16
A
Project Report
on
“TO STUDY THE EFFECTIVENESS OF SEARCH METHODS
IN RECRUITMENT CONSULTING FIRM”
Submitted in partial fulfillment of requirement for award of the degree of
Post Graduate Diploma
in
BUSINESS DEVELOPMENT
Submitted by
RASHIKA GUPTA
Student ID: 7722028172
PGDBM – IV Semester
16
ACKNOWLEDGEMENT
One can never make a project without anyone’s help. It is made from the
combination of feedback, contributions, suggestions, ideas, and reviews from so
many people and without the help of guidelines; I couldn’t be able to complete this
project.
I was working in the Organization named Antal International, Gurugram,
Haryana. It’s a Recruitment Consulting firm of Automotive Sector. Working in
this Organization was so amazing. I am very grateful to everyone working there for
sharing knowledge and experience about the process and workings with me.
Without their support I couldn’t be able to complete my project effectively.
I would like to thank my Organization Head Mr. Sunil Kapoor and Industry
Mentor Ms. Rekha Kapoor who had been a great support during the completion
of this project. During this project they gave me invaluable inputs while I was
endeavoring to complete this project on time.
I am so grateful to all the staff of Antal International. They helped me in delivering
my best during the entire tenure of the project, by mentoring me time to time.
Also, I would like to thank my faculty guide Ms. Richa Chauhan Mam, who gave
me valuable solution to all my critical problems during the making of this project
and a very big thanks to all the Members of NMIMS student support team, for
providing me the opportunity to work on this project in this great organization.
Last but not the least, very special thanks to all the respondents who gave the
honest feedback and their valuable time by filling the questionnaires on time by
which I can carry out this research project effectively.
16
TABLE OF CONTENTS
Sr. No Particulars Page No
1 Executive Summary
Chapter I: Introduction
1.1 Introduction to Recruitment Consulting Firm
2. 1.2 Study Background: Search Methods Used in A Recruitment
Consulting Firm
1.3 Scope of Research
1.4 Objectives of Research
1.5 Need to Investigate the Project
Chapter II: Organization Profile
2.1 Introduction to Organization
2.2 Profile of company
2.3 Mission, Values, Philosophy
2.4 Formation of Antal International
2.5 Antal International Organization Structure
3. 2.6 Turnover of Antal International
2.7 Competitors
2.8 Expertise and services offered
2.9 SWOT Analysis
2.10 Steps of Recruitment
2.11 Brief of my role in Antal
4. Chapter III: Review of Literature
Chapter IV: Research Methodology
4.1 Objectives
4.2 Scope
4.3 Importance
5 4.4 Research Design
4.5 Sampling Technique
4.6 Sampling Area
4.7 Sampling Method
4.8 Instrument Used in Data collection
4.9 Sample size
4.10 Limitations
Chapter V: Data Analysis
5.1 Age of Respondents
5.2 Experience in this Industry
5.3 Recruitment Process Awareness
16
5.4 Qualities
5.5 Internet job Portals Effectiveness
5.6 Social media and professional networks Effectiveness
6
5.7 Employee Referrals Effectiveness
5.8 Social Network Referrals Effectiveness
5.9 Company Website Effectiveness
5.10 Profiles sent per day
5.11 Time spent to interview one candidate
5.12 Types of Questions posed in Interview
5.13 Do client allot budget?
5.14 Sources of Communication
7 Chapter VI: Findings and Conclusion
8 Chapter VII: Suggestions and Recommendations
9 Chapter VIII: Bibliography
10 Chapter IX: AnnexureS
10.1 Questionnaire
16
EXECUTIVE
SUMMARY
16
EXECUTIVE SUMMARY
Introduction
This project is about the “Comparative study on the effectiveness of search methods
in a Recruitment Consulting firm”.
Search methods in a Recruitment Consulting firm are:
Internet Job Portals
Employee Referrals
Advertisement
Social Media & Professional Network
Company website
Candidate social network referral
Objectives
To develop an effective recruitment channel in this organization.
To make our organization the most trusted brand among other HR consultancies.
To have a successful recruitment so that the company can retain more and more
employees in the organization.
Purpose
Purpose of this project is to do successful Recruitment by the most effective search method.
