HUMAN RESOURCES RECRUITMENT & SELECTION

A PROJECT STUDY
SUMMER INTERNSHEEP
SUBMITTED

by

ABHIJEET RANJAN

Univ. Roll No.: (23124231019)

Reg. No.: 5266/23/24

In the partial fulfillment for the award of the degree

of

MASTERS OF BUSINESS ADMINSTRATION

IN

HUMAN RESOURCE MANAGEMENT

FACULTY OF MANAGEMENT SCIENCE (MBA)

VEER KUNWAR SINGH UNIVERSITY

ARRAH, BHOJPUR, BIHAR – 802301
JAN ,2023
HUMAN RESOURCES RECRUTIMENT & SELECTION
A PROJECT STUDY
SUBMITTED by

ABHIJEET RANJAN
Univ. Roll No.: (23124231019)

Reg. No.:

In the partial fulfillment for the award of the degree

of

MASTERS OF BUSINESS ADMINSTRATION (2023-25)

IN
HUMAN RESOURCE MANAGEMENT

FACULTY OF MANAGEMENT SCIENCE (MBA)

VEER KUNWAR SINGH UNIVERSITY

ARRAH, BHOJPUR, BIHAR – 802301
JAN ,2023
 A PROJECT STUDY
ON

HUMAN RESOURCES RECRUTIMENT & SELECTION

Submitted in the partial fulfillment for the award of the degree

of

MASTERS OF BUSINESS ADMINSTRATION (2023-25)

AWARDED BY

FACULTY OF MANAGEMENT SCIENCE (MBA)

VEER KUNWAR SINGH UNIVERSITY

ARRAH, BHOJPUR, BIHAR – 802301
Under Guidance of: Submitted By:

Dr. Md. Khushnood Alam ABHIJEET RANJAN

Assistant Professor Class Roll No.: 07

Faculty of HRM Univ. Roll No.: (23124231019)

V.K.S.U., Ara-802301 Reg. No.:5266/23/24

Session: 2023-25
 DECLARATION

I ABIJEET RANJAN a student of MBA(HRM) 3rd Sem studying at Veer

Kunwar Singh University, Ara solemnly declare that the project work
entitled- “HUMAN RESOURCES RECRUITMENT & SELECTION” This
programme was undertaken as a part of academic curriculum
according to the University rules and norms and by no commercial
interest and motives.

I also declare that this project is the result of my efforts and has not
been submitted to any other University or Institution for the award of
any degree, or personal favors whatsoever. All the details and analysis
provide favors whatsoever. All the details and analysis provided in the
report hold true to the best of my knowledge.

DATE:-

PLACE:-

ABHIJEET RANJAN

Roll No.: 07

Univ. Roll No,:23124231019

Session:2023-25
 ACKNOWLEDGEMENT

It is with great pleasure that we present this report “HUMAN

RESOURCES RECRUITMENT & SELECTION”. We wish to express our
deep sense of gratitude and indebtedness to Prof. Md. Khushnood
Alam, Faculty of Management Science, Veer Kunwar Singh
University, for introducing the present topic and for his inspiring
guidance, constructive criticism and valuable suggestion throughout
this project work.

We also grateful to Prof. (Dr.) Sanjay Kumar Singh,

Director, MBA Veer Kunwar Singh University, Arrah (Bhojpur) for
having provide excellent academic atmosphere in this institution,
which made the endeavor possible.

We also extend our sincere thanks to all my friends who

have patiently helped me in accomplishing this undertaking. I also
wish to express my thanks to all Teaching and Non-teaching staff
members of the Faculty of Management Science (MBA) who were
helpful in many ways for the completion of the project.

ABHIJEET RANJAN
 PREFACE

People are a 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 & Selection procedure ensures
that these criteria are addressed

In this project I have studied Recruitment and Selection process of My

Liberty Homes 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 students who got an opportunity to do

my training with My Liberty Homes. My involvement in the project
has been
 INDEX (TABLE OF CONTENTS)

Sr.No. Particulars Page No.

1 Introduction 1-15

2 Literature Review 16-18

3 Terminologies 19-20

4 Objectives of Study 21-22

5 Scope of Study 23-24

6 Need of Study 25-26

7 Research Methodology 27-30

8 Data Analysis & 31-40

Interpretation

9 Findings 41-42

10 Conclusion 43-44

11 Bibliography 45-47
CHAPTER-1
INTRODUCTION

1
Introduction About Information Technology (IT) Sector
Information Technology contains of 2 major components i.e. IT Services &
Business

Processes outsourcing also known as BPO/ ITES. The Information Technology

sector has raised the GDP from 1.2% (1998) to 8% (2021).

