A STUDY ON THE RECRUITMENT AND SELECTION PROCESS WITH THE

EMPLOYEES OF THE TECHINDIA INFOWAY [Link]

PROJECT REPORT

(A Report submitted in Partial Fulfillment of the Requirements for the degree ofMaster of
Business Administration in Pondicherry University)

Submitted by
Ms. DEVADHARSHINI S
Enrolment No: 0221390774
MBA: HRM

Under the guidance of

Dr. J. ARUL SURESH

ASSISTANT PROFESSOR,

DEPARTMENT OF COMMERCE

LOYOLA COLLEGE, CHENNAI - 34

DIRECTORATE OF DISTANCE EDUCATION

PONDICHERRY UNIVERSITY
PUDUCHERRY 605 014
APRIL - 2023
 CERTIFICATE OF THE GUIDE

This is to certify that the project work titled “A STUDY ON THE RECRUITMENT AND
SELECTION PROCESS WITH THE EMPLOYEES OF THE TECHINDIA
INFOWAY [Link]”, is a bonafide work carried out by Ms. DEVADHARSHINI S
Enrolment No: 0221390774 carried out in partial fulfillment for the award of degree of MBA
HRM of Pondicherry University under my guidance. This project work is original and not
submitted earlier for the award of any Degree/ Diploma or associateship of any other
University / Institution.

Place: Chennai Signature of the Guide

Date: Dr. J. ARUL SURESH
 DECLARATION

I, DEVADHARSHINI S hereby declare that the project work titled “A STUDY ON THE
RECRUITMENT AND SELECTION PROCESS WITH THE EMPLOYEES OF THE
TECHINDIA INFOWAY [Link]”, is the original work done by me and submitted to
Pondicherry University in partial fulfillment of the requirements for the award of Master of
Business Administration in HRM is a record of the original work done by me under the
supervision of Dr. J. ARUL SURESH, Loyola College (Autonomous), Chennai.

Enrollment No: 0221390774

Date: Student’s Signature

 ACKNOWLEDGEMENTS

I bow before my parents and the Divine almighty for showering the Divine grace on me. I as a result of
this express my heartfelt gratitude to one and all concerned with my activities. First and foremost, I would
like to express my wholehearted thanks to our esteemed principal for allowing me to pursue this project.

I personally like to thank Dr. J. ARUL SURESH, Assistant Professor in Department of Commerce.
Loyola College Chennai, for sharing his most precious time, the light of knowledge with me and offered
me the necessary help from time to time. He was the source of constant inspiration and influence in
arriving me to think and work in an effective manner.

I would also like to thank the staff members of the department for their constant motivation and
encouragement in making this project a highly successful one.

DEVADHARSHINI S

Enrollment No: 0221390774

 CONTENTS
CHAPTER. NO PARTICULARS [Link]

LIST OF TABLES

LIST OF CHARTS

I 1.1 INTRODUCTION 1

1.2 OBJECTIVES OF THE STUDY 7

1.3 NEED OF THE STUDY 8

1.4 SCOPE OF THE STUDY 9

1.5 LIMITATIONS OF THE STUDY 10

II COMPANY PROFILE 11

III REVIEW OF LITERATURE 17

IV RESEARCH METHODOLOGY 26

V DATA INTERPRETATION 28

VI 4.1 FINDINGS 56

4.2 SUGGESTION 57

4.3 CONCLUSION 59

BIBLIOGRAPHY 60

ANNEXURE 61
 LIST OF TABLES

[Link] CONTENTS PAGENO.

1 Qualification of the respondents 35

Gender of respondents
2 36

3 Experience of the respondents 37

Marital status of employees

4 38

Source of Recruitment
5 39

6 Position applied by the respondents 40

Problems faced appearing for interview

7 41

Accessibility to the Respondents

8 42
Previous interviews attended by the Respondents in this
9 43
company

10 Duration of the interview 44

11 Recruiters Information about the company to the 45

Candidates

12 Setting realistic expectation about the company towardsthe 46

Candidates
Idea about the Mode of Interview given by the recruiter
13 47

14 Recruiter checking about the areas of interest 48

15 Enquiry about time, place. 49

16 Recruiter interest on responding Calls and Mails 50

17 Job Description 51

18 Standard of interview Process 52

19 Clarification of queries to the respondents 53

20 Overall Level of satisfaction of the Recruitment process 54

21 Recruiter Information about Role 55

22 Recruiter Information about Area 56

Explanation on Roles & Responsibilities to Candidates

23 57

24 Chi Square Analysis 58

25 Weighted Average 62
 LIST OF CHARTS

[Link] CONTENTS PAGENO.

1 Qualification of the respondents 35

Gender of respondents
2 36

3 Experience of the respondents 37

Marital status of employees

4 38

Source of Recruitment
5 39

6 Position applied by the respondents 40

Problems faced appearing for interview

7 41

Accessibility to the Respondents

8 42
Previous interviews attended by the Respondents in this
9 43
company

10 Duration of the interview 44

11 Recruiters Information about the company to the 45

Candidates

12 Setting realistic expectation about the company towardsthe 46

Candidates
Idea about the Mode of Interview given by the recruiter
13 47

14 Recruiter checking about the areas of interest 48

15 Enquiry about time, place. 49

16 Recruiter interest on responding Calls and Mails 50

17 Job Description 51

18 Standard of interview Process 52

19 Clarification of queries to the respondents 53

20 Overall Level of satisfaction of the Recruitment process 54

21 Recruiter Information about Role 55

22 Recruiter Information about Area 56

Explanation on Roles & Responsibilities to Candidates

23 57
 CHAPTER - I
1.1 INTRODUCTION

1
 Human resource Management is a management function that helps managers to Recruit,
Select, Train, and develops members as an organization obviously. HRM is a concerned with
the people’s dimension in organization.

This management is the planning, organization Directing and controlling of the procurement
and development. Compensation integration maintenance and separation of Human resource
to the end the individual organization and social objectives are accomplished.

HR function in any organization important in terms of Administration, manpower planning

recruitment, training, development, promotion etc. while HR has to perform its core functions.
It is also necessary to provide support services to other areas. This HR in any organization will
include personal secretaries, personal assistants, stenographers, clerks, superintendents,
attendants, messengers and other who may be required to perform the much-required
administrative function in the organization with particular reference to senior executives like
Directors, Executives Directors, General Managers and other group\unit heads in the
organization. Thus, it is very necessary to assess the right requirement so that the excess can
be remarked while simultaneously meeting the minimum requirement without which the work
will suffer.

