Dissertation Report

“Study Of E- Recruitment and Selection Process in Market Rulers”

Submitted to:
Poona Institute of Management Sciences and Entrepreneurship

Affiliated To:
Savitribai Phule Pune University, Pune

Submitted by:
Ms. Faiza N. Malkapur

Company Guide:
Mr. Uppendra Jape

Faculty Guide:
Dr. Sheena Abraham

Poona Institute of Management Sciences and

Entrepreneurship

NAAC Accredited “A” Grade Institution

Academic Year : 2023-24

 CERTIFICATE

This is to certify that the investigation described in this dissertation report titled “Study Of E-

Recruitment and Selection Process In Market Rulers LLC” has been carried out by Ms.

Faiza Malkapur during the dissertation process. The study was done in the company of Market

Rulers LLC, in partial fulfilment of the requirement for the degree of Master of Business

Administration (HRD) of Poona Institution of Management Sciences and Entrepreneurship,

affiliated to Savitribai Phule Pune University.

This work is the own work of the candidate, complete in all respects and is of sufficiently high

standard to warrant its submission to the said degree.

The assistance and resources used for this work are duly acknowledged.

Mrs. Misba Kadri

(MBA Coordinator)
 ACKNOWLEDGEMENT

It is a matter of pride and privilege for me to have done a Dissertation study in “Market

Rulers” and I am sincerely thankful to them for providing this opportunity to me. I am

thankful to “Mr. Uppendra Jape” for guiding me through this project and continuously

encouraging me. It would not have been possible to complete this project without his support.

I am also thankful to all the faculty members of Department of Management Sciences

and Research, Poona Institution of Management Sciences and Entrepreneurship and

particularly my mentor Dr. Sheena Abraham for helping me during the project.

I am thankful to the principal of Poona Institution of Management Sciences and

Entrepreneurship Dr. Porinita Banerjee.

Finally, I am grateful to my family and friends for their unending supports.

(Faiza NazirHussain Malkapur)

 Index

0 Particulars Page no.

1. Introduction

2. Company Profile

3. Objective of study

4. Scope of the Study

5. Need of Study

6. Contribution

7. Limitation

8. Research Methodology

9. Finding

10. Conclusion

11. Suggestion

12. Bibliography

13. Terminology
 INTRODUCTION

HR Interns apply knowledge acquired during studies while providing support to human

resources staff in an organization. Specific responsibilities seen on a Hr Intern resume sample

are learning about company operations, supervising staff, asking questions, doing paperwork,

screening applications, checking candidate backgrounds, conducting orientation, assisting

interviews, and maintaining candidate databases. The ideal candidate should showcase in his

or her resume human resources expertise, a willingness to learn, effective communication,

teamwork, research skills, and computer competences. Employers choose enrolled students

receiving training in human resources, psychology, and office management.

Hr Interns are entry-level workers looking to acquire hands-on experience in the human

resources field. They complete simple duties, such as answering emails, handling

correspondence, screening applications, performing data entry, updating databases, setting up

desk supply kits for employees, preparing orientation paperwork, posting job openings, and

helping to organize interviews.

HR INTERN JOB DESCRIPTION:

We are looking to employ an enthusiastic and driven HR intern to assist our HR department

with administrative and HR-related tasks. The HR intern’s responsibilities include updating

employee absence records, filing HR documents accordingly, initiating background checks on

shortlisted candidates, and providing suitable recommendations to improve HR policies. You

should also be able to draft employee communications notifying staff of policy and procedural

changes.

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 To be successful as an HR intern, you should keep abreast of the latest developments in labour

legislation to determine how company HR policies may be affected. Ultimately, an outstanding

HR intern should be detail-oriented and able to demonstrate excellent administrative and

organizational skills.

HR INTERN RESPONSIBILITIES:

● Updating company databases by inputting new employee contact information and employment

details.

● Screening potential employees' resumes and application forms to identify suitable candidates

to fill company job vacancies.

● Organizing interviews with shortlisted candidates.

● Posting job advertisements to job boards and social media platforms.

● Removing job advertisements from job boards and social media platforms once vacancies have

been filled.

● Assisting the HR staff in gathering market salary information.

● Assisting in the planning of company events.

● Preparing and sending offer and rejection letters or emails to candidates.