Along with Burroughs, the 1st software export zone launched the IT sector

first in Mumbai, India in 1967. During 1980, around 80% of the software export
of the

country was from S.E.E.P.Z(Software Export Zone). They established their first
office

in 1973 in Mumbai. The Information Technology provides around $155 billion in

the

gross value, and it grows between 10-15% per annum.

Low-cost labor arbitrage is our main advantage so far, which requires a skill to
convert

least-cost least value add Service providers to least cost highest value add
partners.

Information Technology companies can extend their services to find solution for
financial customers around the global.

Few services, which are under them, are Insurance, Financial risk management,
underwriting and natural disaster modeling.

2
Major hubs of IT are in:

1. Bangalore

2. Mumbai

3. Chennai

4. Hyderabad

5. Pune

Current Scenario of IT Sector

IT industry is evolving rapidly with various developments to change the standard

of the Indian Businesses.IT sector contains software management, online
services, Consultancies, Software development & BPO (Business processes
outsourcing). This industry is potential enough to face the challenges and accept
the changes. There are many factors which influences, they are as follows:

1. Recession in other countries (Demand -supply gap).

2. Tax Structure and issues.

3. Poor Infrastructure.

4. Restricted preferential access to local firms or organizations.

5. Cost variation between countries.

Recent Scenario of IT Service sector

One of the Article states, amongst the two industries in the country, Information
Technology stand sin number One position as of today.

3
IT is expected to grow 12 & 15% in India. This information is provided as per

NASSCOM (National Associations of Software and Services Companies) in India.

In the year 2019, India has beaten USA in software developers, in which

India had 60 lakhs developers whereas, USA had 42 lakhs developers.

IT industry provides employment to many in India.

There are some more benefits of IT industry, and they are FDI and exports 54.17
percent.

Gross Value has been included at present price in Indian Service sector. This
sectors the key player for Indian economic growth.

Key Players in IT sector

1. Infosys

2. Wipro

3. TCS

4. Oracle Financial Services

5. HCL Technologies

6. Tech Mahindra

7. Mphasis

8. Mindtree

9. Cognizant

10. Capgemin

4
Country Wise Market Size of Employment in IT Secto

5
Recruitment
“Recruitment refers to the process of identifying, attracting, interviewing,
selecting, hiring, and onboarding employees. In other words, it involves
everything from the identification of a staffing need to filling it.”

Recruitment is the first step in building an organization's human capital.

According to Kempner,
“Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates.”

Specific tasks involved in the process of recruitment include:

• Analyzing job requirements

• Advertising the vacancy

• Attracting candidates to apply for the job

• Managing response

• Scrutinizing applications

• Shortlisting candidates

6
Selection
“Selection is the process of identifying an individual from a pool of job applicants
with the requisite qualifications and competencies to fill jobsin theor ganization”

Selection is a 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.

Some activities in selection include:

• Screening

• Eliminating unsuitable candidates

• Conducting an examination (aptitude test, intelligence test, personality test,

etc.)

• Interviews

• Checking references

• Medical tests

7
 Key Differences Between Recruitment & Selection
The process of recruitment involves the development of suitable techniques for
attracting more candidates to a position vacancy, while the process of selection
involves identifying the most suitable candidate for the vacancy.

Recruitment precedes the selection process, and the selection process is only
completed when a job offer is created and given to the selected candidate by
appointment letter. To thoroughly understand the difference between
recruitment and selection, there are certain points to keep in mind.

1. Recruitment is the process of finding candidates for the vacant position and
encouraging them to apply.

Selection means choosing the best candidate from the pool of applicants and
offering them the job.

2. Recruitment is a positive process aimed at attracting more and more job

seekers to apply.

Selection is a negative process, rejecting unfit candidates from the list.

3. Of the two, recruitment is relatively simpler. Recruitment has the recruiter

paying less attention to scrutinizing individual candidates.

Whereas selection involves a more thorough examination of candidates where

recruiters aim to learn every minute detail about each candidate, so they can
choose the perfect match for the job. Recruitment is less time-consuming and
less economically demanding, as it only involves identifying the needs of the job
and encouraging candidates to apply for them.