Definition:

Having the right person, in the right place, at the right time, is crucial to organizational
performance. Recruitment is a critical activity, not just for the HR team but also for line
managers who are increasingly involved in the selection process. All those involved in
recruitment activities should be aware of all relevant legislation and the latest legal position on
issues such as discrimination, asylum and immigration and data protection among others.

2
Recruitment process:

Job analysis

Before recruiting for a new or existing position, it is important to invest time in

gathering information about the nature of the job. This means thinking not only about the
content (i.e.,tasks) making up the job, but also the job's purpose, the outputs required by the
job holder and how it fits into the organization's structure.

Job description

Carrying out a job analysis will form the basis of a written job description. This benefits
the recruitment process by providing information to potential applicants and recruitment
agencies who may be recruiting on your behalf acting as an aid in selection.

Person specification/job profile

A person specification or job profile states the necessary and desirable criteria for
selection. Increasingly such specifications are based on a set of competencies identified as
necessary for the performance of, the job. The document formed from the person specification
can then be used to inform the criteria you use to shortlist applicants.

Attracting applications

Internal methods

It is important not to forget the internal talent pool when recruiting. Providing
opportunities for development and career progression is an important factor for employee
retention and motivation. Organizations had a policy of advertising all vacancies internally -
using tools such as notice boards and their intranet. Some organizations operate an employee
referral scheme. These schemes usually offer an incentive to existing employees to assist in the
recruitment of family or friends.

3
 There are many options available for generating interest from individuals outside the
organization. These include placing advertisements in trade press, newspapers and on the Web.
However, the survey 1 finds that despite the increasing popularity of the Internet-based
methods in recent years, local newspapers currently remain the most frequently used means of
attracting candidates.

Managing the application process

Applications can be made by form or by CV. Application forms allow for information
to be presented in a consistent format, and therefore easier to assess objectively the candidate's
suitability when short listing applicants.

Dealing with applications

All solicited applications (e.g., responses to advertisements) should be acknowledged,

and where possible all unsolicited applications. Prompt acknowledgment is good practice as it
presents a positive image of the organization.

Selecting the candidates

Selection decisions should be made after using a range of tools appropriate to the time
and resources available. The most common techniques are described below.

Short listing

The first stage in the selection process is the creation of a list from the pool of
applications received of those to be invited for interview or other assessment activity. The
expansion of the use of the Internet raises the opportunity for online screening.

4
Selection interviews

Although they remain the most used selection technique according to CIPD surveys,
interviews have very poor predictive ability of suitability if conducted by untrained individuals
in an unstructured way. To have any value they should: always be conducted or supervised by
trained. Individual’s. Organizations

Should be prepared to discuss reimbursing reasonable travel costs for attending

interviews with the candidates prior to any interview.

Assessment centers

According to the CIPD survey, 43% of organizations in the UK use assessment centers.
They are most frequently used when recruiting for managers, professionals, and graduate
trainees.

Making the appointment

Offers of employment should be made in writing. It is important that employers are

aware of the legal requirements of what information should be given in the written statement
of particulars of employment.

Joining the organization

Well-planned induction enables new employees to become fully operational quickly

and should be integrated with the recruitment process.

Other points to consider References

A recruitment policy should state clearly how references will be used, when in the
recruitment process, they will be taken up and what kind of references will be necessary (e.g.
from former employers). These rules should be applied consistently.

5
Medical examinations

It is reasonable to require completion of a health questionnaire where good health is relevant

to the job.

Documentation

Recruitment staff. Information should be kept for sufficient time to allow for any
complaints to be handled.

Monitoring

Monitoring is not mandatory but it is good practice to ensure that all groups have an
equal chance at all stages of the recruitment process. Data collected for monitoring should not
be used for any other purposes.

Organizations should monitor their recruitment processes continuously to ensure their

validity, and that they are non-discriminatory. It believes that selection processes should be
based only on a candidate's ability to do the job ability to contribute to the organization’s
effectiveness potential for development.

6
 1.2 OBJECTIVES OF THE STUDY

 To find the effectiveness of the recruitment process in the organization.

 To find the satisfaction level of recruitment process in the organization.

 To analyze the various process involved in recruitment and ascertain the employee’s opinion
towards it.

 To find the effective source of recruitment.

 To rate the job description, roles and responsibilities given by the organization.

7
 1.3 NEED FOR THE STUDY

 The vacancies due to promotions, Internal Mobility, Retirements, Death, Labour turnover
and the creation of new vacancies due to growth expansion and diversification of business
activities of an enterprise.

 In addition, new vacancies are possible due to job specification. There are many numbers of
candidates attending the interview in Techindia Infoway Pvt Ltd, but the percentage of the
candidates selected is less. So, the management want to know about the difficulties of
prevailing recruitment process.

 Hence this study helps the organization to improve the recruitment process and to increase
the efficiency of the recruitment and also by offering valuable suggestion to the organization.

8
 1.4 SCOPE OF THE STUDY

 Identifies the prospective Employees with required characteristics.

 Provide consistent methodology for screening candidates

 To analyze the recruitment policy of the organization.

 This study will help the organization to know the effective method for recruiting an
employee.

9
 1.5 LIMITATIONS OF THE STUDY

 There are sample collected from the candidates who attended the interview
organization.

 Validity and Reliability of the data obtained depends on the responses fromthe
candidates.

 There is difficulty to find the candidates to collect the sample.