● Coordinating new hire orientations.

● Responding to staff inquiries regarding HR policies, employee benefits, and other HR-related

matters.

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 HR INTERN REQUIREMENTS:

● Bachelor's degree in human resource management or studying toward a degree in human

resource management or related field.

● Proven experience working in an office environment.

● Working knowledge of U.S. labour laws.

● Familiarity with HRIS (Human Resources Information System) software is advantageous.

● Proficiency in all Microsoft Office applications.

● The ability to work as part of a team.

● Strong analytical and problem-solving skills.

● Excellent administrative and organizational skills.

● Effective communication skills.

● Detail-oriented.

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 “RECRUITMENT & SELECTION’’

The success of any organization depends on its employees. When an employee is well suited

for their job, the entire company can enjoy the benefits of their unbeatable success. Recruitment

and selection help organizations choose the right candidates for the right positions. Therefore,

understanding the difference between recruitment and selection is essential to reduce any

losses for an organization.

E-RECRUITMENT

E-recruitment, also known as online recruitment, refers to the use of web-based

technology for the various processes of attracting, assessing, selecting, recruiting and

on boarding job candidates.

1. E-RECRUITMENT DEFINITION

E-recruitment, also known as online recruitment, refers to the use of web-based

technology for the various processes of attracting, assessing, selecting, recruiting and

on boarding job candidates.

Through e-recruitment employers reach larger number of potential employees.

Companies may build their e-recruitment platforms in-house, use e-recruitment HR

software or employ recruitment agencies that utilise e-recruitment as part of their

package.

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2. E-RECRUITMENT ELEMENTS

a. Applicant tracking: candidate status with respect to the jobs applied by

him/her

b. Employer’s website: provides details of job opportunities and collects data for

the same

c. Job boards: carry job advertisements from employers and agencies

d. Online testing: some kind of evaluation of candidates over Internet

e. Social media: quick reach out to potential candidates

3. ADVANTAGES OF E-RECRUITMENT

● Cost effective as it's generally free and it minimizes labour cost

● Reaches bigger audience as the user can target a far wider audience without

having to pay extra

● User friendly

● Enables dynamic content making users adds more appealing to job seekers

● Shortens hiring process

● Immediacy because most posts and replies appear in real time

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 4. DISADVANTAGES OF E-RECRUITMENT

● Not suitable for senior positions where the pool of prospective candidates is

much lower

● High volume of responses including large number of unsuitable candidates

● Technology issues that come from standardising the application process

E-SELECTION

The HR department using the online selection process must ensure that each step complies with

the procedural requirements viz. Project steps, vendor selection, assessment steps, feedback to

the candidates, etc. The purpose of E-selection is to utilize the maximum human capital at a

reduced cost and in less time.

Thus, e-selection has the potential to both increase the efficiency of the selection process and

provide applicants with an easy means of applying for jobs. Regrettably, there is virtually no

research on the just noted issues. Electronic human resource (eHR) systems are being used with

increasing frequency in organizations.

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Selection is the process of identifying an individual from a pool of job applicants with the

requisite qualifications and competencies to fill jobs in the organization. This is an HR process

that helps differentiate between qualified and unqualified applicants by applying

various techniques.

The term ‘selection’ comes with the connotation of placing the right person in the right job.

Selection is the process in which various strategies are employed to help recruiters decide

which applicant is best suited for the job.

Some activities include:

● Screening

● Eliminating unsuitable candidates

● Conducting an examination (aptitude test, intelligence test, performance test, personality

test, etc.)

● Interviews

● Checking references

● Medical tests

The selection process is a largely time-consuming step in an employee’s hiring experience. HR

managers must carefully identify the eligibility of every candidate for the post, being careful

not to disregard important factors such as educational qualification, background, age, etc.

7
 COMPANY PROFILE

Market Rulers LLC is a small advertising firm located in Pune, Maharashtra, dedicated to

providing affordable and effective advertising solutions for small businesses. With a mission

to help local enterprises grow and reach their target audience, Market Rulers LLC specializes

in creating tailored marketing strategies that deliver impactful results. Situated in Pune

411044, the firm is committed to empowering small businesses with innovative and cost-

efficient advertising services to thrive in a competitive market.

Institute Type:

LLC

A Limited Liability Company (LLC) is a flexible business structure that combines elements of

both corporations and partnerships, offering significant advantages to its owners.