8
Selection involves a wide range of activities, which can be both time-consuming
and expensive.

The process of Recruitment & Selection is as follows:

1. JA (Job Analysis) which includes Job Description and Job Specification.

1. KSA (Knowledge, Skills, and Abilities) required for the position.

2. Sourcing.

2. Selecting few candidates amongst many for the position (Segregating).

3. Initial Screening & Selection.

3. Taking interviews and offering a candidate forthe vacant position.

9
SOURCE OF RECRUITMENT

10
External Source of Recruitment

“It is the process of recruiting the people outside the organization; though it is
time taking and cost incurring, new talents can be found for the organization,
which helps in maintaining the balance in a firm”

The external recruitment sources are:

1. Newspaper or Television or Radio Advertisement.

2. Consultancies.

3. Wanted Signboards.

4. Campus Recruitment,

5. Search on Job Boards or Internet.

6. Job Fair.

7. Referrals.

Internal Source of Recruitment

“It is the process of searching and filling the vacant position of the organization
internally (within the organization)”.

It is time as well as cost saving.

11
The internal recruitment sources are:

1. Transfers.

2. Promotions.

3. Ex-employees.

4. Circulars.

5. Intranet and Advertisement.

6. Employee Referral.

STAGES OF RECRUITMENT
1. Pre- recruitment.

2. Post-recruitment.

There are various steps in pre-recruitment, and they are as follows:

➢ Sourcing the profiles of the position.

➢ Screening.

➢ Arranging an interview for the candidates.

➢ Conducting the interview. It consists of various rounds-

▪ Aptitude Test (CBT),

▪ Group Discussion,

▪ Personal Round,

▪ Technical Round,

▪ HR round and

▪ Managerial round.

12
Similarly, Post-recruitment also has certain steps:

➢ Selection of candidate,

➢ Issuing offer letter,

➢ Completing the joining formalities,

➢ Induction program,

➢ Internal System and Email ID creation,

➢ Issuing ID cards and visiting passes and

13
 SELECTION CRITERIA

1. Education & Specialized Skills.

2. Experience in any organization.

3. Physical Characteristics of the candidate

4. Personality / Behavioral Characteristics of the candidate

14
 METHODS OF SELECTION

1. Aptitude Test - National Qualifier Test (NQT)

• Technical Positions

o Personal interview.

o Written technical / coding test on Java, .Net, SQL, HTML.

• Non-Technical Positions

2. Interviewing the candidate.

3. Salary Negotiation.

4. Gathering Information for Background Verification of candidate.

5. Onboarding.

15
CHAPTER-2
LITERATURE
REVIEW

16
 Literature Review
By Dr. RACHANA C [January 2019]
Recruitment & selection is a process that enables us to manage and lead people
in our organization. It is helps to know the capacity of the organization to take
part in few key events. It also helps in understanding the workforce sources in
an organization, in order to understand the competitive advantages. Although
all employees won’t engage, it is proved that most of the employees utilize this
methods and process. Managers usually wont encourage employees for
discussion and the problem arises here. Employees are blamed for the failures
in the process, instead of knowing the weakness in the techniques,
methodology, practices and the process which has errors. All the errors are not
because of the methods, few are due to the human errors and decisions. It
actually depends on the new candidate hired, their potentiality and their
effectiveness in aiming for the organizational goal.

Reduces Labor Turnover & Better Employee Morale are effective results of R &
S process. Ineffective recruitment is loss to both candidate and the organization,
as it is waste of time and money (The employee might leave the organization).
Recruitment process involves valid practices. Generally, Managers wait for the
feedback from their sub-ordinates (Line Managers) to have an idea about
incubation period and procedures to find out the mistakes and rectify it. Most of
the firm do not consider labor turnover. Selection process follows traditional
methods which consist of interviewing, testing, assessment, application forms,
references and few more. Selection process has both its merits and demerits.
The best Selection technique is the one which has effective reliability and
validity.

17
By JOY O EKWOABA, UGOCHUKWU U IKEIJE, [2015]
It explores the utilization of Fidelity Bank for the R & S process for convergence
for exploring its effects of organization. When a survey was conducted many
enlisted factors came out and uncovered choice criteria was out, which made an
impact on the capital of the organization and also on association executive. As
many difficulties solved by the association executive, the R & S criteria become
stronger and better, utilizing all resources in the organization.

By Ms. G. KARTHIGA, Dr. R. KARTHI & Ms. P. BALAISHWARYA

[April 2015]
Recruitment is the process of identifying and searching potential workers and
enhancing their skills and empowering their employments. Determination is the
key factor, through which the organization classify their employees. They select
the candidate who has meet the organizational goals with all conditions applied
without any restrictions. Hence it is suggested to follow all kinds of recruitment
strategies for selecting the best candidates for the vacant positions and also to
enhancing the performance.

By, Dr. SALITHA JARDAT [2014]

The key factor that drives the Human Resources is R & S process, which has
inspired many associates. For better conclusive results, productive recruitment,
and selection are used.