 The time duration is a constraint in this study

10
 CHAPTER - II
COMPANY PROFILE

WHO WE ARE?
Techindia imparts exceptional remote healthcare diagnostics and patient monitoring solutions
with a proven track record of success rates in highly regulated industries. Our elucidations
help physicians, IDTFS and healthcare systems from the private public government and non-
profit sectors simplify business processes. We provide-assistance in enacting strategies for
health management, accountable care and value-based initiatives. Our approach and quality of
services help improve customer relationship and satisfaction while adhering to regulatory
compliance.
Techindia combines the best technical minds, deep healthcare knowledge and smart
technology to create tangible, positive impact on cash-flows Our scalable vertically aligned
business model and process framework for the healthcare monitoring, diagnostic and
interpretation domain helps businesses actualize sustainable value through unrivalled
profitability. user satisfaction, operational excellence. improved patient care and business
agility.
OUR HISTORY
Techindia was established in 2001 to provide Enterprise ERP and workflow management
software development and design services for Hospital and Sleep Lab clinics in NJ-USA. Over
time, the company solidified a reputation for automation in scoring and interpretation of clinical
reports for a chain of sleep labs and hospitals. Techindia was soon sought out to be a trusted
partner for business and technology challenges, including business continuity remote
workforces, virtual client engagement and more for sleep labs in East coast and Australia.
Today we work with all the largest IDTFs. Hospitals and Group Practices for near real-time
Cardiac Monitoring of chronic patients all across the Globe Currently, we are recognized as one
of the leading on-shore and off-shore service providers in the country
TECHINDIA ALLIANCE IS YOUR IDEAL GLOBAL PARTNER
It's been quite a journey thus far. Our experience is built upon a 15-year heritage as a leading
provider of accurate cardiac reporting solutions. It's always a work in progress with millions of
patients reports analysed across the globe every year using varieties of software and data
acquired using varieties of medical grade bio sensors and wearables. As the burgeorting
regulatory environment continues to challenge this health care space globally, our team and

11
expertise can become invaluable resources to you. This real-world evidence gives us a thorough
understanding needed to deliver solutions that meet the stringent requirements of the market
and our customers.

Since 2002. Techindia has strived to drive innovation to achieve higher levels of efficiency for
our clients in the healthcare industry. Continuous training and knowledge upgrade are
essential elements of our process, and quality is our mainstay.

THE WAY WE WORK

We are passionate about understanding our clients' needs, businesses, and markets. We
harness leading-edge technologies to improve efficiency, security, and sustainability. We utilize
our unique offering of clinical, regulatory, and quality systems expertise combined with our
complete in-house software development capabilities to support our clients along the entire
transition journey without any delivery disruption.

Most of all, our collaborative approach is key to our success. We built our reputation by
helping our clients build theirs.

A DECADE OF SUCCESS STORIES

Whether you are in pursuit of maximizing resource utilization enhance patient engagement or
adopt the latest technology - we have the answers for all your needs. Customer satisfaction
remains our prime focus. Our unbeatable value proposition in the healthcare domain combined
with our operational capabilities and quality are guaranteed to significantly improve the
performance and profitability of your business.

Reach out to us and we will be happy to share demonstrable success stories. In the last decade
12
 of our operations, we have handled some of the largest healthcare providers in the US and have
built long-standing relationships through sheer delivery and customer satisfaction. You could
be one of them too!

WE MAKE A DIFFERENCE

In an industry marred with several business continuity challenges the high availability of
resources is intrinsic to the operations of a successful business. Several service providers falter
in this department, whereas at Techindia our primary customer touch-points revolve around
resource availability and is handled by a highly competent team of executives working round
the clock to clinch business continuity for global clients.

At Techindia, resource availability is taken care by a highly competent team of executives,

who work round the clock to clinch business continuity for our global clients.

BUSINESS VALUES

We aim to provide innovative solutions to support you in designing, managing, and enacting
lasting beneficial change. Our services enable you to

 Achieve efficiency and sustainable results

 Contract and manage healthcare administration costs
 Enforce growth strategies
 Team up with world class trained professionals from our endogenous CCT training academy
and protracted education programs
 Reduce year-on-year operational costs
 Global process standard and practice
 Expansive procedures, controls, and operations schedule
 Service continuity without business disruption
 Collaborative business experience

TECHINDIA KEY DIFFERENTIATORS

Customized solutions designed to fit the needs of small to mid-sized businesses Techindia's
Hub & Spokes delivery model offers innovative options to merge processes, people and
technology in an outsourced approach to create real business value. Our success rates! as gauged
13
by our clients through extensive audit programs, are unmatched in the industry while delivering
on customer specific turn-around-times (TATS)

Ask us about our extensive HIPAA and HL7 plans (endorsed by a US Fortune 100 company) to
get a notion of Techindia commitment to information security.

OUR TEAM

[Link] KUMAR [Link] MAHESHWARI CHIEF CHANDRA SEKAR [Link] [Link]

ADMINISTRATIVE OFFICER CTO VP Finance VP Operations
CEO & President

[Link] KUMAR KARTHIK KUMARAN BABU RAM

[Link] [Link] KUMAR [Link]
AVP Infrastructure & Compliance And Legal
Manager Delivery & General Manager
VP Digital Marketing
Information Security Operations Operations

V. ASHOKAN [Link] KUMAR C. SHANE D. GOPAL

KOTHANDA RAMAN
Manager Manager Delivery & Manager Delivery & Manager Quality &
Administration Manager Payroll Operations Operations Operations

M KISHORE M. THANGARAJ G. SURENDHAR S. Aishwarya

Global Delivery Manager Clinical Manager IT Assets & Product Engineer
R. Manjula
Manager Delivery & Learning Technical Support AI/ML Data Science Product Manager

THE ACADEMY

The Academy identifies adroit individuals at the nascent stages from across the country to
mound them into world-class technicians working towards the sole purpose of empowering
businesses with our revolutionary monitoring solutions.
14
We are always in the earnest pursuit of producing exceptional talent at Techindia as our talent is
the most valuable asset and gives us the biggest competitive advantage in the market. We offer
a holistic curriculum with a rigorous handpicking phase for the right talent to add to our
growing team of highly competent clinical technicians. The curriculum trains candidates to
detect any anomalies in a split-second and transfer the data to its respective destination. At the
cessation of the three-month course, selected candidates emerge ready to tackle real-world
healthcare monitoring challenges filled with a sense of making a tangible difference to lives
across the globe.

WORK WIH US

Our team comes with a broad range of industry relevant skills and expertise to the table. It
comprises of the best and brightest in the industry. An ideal mix of smart experienced and
resourceful specialists passionate about their roles within their specific teams focused as one
highly motivated and driven unit in pursuit of successful outcomes and solutions for our clients.
Techindia is an unprejudiced Opportunity/Affirmative Action Employer. We usher you to join
the Techindia team.

We are passionate about creating the best customer experience by integrating the disciplines if
clinical science, research and operations. We hire for potential, not position. To join us write to
careers@[Link].

SERVICE AND PRODUCTS PROVIDED

SERVICES

 Cardiac Rhythm Interpretation

 Overview
 Holter Diagnostics
 Cardiac Event/MCT Diagnostics
 Ambulatory ECC Diagnostics
 Cardiac Implant Monitoring Sleep Study Reporting

15
 E-ICU Monitoring
 CCM/RPM
 Clinical Trial and Research

PRODUCTS

 Rhythm Al
 My Beat CRM

16
 CHAPTER - III

REVIEW OF LITERATURE

1) Managing/effecting the recruitment process

Author: Margaret Richardson.

