the time of
interview. The shortlisted candidates must fill up an employee information form before the
interview.

Reference Check

Reference checks allow obtaining information and opinions regarding the person’s character,
quality of the work and suitability for the position. It is an opportunity to validate the information
received from the candidate via their resume and the interview. Speaking to the candidate’s
manager or other people whom they have worked with should also check internal candidates. The
opinion of a referee who has worked can for an extended period is likely to be more accurate than
the assessment from one to two hours of interviewing.

The candidate’s immediate supervisors are needed to be contacted. Permission should be obtained
to contact the candidate’s referee, especially if their current employer is contacted. It is not unusual
for a candidate to be uncomfortable with the organization’s speaking to a current employer. If they
are uncomfortable, an alternative person other than the current employer has to be chosen by the
candidate (work colleague, for example). Unless the candidate is a graduate or school leaver with
no prior work experience, only contact work related referees should be contacted. At least two
reference checks should be done, however the more the better. There is a sample reference-
checking guide that ismore or less followed. It is important to prepare a reference check guide that
asks the referee about the key skills, competencies and experience required for the position.
Reference checks need to be done by the line manager or personnel of the HR department.During
the interviews, the candidates would have given some examples of incidents, tasks or projects that

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 can be asked about. The referee should be asked what the candidate did in those examples, which
ascertain whether the information received from the candidate is consistent with that of the
referee.Subjective questions may not always be a reliable guide; however, it can be useful to get
the referee’s opinion on areas such as quality and quantity of work, strengths and weaknesses etc.
Employment Decision

If the candidate has no problem with the stated terms and conditions of the job and the organization
mentioned and discussed in the final interview, he/she is offered an application blank. The
application blank is a standard format of employee-information that includes all the information
the organization needs regarding the personnel. The candidate has to fill this blank and submit this
to the company along with a CV.

Pre-employment Medical Check-up:

After submission of the application and the CV, the selected person has to go through full medical
check- up that guarantees her/his physical fitness to perform the job successfully. A medical
practitioner who uses a physical capability analysis that assesses the candidate against the physical
capabilities documented for each role conducts the medical. A medical is also appropriate for
internal candidates if they are applying for positions that require different physical capabilities.

4.8 Joining of the Candidate:

After completing all above process the selected candidate requested to bring all their academic &
professional certificates along with their previous job separation confirmation application & other
related documents and follow below criteria.

Offering the Role:

Once the health check-up is done, the candidate is given an offer letter specifying the salary
package, job responsibilities, utilities that will be provided by the organization. Even at this stage,
the selected candidate has the chance to withdraw her/himself from the job offer. He/she is always
free to discuss whatever difficulty may arise regarding pay-structure/facilities, etc. the door of HR
is kept open for any sort of relevant discussion.
Verbal offer:

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 The verbal offer of the role to the candidate is given once the medical and reference checks
have been successfully completed. The discussion should cover the following:

 Tell the candidate that you would like to offer them in the role.

 Congratulate them.

 Tell them the remuneration package that is being offered, including superannuating.

 Ask them if they are happy with it.

 Ask them if they verbally accept the position.

 Tell them that we will be sending them a written letter of offer and introductory package.
Written letter of offer:

A written letter of offer must be forwarded to the candidate. Once the candidate has verbally
accepted the position, the appropriate letter of offer is organized. This letter should be sent to the
candidate within two days of making the verbal offer. An introductory package will be sent to the
successful candidate, along with the letter of offer. At least one week before the person
commencing in their new position, an appointment notice will be placed on notice boards and/or
the internet.