It will lead to Client’s Satisfaction and creates a long time bond of our clients with our
Consultancy. Also if there is a successful recruitment in our own organization then it will
lead Retaining of Employees which will ultimately leads to Decrease in Employee
Absenteeism rate as well as Increases the productivity of the organization.
Research Methodology
Conclusion
I conclude this project as, the most effective Search methods among all of the Sourcing
methods is Internet Job portals and references that we take from Candidates along with their
social network of subordinates.
16
STUDY
OBJECTIVES
16
OBJECTIVES OF THE STUDY
To have a successful recruitment so that the company can retain more and more
employees in the organization.
Successful Recruitment minimizes Employee lower productivity and turnover rate
absenteeism.
From the study, awareness level about the recruitment process of employees can be
analyzed.
The study helps to know what are the conditions that affect the decision of employees
to choose best suitable candidate from pool of applicants?
The study will be useful for the company to identify the expectations of the
employees from candidates.
From the study, the most effective method in recruitment is analyzed by getting the
feedback from headhunters itself.
The Study helps us to know, out of all search methods which candidate sourcing tool
gives the right candidate every time.
It will help to know how much time to invest on one candidate.
16
CHAPTER-I
INTRODUCTION
16
CHAPTER I:
INTRODUCTION
1.1 Introduction to Recruitment Consulting Firm
A Recruitment Consulting firm is a business of providing professional services to an
individual or an organization for a fee. This professional service includes searching and
screening of qualified persons to fill the vacant position of the client’s company or
organization.
These Consultancy firms recruit industry- specific specialist or domain experts as their
consultants who ultimately help the client to get the favorable candidate to fill the position in
their company or organization.
There are different sourcing methods used by the consulting firm that makes client to stay
over a long period. To make their Organization best in the field, more and more consultants
are performing well by following these sourcing methods. This study is basically done to
know: what are the most effective search methods to find a suitable candidate for clients in a
recruitment consulting firm?
The Search Method/Recruitment channel’s success majorly depends upon the speed at
which potential contacts matches the vacant position’s requirements. It is totally based on
the number of vacancies and the total number of job seekers uses that channel.
1.2 Study Background
Following are the Search Methods which are used in a Recruitment Consulting Firm
1.2.1 Internet Job Portals
An Internet Job portal is specifically a website which deals with posting of Job vacancy of
different levels by employers so, that the maximum number of potential candidates can
apply to these job vacancies. This will help the employer to get the quality of talented
candidates suitable for the vacant position from the pool of applicants. These job postings
include the posting of job description so, that applicant can get to know about the need and
requirements for the job vacancy.
Through this job portals potential employee can upload their resumes online so that
employer can get to know more about his/her profile.
16
Benefits of Internet Job Portal:
It is cost effective.
We can reach to bigger audience by using these job portals.
It is accessible, Durable, and flexible.
We can make our job ad more dynamic.
It is very immediate as job posts and replies appear in real time.
Best Job portals in India are:
Monster
Naukri
Naukrihub
Timesjobs
Careerjet
Shine
Placement World etc.
1.2.2 Employee Referrals:
Employee referral is a structured program that organizations and companies use to find the
talented and suitable people by asking their existing employees to recommend candidates
from their existing networks. It is basically an internal method for finding job candidates.
Hiring and Finding ideal job candidates, especially those with in demand knowledge and
skills, has become an extremely expensive, hard, and time-consuming.
Employees generally refer people who they think would be a good fit, hardworking,
cooperative and an asset to the organization for a particular position. They will prefer best
because they are subjecting their own reputation to risk every time they refer someone.
Benefits of Employee Referral:
Employee Referral improves quality of Hire.
It increases employee retention rate.
It reduces time and cost to hire.
It strengthens employer brand
1.2.3 Social media and professional networks
Today, Decision makers and Job recruiters are increasingly started using online social media
networking sites to gather information about the job applicants. Job seekers began to
advertise their skills and post resumes on these social networking sites.
A study by Microsoft suggests that job seekers should pay attention what they are
commenting & posting online as employer nowadays notice everything we do on
professional networks & social media sites.
16
Not only we can find job using social networking sites, but also we can create and cultivate
our brand image before the potential clients.