Recruitment, as a human resource management function, is one of the activities that impact
most critically on the performance of an organization. While it is understood and accepted the
poor recruitment decision continue to affect organizational performance and limit goal
achievement. In some areas, existing laws inhibit change; in others, the inhibiting factor is
managerial inertia. This paper discusses some of the strategies that organization can and do
employ to ensure the existence of the best possible pool of qualified applicants from which
they can fill vacancies as and when required.

2) Dimension of enterprise hypocrisy with specifies to recruitment and selection.

Author: Amer bhaur 2007

The purpose of the research is to investigate the dismal realities that occur within the
recruiter’s conscious or subconscious mind during a recruitment and selection (the gateway to an
organization). Our objective is to identify the dimension of enterprise hypocrisy and to understand
and to understand and explain the scenarios and the ways professionals are trying to cope with the
matter.

3) Study of what is valued in the recruitment process

Author: Maria Agren: Hanna lundquist: Asa Bengtsson (2006)

The purpose of this thesis is to examine how university studies abroad are valued when
recruiting white-collar workers. The ambition is to provide prospective and current students
with an understanding of the employer’s view of the subject. We have conclude that it is
difficult to determine specific competences that are preferable in the selection white

17
 collar workers; however, the candidate unique competences are somehow reflected in the
personality. Organization views the study abroad experience as rewarding for the candidate’s
personal development and maturity. The university study abroad experience might not be
valued higher in the future, but the more knowledge and information available; the larger are
the benefits for both the organizations and the candidates.

4) The Role of implicit processes in personnel selection: (2006) Author:

Candice Morris: Therese person

The purpose of this study is to try to discover in what way intuition seems to affect recruitment
and personnel selection in the initial meeting between two people. In order to do this we have
interpreted professional recruiter’s use of language when discussing intuition and its role in the
personnel assessment process and also during a practical photograph selection task. We have
adopted a phenomenological methodology so as to remain as loyal to the phenomenon as
possible in its actual context. Today’s job market leaves little room for error on behalf of the
employer or prospective employee in selection issues. We hope that our research and
conclusions will raise awareness and make helpful suggestions in this important facet of
personnel recruitment.

5) HR at Inova reengineers Recruitment Process Author:

Savills, Phyllis A.

Inova Health Systems was compelled to reengineer its recruitment process because its old
facility based decentralized recruitment program was rendered obsolete by the dramatic
changes in the Health Care Industry. Recruitment and employment policies were consolidated,
while the applications and forms supporting these policies were designed. New policies were
also introduced that addressed issues relevant to current Inova employees, such as Interval
Transfers, employees’ reassignments and evaluation systems. The simplification of the hiring
procedures enabled Inova to its number of applicants and interviews, and to increase, to
increase internal hiring.

18
6) Inova-Reengineers-Recruitment-Process-Continental-banks-On-New-Hiring-Plan Author:

McCarthy, Albert H.

NEC Information Systems wanted to increase the effectiveness of its recruitment

advertisements and the company achieved successful results using research to provide
advertising focus. The effective process included: meeting with its advertising agency to review
advertising campaigns: establishing focus groups of systems analysts and marketing
professionals to evaluate advertisement Responses: and researching

how to formulate the information garnered through research into effective advertisements.
Research results that NEC Information systems increased total exempt hires through
advertisements from 19% to 41%. Results also show that sales hires through Advertisements
increased from 14.6% to 47.8%. Additionally, results show that the company achieved savings
of nearly $500,000 by decreasing its use of agencies.

7) Continental banks on new hiring plan Author:

Nelson, Todd S.

Continental banks new corporate strategy led to the revision of its Recruitment and Training
process. The new strategy focused on the ability of the officers to close deals, and the
recruitment process was changed to reflect the new strategy. Continental increased the
importance placed on candidates work experience, retrained its in-house recruiters emphasized
specialization during training, and increased salaries from the $40000 to $42000 range to the
$50000 to $55000 range.

19
AUTHOR: EDWIN B. FLIPPO

Recruitment is the process of searching the candidates for employment and stimulating them
to apply for jobs in the organization”. Recruitment is the activity that links the employers and
the job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The process begins
when new recruits are sought and ends when their applications are submitted. The result is a
pool of applications from which new employees are selected.

It is the process of discovering sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organization so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.

20
Purpose and importance of Recruitment:

1) Determine the present and future requirements of the organization on conjunction with
its personnel-planning and job analysis activities.

2) Increase the pool of job candidates at minimum cost.

3) Help increase the success rate of the selection process by reducing the number of visibly
under qualified or overqualified job applicants.

4) Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time.

5) Meet the organization’s legal and social obligations regarding the composition of its
work force.

6) Begin identifying and preparing potential job applicants who will be appropriate
candidates.

7) Increase organizational and individual effectiveness in the short term and long term.

8) Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applicants.

Recruitment is a positive function in which publicity is given to the jobs available in

the organization and interested candidates are encouraged to submit applications for
the purpose of selection.

Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a

company, and eventually decided whether they wish to work for it. A well-planned and
well-managed recruiting effort will result in high quality applicants, whereas, a
haphazard and piecemeal efforts will result in mediocre ones.

21
Factors Affecting Recruitment:

The recruitment function of the organizations is affected and governed by a mix of various
internal and external forces. The internal forces or factors are the factors that can be controlled
by the organization. And the external factors are those factors which cannot be controlled by
the organization. The internal and external factors affecting recruitment function of an
organization.

Internal Factors Affecting Recruitment:

1) Recruitment Policy
2) Human resource planning
3) Size of the firm
4) Cost
5) Growth and expansion

External Factors Affecting Recruitment:

1) Supply and demand

2) Labour market
3) Image / goodwill
4) Political-social- legal environment
5) Unemployment rate
6) Competitors

22
Internal Factors:

The internal factors or forces which affecting recruitment and can be controlled by the
organization are:

1) Recruitment Policy:

The recruitment policy of an organization specifies the objectives of recruitment

and provides a framework for the implementation the of recruitment programme. It may
involve an organizational system to be developed for implementing recruitment programmes
and procedures by filling up vacancies with best-qualified people.

Factors Affecting Recruitment Policy:

 Organizational objectives.
 Personnel policies of the organization and its competitors.
 Government policies on reservations.
 Preferred sources of recruitment.
 Need of the organization.
 Recruitment costs and financial implications.