EST:

12-Jan-2020

8
Contact No:

83080 56678

E-mail:

[email protected]

Address:

LIG Colony, Sector 25, Nigdi, Pradhikaran, Pune.

Maharashtra District:

Pune

Pin Code:

411044

State:

Maharashtra

State:

Maharashtra

Official Website: http://marketrulerss.com

9
 •

MISSION:
To empower local enterprises by offering innovative, tailored marketing strategies that enhance brand
visibility and drive growth. Located in Pune 411044, we are committed to delivering cost-effective
advertising services that meet the unique needs of small businesses, ensuring they achieve success in
today’s competitive marketplace.

VISION:

1. Empower Small Businesses: To be the go-to advertising partner for small businesses, enabling
them to grow and compete effectively in their respective markets.

2. 2. Affordable Advertising Solutions: To deliver high-quality marketing strategies that are cost-
effective and accessible for businesses with limited budgets.

3. 3. Innovation and Creativity: To continuously innovate and create impactful advertising

campaigns that resonate with the target audience.

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4. Customer-Centric Approach: To build strong, long-lasting relationships with clients by understanding their
unique needs and exceeding their expectations.

5. Local Market Leadership: To establish a strong presence in Pune and surrounding areas, becoming a
leader in advertising for small and local businesses.

6. Sustainable Growth: To support sustainable business growth for clients while maintaining ethical and
socially responsible practices.

7. Adaptability and Evolution: To stay ahead of industry trends and technologies, ensuring clients benefit
from the latest marketing techniques.

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 OBJECTIVES OF THE STUDY

1. To understand posting a job in various job site portal.

2. To review the recruitment process and to make improvement to the following

forthcoming recruitment programs at Market Rulers LLC.

3. To find out the effectiveness of the selection procedure at Market Rulers LLC.

4. To know the various sources of recruitment and their availability at

Market Rulers LLC.

5. To obtain the feedback of employees about the recruitment and

selection
procedure followed in the Market Rulers LLC.

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 SCOPE OF THE STUDY

1. The scope of study includes following aspects of recruitment and selection.

2. The feedback of an internship cost effectiveness.

3. Proper utilization of Human resource planning.

4. Effectiveness of recruitment process and techniques.

5. The selection is effective or not.

6. Cost effectiveness.

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 HUMAN RESOURCE POLICY

HR policies are also defined as that body of principles and rules of conduct which govern the

enterprise in its relationship with employees.

Such a policy statement provides guidelines for a wide variety of employment relationships in

the organization. The purpose and significance of the HR policies hardly need any elaboration.

Every organization needs policies to ensure consistency in action and equity in its relation with

employees.

Policies serve the purpose of achieving organizational goals in an effective manner. HR

policies constitute the basis for sound HRM practices. Moreover, policies are the yardstick by

which accomplishment of programmes can be measured.

Human Resources policies are generalised guidelines on employee management, adopted by

consensus in an organisation to regulate the behaviour of employees and their managers or

supervisors.

As for the dichotomy between an HR policy and a procedure, they can be compared to a human

being and the shadow. Both are inseparable and as shadows set the outlines of a human being,

so do procedures set the outlines of an HR policy.

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A policy is a guide for repetitive action in major areas of business. It is a statement of

commonly accepted understanding of decision-making criteria. Policies are set up to achieve

several benefits. By taking policy decisions on frequently recurring problems, the top

management provides the guidelines to lower-level managers.

It will permit decisions to be made in similar situations without repeating the reasons and

expensive analysis required initially to state the policy. Policies help managers at various levels

to act with confidence without the need of consulting the superiors every time. This will also

ensure promptness of action.

The starting point in all managerial relationships with employees is the managerial policies. It

incorporates the philosophy of the top management. The human resource philosophy of DLF,

for instance, is stated as the management of people begins with ideas, implicit or explicit, as to

the purpose, goals, and intentions in their employment. On the basis of such objectives, policies

outline the courses to be followed.

On the basis of such policies, programmes are developed by the management to pursue the

objectives. Carrying out the programmes result in certain practices. Policies declare what is

intended; they describe what is proposed. Practices describe how policies are being

implemented.