Benefits of social media and professional networks:
It is cost effective.
We can reach to bigger audience by using these job portals.
It is fast, efficient and easy to use.
Some popular social media and professional network are:
Linkedin: It’s a great way to access the job posting and to reach the bigger
audience. Here we can join groups of our interest and contribute to discussions
which will ultimately increase your visibility.
Facebook: Many of the recruiters started posting jobs on facebook. We can
find these job advertisements by clicking on the “Job on Facebook” option in the
search window.
Twitter: The benefit of twitter is the free flowing communication as it allows us
to contact the recruiter and hiring manager directly without need to send the
resumes first.
Youtube: Youtube is a perfect way of showing video samples of your work. It
will also be evidence of your communication skills and knowledge.
Xing: Xing is similar to the linkedin platform, where professionals connect with
each other and can join different groups of our interest.
1.2.4
Company Website:
Company website is a great way to speak out why prospective hires should be working for
16
their company. In every website there is generally a tab of career opportunities and current
vacancies where candidate can apply for the vacant jobs. Also it helps in building databases
of candidates which we can use it in filling future requirements. It’s a cost effective source
and maintaining it will take less time.
1.2.5 Candidate’s Social Network Referral:
In Candidate’s social Network Referral Mass emailing of job announcements is done to the
employee’s social network. Also in this we ask the candidates to Refer for the vacant
position if there are more than 1 position in the same organization. As they know their
subordinates in the current organization who may be interested for the vacant position.
By this we can get the talented candidates and in less time.
1.3 Scope of the Study
From the study, awareness level about the recruitment process of employees can be
analyzed.
The study helps to know what is the condition that affects the decision taken by the
employees to choose best suitable candidate from the pool of applicants?
The study will be useful for the company to identify the expectations of the employees
from candidates.
From the study, the most effective method in recruitment is analyzed by getting the
feedback from headhunters itself.
The Study helps us to know, out of all search methods which candidate sourcing tool
gives the right candidate every time.
It will help to know how much time to invest on one candidate.
1.4 Objectives of the Study
To have a successful recruitment so that the company can retain more and more
employees in the organization.
Successful Recruitment minimizes Employee lower productivity and turnover rate
absenteeism.
From the study, awareness level about the recruitment process of employees can be
analyzed.
The study helps to know what are the conditions that affect the decision of employees
to choose best suitable candidate from pool of applicants?
16
The study will be useful for the company to identify the expectations of the
employees from candidates.
From the study, the most effective method in recruitment is analyzed by getting the
feedback from headhunters itself.
The Study helps us to know, out of all search methods which candidate sourcing tool
gives the right candidate every time.
It will help to know how much time to invest on one candidate.
1.5 Need to Investigate the Topic
The need to investigate this study is to find out which Search method provides the
recruitment consultants, the better results in order to achieve their goals and objectives.
Recruiting and Retaining of Employees in the industry is very difficult. Therefore, qualified
personnel should be compensated well. Whereas, Technical Employees should be given
rewarding and challenging work so, that they don’t lose interest in their work. This will
ultimately lead to retaining more and more employees.
This study is useful in order to know the time required to process a profile by different
methods, quantity of profiles, quality of profiles obtained by each method, creativity to
obtain suitable profiles for the clients.
The study will help us to know the factors that influence the decision making of employees
to choose the best candidate. The purpose of the study is to get the most effective method in
recruitment is analyzed by getting the feedback from headhunters itself. Also, it will help us
to know how much time to invest on one candidate. This study will be useful for the
company to identify the expectations of the employees from candidates for successful
recruitment as it will decrease absenteeism, lower productivity etc.
16
CHAPTER-II
ORGANIZATION
PROFILE
16
CHAPTER-III
REVIEW
OF
LITERATURE
16
CHAPTER-IV
RESEARCH
METHODOLOGY
16
CHAPTER-V
DATA ANALYSIS
16
CHAPTER-VI
DATA ANALYSIS
16
CHAPTER-V
CONCLUSION &
FINDINGS
16
CHAPTER-VI
SUGGESTIONS
&
RECOMMENDATIONS
16
CHAPTER-VII
BIBLIOGRAPHY
16
CHAPTER-VIII
ANNEXURES
16