2) Human resource planning:

Effective human resource planning helps in determining the gaps present in
the existing manpower of the organization. It also helps in determining the number of
employees to be recruited and what qualification they must possess.

3) Size of the firm:

The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it will think
of hiring more personnel, which will handle its operations.

4) Cost
Recruitment incur cost to the employer; therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the organization
for each candidate.

23
 5) Growth and Expansion
Organization will employ or think of employing more personnel if it is
expanding its operations.

External Factors:

The external factors which affecting recruitment is the forces which cannot be controlled by
the organization. The major external forces are:

1) Supply and demand:

The availability of manpower both within and outside the organization is an

important determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the market for the professionals demanded by the
company, then the company will have to depend upon internal sources by providing them
special training and development programs.

2) Labour market:

Employment conditions in the community where the organization is located will

influence the recruiting efforts of the organization. If there is surplus of manpower at the time
of recruitment, even informal attempts at the time of recruiting like notice boards display of
the requisition or announcement in the meeting etc will attract more than enough applicants.

3) Image / goodwill:

Image of the employer can work as a potential constraint for recruitment. An

organization with positive image and goodwill as an employer finds it easier to attract
and retain employees than an organization with negative image. Image of a company is
based on what organization does and affected by industry. For example, finance was
taken up by fresher MBA’s when many finance companies were coming up.

4) Political-social- legal environment:

Various government regulations prohibiting discrimination in hiring and

employment have direct impact on recruitment practices. For example, Government of

24
India has introduced legislation for reservation in employment for scheduled castes,
scheduled tribes, physically handicapped etc. Also, trade unions play important role in
recruitment. This restricts management freedom to select those individuals who it believes
would be the best performers. If the candidate can’t meet criteria stipulated by the union
but union regulations can restrict recruitment sources.

5) Unemployment rate:
One of the factors that influence the availability of applicants is the growth of
the economy (whether economy is growing or not and its rate). When the company is
not creating new jobs, there is often oversupply of qualified labour which in turn leads
to unemployment.

6) Competitors:
The recruitment policies of the competitors also affect the recruitment
function of the organizations. To face the competition, many a times the organizations
have to change their recruitment policies according to the policies being followed by
the competitors.

25
 CHAPTER - IV

RESEARCH METHODOLOGY

RESEARCH DESIGN

 DESCRIPTIVE RESEARCH

The research is primarily both exploratory as well as descriptive in nature. The sources of
information are both primary & secondary. A well-structured questionnaire was prepared and
personal interviews were conducted.

SAMPLE DESIGN

Sample size:

The sample size was restricted to only 150, which comprised of mainly Candidates who
attended the interview in Techindia Infoway Pvt Ltd

DATA COLLECTION
The required data for the project has collected from both primary source
secondary source and internal data.

1. Primary data:
Questionnaire

2. Secondary data:
Internet

Types of sampling:
Type of sampling used in the survey was Simple Random sampling.

26
 STATISTICAL TOOL

The information gathered is analyzed by using the chi-square test.

CHI-SQUARE A N A L Y S I S :
When no assumptions about parameters of the population are made,
non-parametric tests are used. Chi-square tests goodness of fit and independence of attributes
are examples for non-parametric tests.

A test designed comparing a hypothesized population distribution

with a distribution obtained by sampling, with nominal variables in either univariance (or)
bivariate.

The steps involved in chi square tests are,

1. Observed Frequency Oij is tabulated.

2. Expected Frequency Eij is tabulated.

3.

The degree of freedom = (r-1) (c-1), where r- no. of rows, c- no. of columns.
The calculated value will be compared with table value of degrees of freedom at 5% level of
significance. If the calculated value is < table value then the hypothesis will be accepted
otherwise it is rejected.

27
 CHAPTER - V
DATA INTERPRETATION
The data collected has an sample of 150 employees based on their different educational
qualification, age, gender, experience, marital status, training programs attended etc.,

Qualification of the respondents

Table No: 5.1

Particulars Number of Respondents %

Diploma 23 14.67
U. G 77 51.33
P. G 50 33.33
Total 150 100

Chart No: 5.1

Qualification
60

50

40

30
U.G, 51.33

20
P.G, 33.33

10
Diploma, 14.67

Interpretation:

From the above chart we find that 51.33% of the candidates are Graduates,33.33%
are Post graduates and 14.67% are diploma holders.

28
 Gender

Table No: 5.2

Particulars Number of Respondents %

Male 67 44.67
Female 83 55.33
Total 150 100

Chart No: 5.2

GENDER
60

50

40

30
55.33
44.67
20

10

0
Male Female

Interpretation:

From the above chart we can find that 44.67% of the candidates are male and
55.33% of the candidates are female.

29
 Table No:
5.30
Experience of the respondents

Particulars Number of Respondents %

0-2 yrs 73 48.67
3-5 yrs 42 28.33
6-8 yrs 25 16.33
More than 8yrs 10 6.67
Total 150 100

Chart No : 5.3

Interview Response of Respondents

60

50

40

30
50 Percentage

20
31
10 19

0
Long waiting time Irresponsive sometimes Difficulty in identifying respective
person

Interpretation:

From the above chart we can find that 48.67% of the candidates are 0-2yrs
experienced.

30
Table No:
5.31
Marital status

Particulars Number of Respondents %

Married 58 39
Unmarried 92 61
Total 150 100

Chart No: 5.4

MARITAL STATUS

Married Unmarried

39%

61%

Interpretation:
From the above chart we can find that 39% of the candidates are married & 61% of
the candidates are unmarried.

31
Table No:
5.32
Source of Recruitment

Particulars Number of Respondents %

Job Portal 55 36
Walk-in 73 49
Reference 12 8
Consultants 10 7
Total 150 100

Chart No: 5.5

Source of Recruitment

Consultants

Reference

Walk-in

Job Portal

Particulars

0 10 20 30 40 50 60

Interpretation:
From the above chart we can find that 49% of the candidates are recruited
through Walk in.

32
Table No:
5.33
Position applied by the respondents

Particulars Number of Respondents %

Clinical Analyst 81 54
AR Callers 39 26
IT/ Networking 12 8
Service desk 18 12
Total 150 100

Chart No: 5.6

POSITION APPLIED BY RESPONDENTS

54

26

12
8

Clinical Analyst AR Callers IT/ Networking Service desk

Interpretation:
From the above chart we can find that 54% of the candidates are applied for
Clinical Analyst.