A company may have adopted a policy of providing training for all employees as a means of

preparing them for promotion. To implement this policy, it may have developed an extensive

training programme. The programme may include job training for new employees, supervisory

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training for foreman and supervisors, and management development for members of the

management group. In the supervisory training programme, it may include role playing as one

of the many training practices.

Human resource policies are not something that can be considered in isolation. It is an integral

part of the whole policy structure of the enterprise. There is an organic unity in policies. Such

a unity prevents unnecessary duplication and promotes unity of action. Weakness in any one

of the major policies tends to weaken the effectiveness of other policies. Similarly, a weakness

in human resource policies may weaken effectiveness of all other organizational policies.

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 CONTRIBUTION DURING DESSERTATION

a) Human resource Process in Market Rulers LLC:

The HR process if further divided into at Rabbani ITI are as follows:

a) Internship

b) Recruitment & Selection

c) Training & Development

I have done my dissertation in preparing a job description and then posting

a job in job portal site (LinkedIn), recruiting and selection process.

Policy of Market Rulers

Recruitment shall be resorted only in such cases where suitable personnel are not available

with the organization to provide basic knowledge about actual corporate environment.

In Market Rulers LLC recruitment shall be through walk in, reference of employees,

online portal. Market Rulers LLC having their own online institution for provide

internship programme for graduation final year student and post-graduation final year

students.

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Source of Recruitment in Market Rulers: -

a) Employees Reference

b) Online Portal

Learning in Market Rulers LLC-

1. File Management: - If we take a new joining of a candidates in our organization

filling management / procedure is an important part of it. Document are

arranged according to the checklist into the file. If all the document are

completed file are also completed.

2. Resume Shortlisting: - screening resumes usually involve a three-step process

based on role minimum and preferred qualification. Both types of qualification

should be related to on-the-job performance and are ideally capture in the job

description.

The qualities are included are as follows: -

a) Work Experience

b) Education

c) Skill And Knowledge

d) Personality traits

e) Competencies

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3. Interviews Procedure: - In Market Rulers LLC interview procedure or process are

completed in two round which are

a) Technical Round: In Market Rulers LLC for the interviews first round is

technical round in this. Essential its interviews assess your technical

ability usually related to the technical knowledge require for the role

of organization you wish to work for. In Market Rulers LLC

interview is conducted audio or video calling.

b) HR Round: In Market Rulers LLC for the interviews second round is HR round

in this. Usually in this Hr round, the employer takes a final interview of

those candidate who are crack the first round, employer try to

understand the candidates are eligible for this internship or not. They

test their educational knowledge as well as some of corporate

knowledge.

4. On Boarding Activity: - In Market Rulers boarding activity introduced for

new hired employees for explaining the important components of the Market

Rulers LLC like corporate culture, values, resource and people and given them

some other training according to the post are like: -

a) Pre – training

b) Induction

c) Joining Report

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5. Actual Work Done by Me: -

a) In my training period 1st week I was given the first task

procedure. In first task management I have to manage the MIS report of

all the candidates who apply for the job, daily I posted a job as

employer of the organization in LinkedIn for “ Human Resource

Intern’’ at Market Rulers. That is “unpaid’’ internship as well as

“virtual’’ (work from home Internship also for remote location).

Check out this jobs In Pune :

http://www.linkedin.com/jobs/views/ (This was my first job post in

LinkedIn with the help of my senior HR manager)

According to the MIS Report there are number of column which I want

to fill like Name of the Candidates, Institution name / college name,

Contact Number (personal number as well as alternative number), Place

(where they live), employer name (who post a job) and Links (where

he / she post a job).

Also manage the interviews schedule for those candidates who apply

for the job and internship. According to the eligibility criteria they

are selected for technical round and then I procced for final round

which is HR round.

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b) 2nd to 3rd weeks I was completed formalities in these formalities joining

report job description and also made a job description for

“webmaster4SEO’’. I posting a job for “Purchase Executive’’ at

Webmaster4SEO. (This was paid up job and online for Pune location

also I made a job description for Purchase Executive which help by my

senior HR manager for preparing a job description).

Check out this job at Webmasters4SEO:

https://www.linkdin.com/jobs/(This was my first

paid up job posting in LinkedIn)

Master sheet of employees.

Joining sheets of employees.

Re- joining of employees.

Update MIS Report sheet.