By, MAVIS ADU-DARKOH [June 2014]

The Ultimate aim of R & S is to accomplish the objective of human asset
administrative work, which is fundamentally set up on execution of association
in the organization

18
CHAPTER-3
terminologies

19
 Terminologies
• Information technology (IT) - is the use of any computers, storage,
networking and other physical devices, infrastructure, and processes to create,
process, store, secure and exchange all forms of electronic data.

• ATS - An applicant tracking system (ATS) is software for recruiters and

employers to track candidates throughout the recruiting and hiring process.

• RaaS - Recruiting as a Service

• R&S – Recruitment and Selection

• SWOT - SWOT stands for Strengths, Weaknesses, Opportunities, and

Threats.

• Job Boards – Job boards are the websites that deals specifically with
employment or careers.

• Gross value added (GVA) - In economics, gross value added is the

measure of the value of goods and services produced in an area, industry, or
sector of an economy.

20
CHAPTER-4
OBJECTIVES

21
 Objectives of Study

• The objective of the study is to understand the current Recruitment and

Selection process carried out in Information Technology (IT) giant, Tata
Consultancy Services.

• The strategies & sources used by the organization to retain their top
performing, loyal employees and attract new talents, inside and outside of the
organization.

• Feedback collection to improve standards of IT recruitment practices (SRP)

22
CHAPTER-5
Scope of study

23
 Scope of Study

• This study speaks about the R & S process practiced by Tata Consultancy
Services detailed description of R & S process is studied and reported.

• It also analyses the ethical practices followed by Tata Consultancy Services.

• This study compares the R & S process followed by Tata Consultancy Services,
with the actual/standard R & S process carried out in big IT organizations.

24
CHAPTER-6
Need of study

25
 Need of Study

• To fix the gap between the current and latest techniques, methods and
procedure used for the R & S and to identify relationship between them and to
adapt the new changes in the markets, to perform well and increase the client
satisfaction.

• To hire right person for suitable positions.

26
CHAPTER-7
Research
methodology

27
 Research Methodology

Research-Design is a process in which information is collected and analyzed, to

provide solutions for the problem. It is a method used to find solutions for
questions asked in research. There are 4-types of Research Design, namely:

1. Descriptive Research Methodology,

2. Correlational Research Methodology

3. Experimental Research Methodology.

4. Causal- Comparative Research Methodology.

Research Methodology is systematic method which is used to collect information

about a particular topic and to do detailed study on that topic.

Data Collection:

Questionnaires is the primary data collection source and through articles,

books, company website. Secondary data collection has been carried out
through Google forms.

Research tool:
Research tool is an instrument or means through which the research is carried
out. Example: - Surveys, Questionnaires, etc.

28
 RESEARCH DESIGN
The type of research design used in this study is “Descriptive Research”.

Descriptive research design involves summarizing and organizing of the data so

that they can be easily understood. The main purpose of this descriptive
statistics is to provide a summary of the samples. This generally means that the
descriptive statistics is not developed based on probability theory.

HYPOTHESIS

Recruitment policies must be effective and efficient. These policies should meet
the objectives of an organization.

1) Null Hypothesis (H0): The respondents are not satisfied with

current recruitment & selection practices .

2) Alternative Hypothesis (H1): The respondents are satisfied with

current recruitment & selection practices .

• Recruitment & Selection practices used in more efficient, economic and time
saving.

• Recruitment is an important activity for searching the right talent for

improvement of overall business organization.

29
 RESEARCH METHODOLOGY

DATA SOURCE

1) Primary data: - Primary data was collected from the self-designed

Questionnaire that was filled by employees of the using Google Forms.

2) Secondary data: - It is gathered from the internet, journals, past records,

etc.

PLAN TO WORK

1) Study various journals on Recruitment & Selection practices.

2) Survey on employee’s experience during recruitment & selection through

Google form.

3) Analysis of data analysis and interpretation.

4) Conclusion.

Sample Size

The sampling size undertaken for this research is 50 employees of the

Consultancy Service

30
CHAPTER-8
Data analysis
&
interpretation

31
 Data Analysis & Interpretation
1. Duration of Employee working in the recruitment team .

Inference:
It is very clear from the above table that 40% of the employees have worked for
0-1 year. 30% of them have served 2+ years. 10% of them have served 3+ years
and 20% of them have worked for 5+ years in the organization.

Interpretation:
The above data tells that majority of the employees working in the recruitment
team are between 0-1 years.

32
2. Job boards used by the HR team in recruitment.