33
 Table No:
5.34
Problems faced appearing for interview

Particul Number of Respondents %

ars
Long waiting 75 50
time
Irresponsive 46 31
sometimes

Difficulty in 29 19
identifying
respective
person
Total 150 100

Chart No: 5.7

Problems faced during Interview

60

50

40

30

20

10

0
Long waiting time Irresponsive sometimes Difficulty in identifying the
respective person

Interpretation:

From the above chart we can find that 50% of the candidates are waiting for long
time.

34
 Table No:
5.35
Accessibility to the Respondents

Particulars Number of Respondents %

Easy 39 26
Difficult 33 22
Neutral 78 52

Total 150 100

Chart No: 5.8

Accessibility to Respondents

Neutral Neutral, 52

Difficult Difficult, 22

Easy Easy, 26

0 10 20 30 40 50 60

Interpretation:
From the above chart we can find that 26% of the candidates feel that
accessibility is easy.

35
Table No:
5.36
Previous interviews attended by the Respondents in this company

Particulars Number of Respondents Percentage

Yes 102 68
No 48 32
Total 150 100

Chart No: 5.9

Previous Interviews

32%

68%

Yes No

Interpretation:
From the above chart we can find that 68% of the candidates have attended the
interview in this company.

36
Table No:5.37
Duration of the interview

Particulars Number of respondents %

Yes 98 65

No 52 35

Total 150 100

Chart No: 5.10

Duration of Interview

70

60

50

40 Yes , 65

30
No, 35
20

10

0
Yes No

Interpretation:
From the above chart we can find that 65% of the candidates are comfortable
with the duration of the interview.

37
 Table No: 5.38
Recruiters Information about the company to the Candidates

Particulars Number of Respondents %

Strongly agree 82 55
Agree 37 25
Neither agree nor disagree 17 10
Disagree 7 5
Strongly disagree 7 5
Total 150 100

Chart No: 5.11

Recruiters Information

60

50

40

30
55

20

25
10
10
5 5
0
Strongly agree Agree Neither agree nor Disagree Strongly disagree
disagree

Interpretation:

From the above chart we can find that 55% of the candidates strongly agree that
recruiter presented accurate information about the company

38
 Table No: 5.39
Setting realistic expectation about the company towards the
Candidates

Particulars Number of Respondents %

Strongly agree 68 45
Agree 40 27
Neither agree nor disagree 19 13
Disagree 15 10
Strongly disagree 8 5
Total 150 100

Chart No: 5.12

Expectation about Company

Strongly disagree 5

Disagree 10

Neither agree nor disagree 13

Agree 27

Strongly agree 45

0 5 10 15 20 25 30 35 40 45 50

Interpretation:

From the above chart we can find that 45% of the candidates strongly agree that
the recruiter assisted me in setting realistic expectation about the company and the hiring
process

39
 Table No: 5.40
Idea about the Mode of Interview given by the recruiter

Particulars Number of Respondents Percentage

Strongly agree 75 50
Agree 35 23
Neither agree nor disagree 14 9
Disagree 17 11
Strongly disagree 9 7
Total 150 100

Chart No: 5.13

Mode of Interview

Strongly disagree 7

Disagree 11

Neither agree nor disagree 9

Agree 23

Strongly agree 50

0 10 20 30 40 50 60

Interpretation:

From the above chart we can find that 50% of the candidates strongly agree that recruiter
gave the clear cut idea about the mode of interview.

40
Table No: 5.41
Recruiter checking about the areas of interest

Particulars Number of Respondents %

Strongly agree 52 35
Agree 39 26
Neither agree nor disagree 28 19
Disagree 16 11
Strongly disagree 15 9
Total 150 100

Chart No: 5.14

Areas of Interest

9%

11%
35%

19%

26%

Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

Interpretation:
From the above chart we can find that 35% of the candidates strongly agree
that the recruiter checked their areas of interest during the conversation

41
 Table No: 5.42
Enquiry about time, place.
Particulars Number of Respondents %
Yes 92 61
No 58 39
Total 150 100

Chart No: 5.15

Enquiry
70

60 61

50

40 39

30

20

10

0
Yes No

Interpretation:

From the above chart we can find that 61% of the candidates say that
recruiter enquires about the time, place, etc & 39% of the candidates say no.

42
 Table No: 5.43
Recruiter interest on responding Calls and Mails

Particulars Number of Respondents %

Yes 87 58
No 63 42
Total 150 100

Chart No: 5.16

RECRUITERS RESPONSE
70

60
Yes, 58

50

40 No, 42

30

20

10

0
0 0. 5 1 1. 5 2 2. 5

Interpretation:

From the above chart we can find that 58% of the candidates say yes that the recruiter
showed interest in responding your calls/mails.

43
Table No: 5.44
Job Description

Particulars Number of Respondents %

Excellent 33 22.6
Good 32 21
Very good 37 23.4
Average 48 32
Total 150 100

JOB DESCRIPTION

Excellent Good Very good Average

24%
21%

56% 32%

23%

Chart No: 5.17

Interpretation:

From the above chart we can find that 22.60% of the candidates rate the job
description, roles and responsibilities given by the recruiter is excellent.

44
 Table No: 5.45
Standard of interview Process
Particulars Number of Respondents %
Strongly agree 28 19
Agree 29 19
Neither agree nor disagree 26 17
Disagree 36 24
Strongly disagree 31 21
Total 150 100

Chart No: 5.18

Interview Standards
30

25

20

15
Disagree, 24
10 Neither agree nor Strongly disagree, 21
Strongly agree, 19 Agree, 19
disagree, 17
5

0
Strongly agree Agree Neither agree nor Disagree Strongly disagree
disagree

Percentage

Interpretation:

From the above chart we can find that 19% of the candidates strongly agree
that the interview process was up to your standards.

45
Table No: 5.46
Clarification of queries to the respondents

Particulars Number of Respondents %

Strongly agree 21 14
Agree 26 17
Neither agree nor disagree 26 17
Disagree 38 25
Strongly disagree 39 27
Total 150 100

Chart No: 5.19

Clarification

27
25

17 17
14

Strongly agree Agree Neither agree nor Disagree Strongly disagree

disagree

Interpretation:

From the above chart we can find that 14% of the candidates strongly agree
that the recruiter clarified their queries.