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PURCHASE EXECUTIVE JOB POST :

24
 LIMITATIONS

1. This internship based on online as well as unpaid internship.

2. This study is limited only to the applicant who apply for the job in given job portal site.

3. Information given by the respondent may and may not be accurate due to which result

may worry.

4. The employees may not reveal the secrets of the organization.

25
 RESEARCH METHODOLOGY

Research methodology simply refers to the practical “how” of any given piece of research.

More specifically, it’s about how a researcher systematically designs a study to ensure valid

and reliable results that address the research aims and objectives.

HRM specialists and those studying for HR professional qualifications may be involved

in conducting or taking part in research projects. Postgraduate students will almost certainly

do so. Qualified HR specialists should keep up to date as part of their continuous

professional development by studying publications such as those produced by the CIPD,

which present research findings, or by reading articles in HR journals such as People

Management or academic journals based on research. Students must extend their

understanding of HRM through reading about research findings.

At Market Rulers LLC the recruitment process is initiated on receiving a requisition in the

prescribed format duly approved by the executive the requisition shall contain particulars of

designation role and responsibilities reporting relationship qualification and experience

required and critical skill are essential performance.

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Recruitment process shall commerce with an internal search which shall be initiated by HR

department in case no suitable person is identified from within search from the application

bank shall be resorted to like box file (resume) from online portals.

Recruitment Techniques: -

a) Online Recruitment

b) Employees References

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 DATA COLLECTION

Before we define collection, it’s essential to ask the question, “What is data?” The abridged

answer is, data is various kinds of information formatted in a particular way. Therefore, data

collection is the process of gathering, measuring, and analysing accurate data from a variety of

relevant sources to find answers to research problems, answer questions, evaluate outcomes,

and forecast trends and probabilities.

During data collection, the researchers must identify the data types, the sources of data, and

what methods are being used. We will soon see that there are many different data collection

methods. There is heavy reliance on data collection in research, commercial, and government

fields.

Data is a collection of facts, figures, objects, symbols, and events gathered from different

sources. Organizations collect data to make better decisions. Without data, it would be

difficult for organizations to make appropriate decisions, and so data is collected at various

points in time from different audiences.

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The two methods are:

1. Primary Data

As the name implies, this is original, first-hand data collected by the data researchers. This

process is the initial information gathering step, performed before anyone carries out any

further or related research. Primary data results are highly accurate provided the researcher

collects the information. However, there’s a downside, as first-hand research is potentially

time-consuming and expensive.

2. Secondary Data

Secondary data is second-hand data collected by other parties and already having undergone

statistical analysis. This data is either information that the researcher has tasked other people

to collect or information the researcher has looked up. Simply put, its second-hand information.

Although it’s easier and cheaper to obtain than primary information, secondary information

raises concerns regarding accuracy and authenticity. Quantitative data makes up a majority of

secondary data.

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WHICH COMES FIRST RECRUITMENT OR SELECTION?

Recruitment and selection are different processes. First is the recruitment that has as its

premise: Attraction, selection and design of the appropriate candidates for the selection

phase. Then the selection is made, which aims to conduct the interviews and evaluate the

candidates, in order to select an individual for the job.

FACTORS THAT INFLUENCE RECRUITMENT AND SELECTION:-

All organizations, whether large or small, put time and resources into the process of

recruiting and selecting employees for the activities. However, they do not consider the same

criterion.

There are factors that are often not considered by organizations, but directly influence the

process. Administrative recruitment factors can be broadly divided into external and internal

factors.

EXTERNAL FACTORS: -

� • Supply and demand;

� • Unemployment rate;

� • Intern market;

� • Place where the applicant resides;

� • Company image.

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SUPPLY AND DEMAND are the metric of the specific skills required in the job market. If

the demand for a particular skill is high compared to the supply, a larger recruitment effort

may be required. Thus, the higher the unemployment rate in a given area, the simpler the

process of recruiting and selecting the company.

The UNEMPLOYMENT RATE has become one of the influencing factors in the

recruitment and selection process. The number of unskilled candidates is very large, which

causes difficulties in attracting and retaining suitable candidates. On the other hand, with the

unemployment rate decreasing, it is important to explore new ways to recruit candidates.