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 Summary of THE RECRUITMENT AND SELECTION PROCESS OF Acelot Innovation
Private Limited:

Need assessment
 Vacancy in existing post(s) Checking the recruiting options Advertisement in National
 Market expansion  Internal Dailies
 Increase in  External (Both Bangle and English)
production capacity
 Launching new product
 Introducing new system

Interview Written Test

 Preliminary interview:
 IQ test Sorting Applications
elimination process
 Behavioral competencies Weights are assigned based on
(short- listing)
 Communication skills the selection criteria.
 Second interview:
work knowledge
/behavioral
competency
 Final interview:
pre- selection Orientation /induction
interview  Exposure to all
Follow up
important business HR Department
Selection /functions and
continuously interacts with
 Application blank filling locations of the
the new entrants assisting
 Medical check-up company
 Offer letter  Feedback report focusing to cope up with the work
on learning experience (s) environment, work culture,
of the induction program peer group etc.
 Placement

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 Chapter – 05

Questionnaire for Recruitment and Selection

Recruitment and Section can be evaluated by using the following questionnaire :

Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

Q2. Does the organization clearly define the position objectives, requirements and candidate specifications in the
recruitment process ?
a. Yes
b. No

Q3. How well are the organization’s affirmative action needs clarified and supported in the selection process?
a. Poor
b. Adequate
c. Excellent

Q4. Is the organization doing timeliness recruitment and Selection process.

a. Yes
b. No

Q5. Does HR provides an adequate pool of quality applicants ?

a. Yes
b. No

Q6. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?
a. Poor
b. Adequate
c. Excellent

Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?
a. Yes
b. No

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Q8. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No

Q9. Rate how well HR finds good candidates from non-traditional sources when Necessary?
a. Poor
b. Adequate
c. Excellent

Q10. How would you rate the HR department’s performance in recruitment and selection?
a. Poor
b. Adequate
c. Excellent

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 Recommendation
1. The HR Department should look into the matter of consuming more time in the process of calling the
applicants after their responses very seriously. The organization could control the size of applicants’
pool by using more clear and specific statements in the ad in terms of the minimum educational degree,
preferred institutions and other necessary criteria based on which the initial screening of the
applications was conducted.
In the job advertisement specially for bottom line employees, The HR department
should mention the pay structure.

2. The Company could participate in the job fairs in their recruitment. A considerable volume of
applications is dropped in the organizations as a result of the exposure created in the job fairs. The
organization can promote its image as a potential recruiter through its successful participation in the
job fairs.

3. The company can recruited also for campus recruiting that could bring a yield of highly educated fresh-
starters for the entry-level the organization could arrange seminars in the top business schools.

4. The company should facilitate online CV-posting system that is a very popular and effective practice
used by the top business organizations.

5. In the case of non management recruitment like Sales Representative, interview board should follow
the same selection criteria. I observed that some boards were not with the same selection criteria. One
board was really tough to get through on the other hand another board was easy to get passed.

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 Conclusion:

Toiletries & Cosmetics Industry has grown in Bangladesh in the last two decades at a considerable
rate. The sector consistently creates job opportunities for highly qualified people. Toiletries &
Cosmetics companies are either directly or indirectly contributing largely towards raising the
standard of healthcare through enabling local healthcare personnel to gain access to new products
and also to latest Toiletries & Cosmetics. As one of leading Toiletries & Cosmetics manufacturer
Square Toiletries Ltd. plays a vital role in the industry as well as in the national economy.

To be successful, relentless contribution and dedication of the organizations human resource

management is very much needed. To compete in the international as well as in local markets in
adverse situation the HR managers work has become much more difficult in today’s ever changing
business environment. Developing plans in a dynamic situation demands critical analysis of the
situation and strictly adhering to the core principal of the organization. As Square Toiletries Ltd is
decentralized organization and core values are cherished by everyone within the organization,
operating in dynamic situation is easier than it seems.

In this report, I have tried my level best to identify Recruitment &

SelectionproceduresusedbySquare Toiletries LtdWhatandhowthey recruit & select their
employees.In thisreport,Iimplymyacquiredknowledge from HRcourseandtryto comply with the
techniques procedure and systems followed by the company.

The companies in this industry should concentrate on quality product and quality service to take
this industry towards further success. The Bangladesh government should also be considerable and
cooperative to help the businesses flourish.

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 Appendix A : Hierarchy Of STL

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 Bibliography
 Websites: www.acelot.in
 www.recruiter.com/recruitment-strategies.html

 Text Books: Fundamental of Human Resource Management by S. P. Robbins, David A.

DeCenzo

 Official records of Acelot Innovation Private Limited.

 Ms. Surekha Redhu (HR)

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