46
Table No: 5.47
Overall Level of satisfaction of the Recruitment process

Particulars Number of Respondents %

Highly Satisfied 24 16
Satisfied 22 15
Neither satisfied nor
26 17
Dissatisfied
Dissatisfied 32 21
Highly Dissatisfied 46 31
Total 150 100

Chart No: 5.20

LEVEL OF SATISFICATION
%

31

21

16 17
15

Highly Satisfied Satisfied Neither satisfied Dissatisfied Dissatisfied Highly

nor Dissatisfied

Interpretation:

From the above chart we can find that 16% of the candidates are highly satisfied
level of satisfaction with the overall recruitment process.

47
 Table No: 5.48
Recruiter Information about Role

Particulars Number of Respondents %

Strongly Agree 25 17
Agree 28 19

Neither Agree or Disagree 31 21

Disagree 30 20
Strongly disagree 36 24
Total 150 100

Chart No: 5.21

Role
30

25

20

15

24
10 21 20
19
17

0
Strongly Agree Agree Neither Agree or Disagree Strongly disagree
Disagree

Interpretation:

From the above chart we can find that 19% of the candidates are agreed the role with the
overall recruitment process.

48
 Table No: 5.22
Recruiter Information about Area

Particulars Number of Respondents %

Strongly Agree 22 15
Agree 31 21

Neither Agree or Disagree 28 19

Disagree 30 20
Strongly disagree 39 26
Total 150 100

Chart No: 5.22

Area
30

25

20

15
26
10 21 20
19
15
5

0
Strongly Agree Agree Neither Agree or Disagree Strongly disagree
Disagree

Interpretation:

From the above chart we can find that 21% of the candidates agreed with the area.

49
 Table No: 5.23
Explanation on Roles & Responsibilities to Candidates

Particulars Number of Respondents %

Excellent 30 20
Very Good 39 26

Good 36 24

Agree 45 30
Total 150 100

Chart No: 5.23

ROLES & RESPOSIBILITIES

30
30
26
25 24

20
20

15

10

0
Excellent Very Good Good Agree

Interpretation:

From the above chart we can find that 20% of the candidates agreed excellent with the
explanation of roles & responsibilites.

50
 CHI SQUARE ANALYSIS
TABLE NO 5.24
Relationship between respondent qualification and standards of the interview process.

Statistical tools used: Chi-square test

Null Hypothesis (Ho): There is no significant relationship between respondent’s

qualification and standards of the interview process.
Alternate Hypothesis (H1): There is significant relationship between respondent
qualification and standards of the interview process.

Standards of the interview process

Neither
Qualification Strongly Strongly Total
Agree agree nor Disagree
agree disagree
disagree

Diploma 5 4 2 7 5 23
UG 20 17 15 17 8 77
PG 12 15 10 7 6 50
Total 37 36 27 31 19 150

51
Oij Eij (Oij-Eij)2 (Oij-Eij)2/ Eij
5 5.6733 0.453378 0.079914
4 5.52 2.3104 0.418551
2 4.14 4.5796 1.106184
7 4.753333 5.047511 1.061889
5 2.913333 4.354178 1.494569
20 18.9333 1.013378 0.053354
17 18.48 2.1904 0.118528
15 13.86 1.2996 0.093766
17 15.91333 1.180844 0.074205
8 9.753333 3.074178 0.315193
12 12.33333 0.111111 0.009009
15 12 9 0.75
10 9 1 0.111111
7 10.33333 11.11111 1.075269
6 6.333333 0.111111 0.017544
6.779085

Degrees of freedom
(K):

Formula:

K= (r-1) (c-1)

r = no. of rows

c = no. of columns

K= (5-1) (4-1)

K= 12

Calculated value Table value Degree of freedom Significant level

6.779085 21.03 12 5%

Interpretations:

From above table it is found that calculated value is lesser than the observed value. So we accept
Ho. Hence there is no significant difference between respondent’s qualification and standards
of the interview process.

52
 TABLE NO : 5.25

Relationship between respondent’s Experience and Level of satisfaction.

Statistical tools used: Chi-square test.

Null Hypothesis (Ho): There is no significant relationship between respondent’s

Experience and Level of satisfaction.

Alternate Hypothesis (H1): There is significant relationship between respondent’s

Experience and Level of satisfaction.

Level of
satisfaction
Respondent’s
Neither Total
experience Highly Highly
Satisfied satisfied nor Dissatisfied
Satisfie Dissatisfied
Dissatisfied
d
0-2 yrs 10 9 11 13 20 63
3-5 yrs 7 8 7 9 16 47
6-8 yrs 3 2 4 5 8 22
1 2 3 5 7 18
More
than
8yrs
Total 21 21 25 32 51 150

Oij Eij (Oij-Eij)2 (Oij-Eij)2/ Eij

11 10.5 0.25 0.02381

20 21.42 2.0164 0.094136
7 6.58 0.1764 0.026809
8 6.58 2.0164 0.306444
9 10.02667 1.054044444 0.102394
16 15.98 0.0004 -0.00125
3 3.08 0.0064 0.002078
2 3.08 1.1664 0.378701
4 3.666667 0.111111111 -0.09091
53
5 4.546667 0.205511111 0.0452
8 7.48 0.2704 0.03615
1 2.52 2.3104 0.916825
2 2.52 0.2704 0.107302
3 3 0 0
5 3.84 1.3456 0.350417
7 6.12 0.126536
0.7744
2.70697

Degrees of freedom (K):

Formula:

K= (r-1) (c-1)

r = no. of rows

c = no. of columns

K= (5-1) (4-1)

K= 12

Calculated value Table value Degree of freedom Significant level

2.70697 21.03 12 5%

Interpretations:

From above table it is found that calculated value is lesser than the observed value. So we accept
Ho. Hence there is no significant difference between respondent’s experience and Level of
satisfaction.

54
 Weighted Average
TABLE NO 5.26
Interview Process Up to Standards

Interview
Weighted
[Link] Process Up to Weights Frequency(F)
Frequency (WF)
Standards

1 Strongly 1 31 28
disagree Agree

2 Disagree 2 36 58
Neither Agree
3 3 26 78
nor disagree
4 Agree 4 29 144

Strongly
5 Agree 5 28 155

∑(f)-150

∑wf-437

Weighted Average Cost of Capital-∑ (wf)/∑f꞊437/150꞊2.91

Interpretation:

From the above weighted average, it is found that standards of interview process
lies between neither agree nor disagree.

55
 CHAPTER - VI

4.1 Findings

 19% of the candidates strongly agree that the interview process was up to your
standards.