The COMPANY’S IMAGE also directly influences the number of candidates who will be

attracted to the position. In many cases, the applicant not only targets the salary amount, but

prioritizes the company’s qualifications and working conditions.

It is very common for companies to prioritize CANDIDATES RESIDING in their

respective state. This avoids major changes and travel expenses for interviews and future

allowances. The company’s image is also extremely important as it is responsible for

attracting a large number of candidates with varying levels of qualification.

INTERNAL FACTORS: -

� • Recruitment policy;

� • Company size;

� • Cost growth and expansion.

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Most organizations have a policy of recruiting employees internally or externally.

Recruitment by appointment is one of the most used by organizations, as employees

themselves know the company better, making it easier to recommend candidates who can

easily adapt to the culture of the organization.

TYPES OF RECRUITMENT AND SELECTION: -

� • Recruitment and selection methods or sources are defined before the company

begins to recruit candidates and should consider the source and type of employee you are

looking for.

� • There are usually two types of sources from which any organization can look for

potential employees, both internal and external. But in addition to them, it is possible to

perform mixed recruitment and online.

INTERNAL RECRUITMENT: -

� • Internal recruitment methods include opening position changes, distributing

announcements within the organization, searching the organizational database for the

relationship of skills required to perform the job, to match the competencies held by current

employees. This recruitment and selection method explores internal sources, filling positions

and encouraging promotions.

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� • The in-house recruit can drive job satisfaction and employee motivation as they see

a new career opportunity available. Filling responsible positions with existing employees

ensures that they are rooted in the culture of the organization. However, problems can arise if

the internal promotion system is not seen as fair.

� • The best way to avoid negative impact when hiring or promoting an employee is to

implement fair methods and procedures. By presenting the rules and steps of a structured

promotion process, the company avoids discomfort by making employees understand and

accept the outcome of the process.

EXTERNAL RECRUITMENT: -

• External recruitment methods include the form of disclosure.

• The choice of recruitment method, internal or external, made by managers, depends directly

on the strategy of the organization, which mostly has the strategy of encouraging internal

promotions and transfers.

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MIXED RECRUITMENT: -

� • Mixed recruitment is the combination of external and internal procedures.

� • It is made in a way that can reconcile the interest in filling the vacancy and the

appreciation of the company’s talents.

� • It can be done in three ways:

1. PREVALENCE OF INTERNAL MODEL: -

Attempted internal recruitment and, only in the face of failure, is the search for professionals

from outside the organization.

2. PREVALENCE OF EXTERNAL MODEL: -

Initial attempt to find the employee in the market and, only on failure, the vacancy is open to

employees of the company.

3. CONCOMITANT MODEL: -

External and internal recruitment occurring simultaneously. With this, it is possible to

generate an equal competition between the candidates.

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ONLINE RECRUITMENT: -

In online recruitment and selection, it is possible to use the internet in favour of HR. This

makes external or internal recruitment more efficient. But in order to do so, it is necessary to

have a specialized platform to reach a larger number of candidates and automate the

processes.

● Employees may be lethargic if they are confident about possible promotions;

● The spirit of competition among employees may be impeded;

● Frequent employee transfers can reduce the overall productivity of the organization.

ADVANTAGES OF EXTERNAL RECRUITMENT: -

� • Qualified personnel: attraction of qualified and trained people to apply for the

vacancy available.

� • Larger choice: When vacancies are advertised in multiple places a large number of

people are reached and apply. Recruiters have a wider choice when selecting people for the

job;

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� • New Talents: External sources make it easy to infuse new ideas. This improves the

overall functioning of the venture.

� • Competitive spirit: Capturing external sources arouses competitiveness, making

internal employees work hard.

DISADVANTAGES OF EXTERNAL RECRUITMENT: -

� • Discontent among existing staff: External recruitment can lead to discontent and

frustration of existing staff. They may feel that the chances of promotion are slim;

� • Extended process: External recruitment can take a long time;

� • High cost: The external recruitment process is very expensive. Companies need to

spend a lot of money on advertising and applying processes;

� • Uncertain answer: External applicants may not be compatible with the venture.

There is no guarantee that the venture will attract the right candidates from outside sources.

36
STEP BY STEP RECRUITMENT PROCESS: -

Recruitment is a process that aims to identify and attract people who are available in the job

market, unemployed or looking for new opportunities, seeking to build a database of

qualified candidates to perform a given job. This process includes five phases that are

interrelated.