Inference:
From the above table we can say that 20% use Naukri, 40% use Dice, 20%
use LinkedIn, 10% use CareerBuilder and 10% use Monster for hiring
employees using websites or job portals.
Interpretation:
Dice is the job portal majorly used by the organization to source candidate
when compared to other job boards. Naukri & LinkedIn are at secondary
board used for sourcing. These websites help in identifying and selecting
the potential candidates.

33
3.Are real time, right candidates available on the ATS & Job
Portals as per job description.

Inference:
From the above table 70% of the recruiters thinks that eligible candidates are
available on job boards, 20% thinks opposite and remaining 10% of thinks, by
chance they get real time fit candidates as per job description.

Interpretation:
70% recruiters of the organization say job board’s helps in identifying and
selecting the potential candidates.

34
4.According to HR team present R&S procedure followed by
as per the global standards?

Inference:
From the above table 80% of HR team has stand that R&S procedure is as per
standard. 10% thinks opposite and remaining 10% thinks changes are required.

Interpretation:
80% of team has a stand the current R&S procedure is as per the client
standards.

35
5. Category wise focus on the job roles for Recruitment &
Hiring.

Job Roles For Recruitment& Hiring.

Inference:
From the above table 60% of current focus of R&S hiring is for IT positions and
40% is on Non - Technical ITES job roles.

Interpretation:
60% of current focus of R&S hiring is for IT positions for serving the clients.

36
6. Types of interview conducted for recruitment.

Inference:
From the above table 80% structured interview type is used and 10% is on
Unstructured Interview.

Interpretation:
80% of current selection is done using structured interview.

37
7. Methodology used for recruitment

Inference:
From the above table 60% recruitment is done through E-Recruitment and 40%
is through campus hirings at colleges, education institutes, etc.

Interpretation:
60% recruitment is done through E-Recruitment.

38
8. Which is the source of recruitment method uses for hiring?

Inference:

From the above table 90% source of recruitment is External and 10% is through
Internal Source.

Interpretation:
90% recruitment is done through External sources like vendors, campus.

39
9. Do really follows the ethical practices for recruitment.

Inference:

From the above table 90% employees says ethics are practiced during hiring and
10% finds some inaccuracy in system.

Interpretation:
90% recruitment is ethically done.

40
CHAPTER-9
findings

41
 Findings
1. The company follows standard recruitment procedure and leverages
multiple job boards to source best talents available in job market.

2. The R & S process, methods and practices followed in the company gives
positive outcomes as per client’s expectations.

3. Availability of more experienced resources increases overall productivity

of the team and helpful in guiding freshers.

4. The ultimate objective of conducting interviews, R & S process is to find

new talents for fulfilling client requirement of hiring right resource.

42
CHAPTER-10
conclusion

43
 Conclusion

• Managing the organization efficiently is possible by the standard organizational

as well as HR policies. It also helps in leading company.

• Utilization of fair, valid and reliable R & S process helps in improving the
business by the point view of competitive job market.

• Identifying the strengths and weakness of the employee is very essential for
organizational growth, as it will inversely affect the overall performance of the
organization.

• Few positive changes in the R & S process can help company to grow.

• Talented employees are retained, and new talents are hired for the job to meet
the client expectations and project demand.

• Training & development activities can be conducted to enhance the skills of

the employee.

• Above study, says many employees working in the organization are quite
happy with standard of R & S practiced.

44
CHAPTER-11
bibliography

45
 Bibliography

• Recruitment and Selection: Theory and Practices by Professor Dipak Kumar

Bhattacharyya, Cengage learning.

• Recruitment and Selection: Employee Selection by Gareth.

• Roberts, 2005, CIPD (Chartered Institute of PersonnelDevelopment)

publication - SecondEdition.

• www.tcs.com

• www.papers.ssrn.com

• www.wikipedia.com

• Rachana. C,Research scholar on Recruitment and Selection process, Singhania

University, Rajasthan, India, 2019, P 11-12.

• Joy O Ekwoaba, Ugochukwu U Ikeije, Umudikendubusiufoma,

• the impact of Recruitment and Selection criteria on organizational

performance, University of Lagos, 2015, P 22-23.

46
• Ms. G. Karthiga, Dr. R. Ksarthi And Ms. P . Balaishwarya, Recruitment and
Selection process, IJSR publications, Volume 5, Tamil Nadu, India, 2015,

• Dr. Salitha Jardat , A study on Effectiveness of Recruitment, International

Journal of pure and applied Mathematics, Volume 119, 2018,P 2755-2764.

• Mavis Adu-Darkoh, Employee Recruitment and selection practices, School of

Business, KNUST, 2014, P 1-3.

• Pooja Khanna, IJRMT, IJRM publications, Karachi, India, 2014, P 1-7.

47