 16% of the candidates are highly satisfied level of satisfaction with the overall
recruitment process.

 45% of the candidates strongly agree that the recruiter assisted me in setting realistic
expectation about the company and the hiring process.

 49% of the candidates are recruited through Walking.

 30% of the candidates rate the job description, roles and responsibilities given by the
recruiter is excellent.

 26% of the candidates feel that accessibility is easy.

 50% of the candidates strongly agree that recruiter gave the clear-cut idea about the
mode of interview

 35% of the candidates strongly agree that the recruiter checked their areas of interest
during the conversation.

 61% of the candidates say that recruiter enquires about the time, place.

 58% of the candidates say yes that the recruiter showed interest in responding your
calls/mails.

 22.6% of the candidate’s rate the job description, roles and responsibilities given by

56
 the recruiter is excellent

 From the weighted average analysis, it is found that standards of interview process
lie between neither agree nor disagree and disagree.

 From the chi square table, it is found that there is no significant difference between
respondent’s qualification and standards of the interview process.

 From the chi square table, it is found that there is no significant difference between
respondent’s experience and Level of satisfaction.

57
 4.2 SUGGESTIONS
 The compensation package should be provided based on the qualification of an
employee.

 The stipend given during the training should be increased to attract the freshers’

 To successfully attract candidates, organization must provide not only a competitive

salary, but also a better environment and technology sophistication in which
candidates will feel comfortable and can flourish.

 The organization can conduct a brief introductory session for all the candidates so
that they may get a clear idea about the company and their job profile.

 The interview process standards can be increased.

 The length of the recruitment process can be reduced and also it is better to have a
psychometric test along with the aptitude test to analyze the attitude of the
candidates.

 The recruitment panel size can be increased to overcome the shortcomings.

 The candidates can be informed quickly about their selection to the organization.

 The roles and responsibilities of the candidates can be more elaborated which will
help the organization to attract the right candidates.

58
 4.3 CONCLUSION

This research was useful for the organization to find out the employee opinion towards the
recruitment process and to know the shortcoming in the recruitment and selection process. The
recruitment team can put in more effort on recruitment processes where they can actually meet
people with their requirement skill set.

As result from this research indicates, Techindia Infoway Pvt Ltd needs to offer more than an
attractive salary to entice qualified candidates. With the number of job opportunities currently
available candidates can afford to be choosy when searching for their ideal job. They are
looking for more than just an attractive salary; candidates are seeking organization that can
offer them various kinds of trainings, the potential to advance, and an environment in which they
can learn and thrive.

Thus, it is important for organization to know exactly what they have to offer potential
Candidates, and then highlight their best features when recruiting candidates. Once
organization has successfully recruited candidates, they must select the best ones for the
position under consideration

59
 BIBLIOGRAPHY

 [Link]

 [Link]

 [Link]

 [Link]

 [Link]

60
 QUESTIONNAIRE

1) Name:
2) Age:
a)20-25 b)26-30 c) more than 30
3) Gender: a) Male b) Female
4) Qualification:
a) Diploma b) UG c) PG
5) Experience:
a) 0-2 years b) 3-5 years c) 6-8 years d) more than 8 years

6) Marital Status:
a) Married b) Unmarried
7) What is your source of recruitment?
a) Job portal
b) Walk-In
c) Reference
d) Consultants
8) Which position you have applied for?
a) Clinical Analyst
b) AR Caller
c) IT/ Networking
d) Service Desk

9) What do you feel about the Accessibility to the company?

a) Easy Access b) Difficult Access c) Neutral

10) What are the problems you had while appearing interview?
a) long waiting time
b) irresponsive sometimes
c)difficulty in identifying the respective person

61
11) Have you attended the interview in this company before?
a) Yes b) No

12) Are you comfortable with the duration of the interview?

a) Yes b) No

13) The Recruiter presented accurate information about the company?

a) Strongly agree
b) Agree
c) Neither agree nor Disagree
d) Disagree
e) Strongly disagree

14) The Recruiter presented accurate information about the role?

a) Strongly agree
b) Agree
c) Neither agree nor Disagree
d) Disagree
e) Strongly disagree

15) The Recruiter presented accurate information about the area?

a) Strongly agree
b) Agree
c) Neither agree nor Disagree
d) Disagree
e) Strongly disagree

16) The Recruiter assisted me in setting realistic expectation about the company
a) Strongly agree
b) Agree
c) Neither agree nor Disagree

62
 d) Disagree
e) Strongly disagree

17) The Recruiter gave you the clear-cut idea about the mode of interview
a) Strongly agree
b) Agree
c) Neither agree nor Disagree
d) Disagree
e) Strongly disagree

18) The recruiter check with your areas of interest during the conversation?
f) Strongly agree
g) Agree
h) Neither agree nor Disagree
i) Disagree
j) Strongly disagree

19) Did the recruiter enquire about the time, place, etc.?
a) Yes b) No

20) Whether the recruiter showed interest in responding your

calls/mails? a) Yes b) No

21) How do you rate the job description given by your recruiter?

a) Excellent
b) Very good
c) Good
d)Average

63
22) How do you rate the job roles and responsibility given by your recruiter?

a) Excellent
b) od
c)Good
d)Average

23) The interview process was up to your standards?

a) Strongly agree
b) Agree
c) Neither agree nor Disagree
d) Disagree
e) Strongly disagree
24) the recruiter clarifies your queries asked by you?

a) Strongly agree
b) Agree
c) Neither agree nor Disagree
d) Disagree
e) Strongly disagree

25) What is your level of satisfaction with the overall recruitment process?
a) Highly satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Highly dissatisfied

64
 BY THE HELP OF BOOKS

 Aswathappa, “Human Resources And Personnel Management” Tata McGraw Hill,

2003.(P. NO:105)
 [Link]. DN Venkatesh, Human Resource Management, Oxford 2006
 [Link] Rao, Personnel And Human Resource Management, Himalaya
publishing House. .(P. NO:76)

 Kothari.C.R. (2003) 2nd Edition, “Research Methodology”, Wishva Prakashan, New

Delhi. .(P. NO:89)
 Donald [Link] and Pamela S. Schindler, Business research method, 9th Edition,
Tata McGraw Hill, 2006.

 [Link], “Statistical methods” Sultan Chand & Sons, New Delhi

 Prem S. Mann, “Introductory Statistics” Wiley Student Edition, Fifth Edition.

65