� • Planning;

� • Strategy development;

� • Demand;

� • Selection;

� • Evaluation and control.

STEP 1: RECRUITMENT PLANNING

The first phase in the recruitment process is planning. Planning involves reducing job

vacancies and gathering information about the nature of these jobs, outlining two specific

objectives: the number and type of candidate to be contacted.

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STEP 2: QUANTITY OF CANDIDATES

Most organizations plan to attract a large number of candidates, much larger than they will

actually hire. Scheduling the total time that the recruitment process will take place dictates

the required number of candidates to be called so that all vacancies can be filled with

qualified professionals.

STEP 3: VACANCY DISCLOSURE MEANS

The way the company should disclose vacancies is directly related to the type of professional

it seeks to retain, so it is important to evaluate which people want to be informed about job

availability. The type of professional depends on the tasks and responsibilities involved and

the qualifications and experience expected. These details need to be available in the job

description and job specification.

STEP BY STEP SELECTION PROCESS: -

Selection is the process of selecting individuals with the required qualifications who are

competent to fill vacancies available within the organization. Selection is the process of

selecting individuals with the required qualifications who are competent to fill vacancies

available within the organization.

38
There is no shortcut to an accurate assessment of a candidate. So hiring processes are mostly

long and complicated. Many employers use such techniques and pseudo sciences as

phenology, physiognomy, astrology, graphology etc. to make hiring decisions.

However, with modernity, these measures were considered uncertain. Every recruiter needs

to clearly see the candidate’s qualifications and evaluate them before selecting him or her for

the job. If the applicant does not have a satisfactory assessment at any stage, he is not

considered for the additional stages.

Thus he will be rejected. For example, if a candidate’s particulars are not satisfactorily

evaluated, he or she will not be called for testing. Similarly, if a candidate is on the tests, he

or she will not be called for the interview.

The following procedure is universal, but from the results obtained it can be modified to

assess the individual situation.

STEP 1: PRELIMINARY INTERVIEW

Evaluations and voting of pre-selected candidates’ curricula are carried out so that unsuitable

candidates are eliminated. This action is usually followed by a preliminary interview with the

purpose of choosing the best ones. The preliminary interview helps to eliminate people who

do not fit.

39
There are several types of interviews that can be applied in the selection process, among

them:

● STRUCTURED INTERVIEW

With prefixed unified questions. A structured interview (also known as a unified interview or

an investigative-administered survey) is a quantitative research method, usually employed in

investigative research. The purpose of this approach is to ensure that each interview is

presented with exactly the same questions in the same order. This ensures that the answers

are reliably aggregated, enabling reliable comparisons between sample subgroups or between

different survey periods.

● UNSTRUCTURED INTERVIEW

Performed without structure and planning. In this case the survey questions are not pre-

arranged, allowing spontaneity, making the recruiter need to elaborate the questions,

developing them during the course of the interview.

This is considered to be the opposite of a structured interview that offers a fixed amount of

unified questions.

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 1. PRELIMINARY INTERVIEW: -

Interviews of this type usually last a few minutes to check the value of the candidate. When

companies are very large and need to filter and discard candidates, this is a good way to

eliminate them.

2. BEHAVIOR INTERVIEW: -

Evaluation is based on the solution and approach of the candidates. Behavioural interviews

are based on the premise that a person’s past performance at work is the best dictator of

future performance.

When a company seeks behavioural interviews they want to know how candidates act and

react under certain circumstances. They also want the candidate to give specific “real life”

examples of how they would behave in question situations.

3. STRESSFUL INTERVIEW: -

It features a series of harsh and quick questions intended to upset the candidate. In this case,

for a psychological evaluation and to measure the reactions and performance of candidates

under pressure and tension, the evaluators submit them to a series of questions.

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STEP 2: APPLYING SELECTION TESTS

A job interview is a type of job test that involves a conversation between the job seeker and

the representative of the organization. Interviews are one of the most popularly used

employee selection devices.

Interview questions can be pre-structured, or completely unstructured, arising in

conversation, or by a fixed list of questions. 11

Structured interviews are more valid than unstructured, that is, they are more accurate and
help identify the best candidates more easily.

Recruiters are called to evaluate candidates who pass the interview to the tests. Different
types of tests can be administered, depending on job, job and company. Generally, the tests
determine the candidate’s skill, aptitude and personality.

1. ABILITY TEST: -

Skill testing helps determine how an individual can perform work-related tasks effectively.

2. APTITUDE TEST: -

The aptitude test helps determine a person’s potential to learn in a particular area.

3. PERSONALITY TEST: -

Personality testing is used to measure an employee’s motivation, predicting their

functionality in a particular work environment.

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 4. INTEREST TEST:-

The interest test can be used to measure an individual’s preferences for certain activities.

STEP 4: CANDIDATE REFERENCE

Many employers ask for names, addresses, and contact or reference number for the purpose
of verifying information and perhaps obtaining additional information about an applicant.
The reference serves two purposes:

● The first is to acquire information about the candidate from supervisors and employees who
have had prior experience with the candidate;

● The second purpose is to assess the likelihood of potential success.

STEP 5: SELECTION DECISION

After obtaining information through the previous steps, the selection decision, the most
critical of all steps, must be made. The other steps of the selection process were used to
reduce the number of applicants.

The final decision must be made from the group of individuals who have passed the tests,
interviews and benchmarks.

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STEP 6: PHYSICAL EXAMINATIONS

Certain jobs require unusual strength, strength and tolerance of harsh working conditions. In
these cases the applicant has to pass the physical fitness test done by the company doctor or
approved medical officers.

Determining if the applicant is physically fit to perform the job.

This protects employers from possible claims for compensation from employees that are not
valid, such as damage or illness that was already present when they were hired.

FACTORS AFFECTING THE SELECTION PROCESS: -

Factors to consider selecting certain people for certain jobs are:

1. PHYSICAL AND PERSONAL CHARACTERISTICS:-

Sound body, height, weight, vision etc. In addition to age, gender, marital status, number of
children, family background, etc.

2. PROFICIENCY, ABILITY AND COMPETENCE:-

Qualifications and prior experience. Potentiality of an individual to learn and become

proficient in a job. Competence shows an individual’s ability to gain knowledge and skill for
job success.

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3. TEMPERAMENT AND CHARACTER: -

Emotional, moral and social qualities, honesty, loyalty etc. A high degree of intellectual
competence can serve as a substitute for such qualities as honesty and probity.

It is important to know about one’s character, one’s work habits, and one’s way of reacting
through adverse situations, the strength that drives one’s ability to work.

4. APPLICANT INTEREST: -

Uninterested candidates present a colourless and monotonous job. Interested parties show
how significant and worthwhile the work is, thus developing skills that are perceived along
with the accomplishments.

Even the person who has skill, competence, efficiency, if he has no interest in the job, will be
unhappy.

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 CONCLUSION

4. From the above study here, I conclude that at Market Rulers LLC, almost done all the

recruitments through online (audio and video conferences interviews) which

sometimes take time as well as select wrong candidates.

5. Candidates is satisfied by the way present selection process is conducted most

of the employees choose telephoning interviews as well video conferencing

interviews which is the current selection process at Market Rulers LLC.

6. It is important for the company to have a clear and concise recruitment policy

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

selection of the right candidates at the right place quickly.

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 SUGGESTIONS

1. It is advised that Market Rulers LLC has to increase the recruitment personnel or manage

the selection process effectively.

2. It is found that management information system of Market Rulers LLC is not effective as

the candidates themselves had to call back to confirm their status of appointment.

3. It is advised that Market Rulers LLC take the interviews for analysing the candidates for their

skills.

4. Data bases of final year graduates and post graduates can be considered as a source

of effectiveness recruitment strategy for any immediate requirement.

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 FINDINGS

1. Most of the recruitment at Market Rulers LLC is done through online interview (audio / video

interview) followed by employee’s referrals.

2. The candidates are informed about the number of round in the selection process.

3. Most of the candidates telephonic interviews (audio Interviews).

4. It is found that the interview process is conducted in an open climate and help them to

express themselves freely.

5. It is found that the selection process of Market Rulers LLC is effectiveness in getting the right

candidates.

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 TERMINOLOGY

❖ E-Recruitment

❖ Job Post / LinkedIn

❖ E-Selection

❖ Interviews

❖ Human Resource Management

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BIBLIOGRAPHY

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