CHAPTER- I

INTRODUCTION

What is Agile Capital Services?

ACS is the one stop solution provider for all your financial needs. Our objective is to serve the
customers with the best solution to direct their finances in the most profitable way. Financial
Planning is a dynamic process and financial goals may evolve over the years due to changes in
lifestyle. ACS is an independent financial services firm committed to help you in improving your
long- term financial success. We provide specialized advisory services to cater the Investment
Management needs of affluent clients. Our principle is to deliver high returns to our clients
through our network with government sector banks in India. We believe that when it comes to
Investment Portfolios, there's no such thing as 'one size fits all'. We also bring job seekers and
Employers together through our Recruitment Services.

Agile Capital Services is the choice of many reputed Multinational Organizations and businesses
because of its commitment to deliver best results. ACS pride itself with the reputation of being
the trusted and reliable talent acquisition partner as well as providing expert guidance towards
achieving financial independence to its clients.
We are having experts who are providing consultancy services regarding financial and
investment sector to individual so that they can secure financial future of themselves and their
family. Providing the professional and expert advice in wealth maximization, career planning
and bridging the gap between the job seeker and talent seeker. Our experts provide financial
advice in the simplest way possible because we believe in managing wealth in less complicated
way.

Agile Capital Services Is One Of India's Emerging Consulting Firm. At Agile Capital, We Provide
Wealth Management Services To High And Ultra High-Net-Worth Individuals (Hnis & Uhnis).

Our highly trained and specialized team engage with clients from across the country as well as
those based abroad. in addition to our custom-designed solutions, we focus on 'un complicating'
the entire process of investment for each client. our focus on building long-term relationships
defines our business. our advisory backed by a strong product and research team, underscores the
unmatched value of the ACS proposition.

AGILE CAPITAL SERVICES MISSION:-

Our Mission we thrive to provide the best and the simplest Wealth Management advice through
Honest Financial Solutions as well as inspire the candidates to explore job opportunities across
various Industrial Sector.

AGILE CAPITAL SERVICES VISION:-

Our Mission we thrive to provide the best and the simplest Wealth Management advice through
Honest Financial Solutions as well as inspire the candidates to explore job opportunities across
various Industrial Sector.

PLANS AT AGILE CAPITAL SERVICES:-

1. INDIA FIRST LIFE MAHAJEEVAN PLAN

2. INDIA FIRST LIFE MAHAJEEVAN PLUS PLAN

Indian Insurance industry today is the 6th largest industry in the world as per the data during
2010-11. However, during the same period, the global life insurance premium expanded
significantly from 2010 to 2020. The share of Indian life insurance sector in global market was
2.69 percent during 2010 as against 2.45 percent in 2009 which is very low as compare with the
other countries average share Indian insurance penetration had gone up. The Indian insurance
industry density was in the growth trend as it increased from 11.5 % in 2001 to 64.4 % in 2010
and also its penetration was increased from 2.71 % in 2001 to 5.10 % in 2010. Indian life
insurance industry had been experienced many ups and downs since its inception in order to
obtain the present status. However, the income earning capacity, eagerness and awareness of the
general public are the key determinants of the any insurance industry. In India, the insurance was
not penetrated much among the general public in spite of that, Indian life Insurance industry was
an outstanding improvement in the Indian Insurance industry due to healthy competition. In this
report attempt has been made to study the current status, growth, volume of competition by
applying several tools such as SWOT analysis, PESTAL analysis porter five force model of the
Life Insurance Industry, to analyze the overall performance of Life Insurance Industry of India.

The term strategy has come to mean the sort of decision made by top executives and
members of the board of directors concerning the connection between the organisation as an
entire and its environment. In other words, strategy describes those critical boundary-
spanning decisions that outline the framework and direction for overall financial services
marketing organisation, providing answers to questions such as:

 In what specific business should the financial services firm be, in terms of mixture
of services/products offered and customers served?
 What course of action should the organisation pursue, in terms of emphasis, timing,
priorities?
 How should resources be acquired and the way should these resources be deployed for
more efficient marketing operations?
 What major market opportunities are most compatible with the highest management's
definition of selling goals, objectives, and missions then on?

SERVICES OF AGILE CAPITAL SERVICES:-

1. CONSULTING SERVICES- “As a niche specialist financial services consulting firm

we have very deep and broad expertise and only employee consultants who share
the same credentials.” We gaining importance as world economic engine and with the
introduction of the idea of International Business, each business in each country is
making an attempt to induce connected with one additional despite of the regional
variations? We strongly believe that ACS brings a unique insight into industry trends and
challenges. This is based on the experiences of its consultants and associates who have
held senior roles within wealth management, investment management, investment
operations, software vendors and service providers.
2. PORTFOLIO MANAGEMENT- “The process of managing individual’s investments
so that they maximise their earnings within a given time horizon.” It is important for
an individual to diversify his investment portfolio as to reduce risk and to gain maximum
returns. So we, hereby, provide assistance in diversifying your investments. It is
important for an individual to diversify his investment portfolio as to reduce risk and to
gain maximum returns. So we, hereby, provide assistance in diversifying your
investments.
3. RECRUITMENT SERVICES- “Nothing is more important than hiring and
developing people, as acquiring the right talent is the most important key for the
growth of any Organization.” Strategies are developed according to the requirements
 and necessities of our clients Customized strategies are made after careful study and
observation of organization's culture and its future goals. An effective recruitment and
selection policy not only fulfill the requirements of a job but also ensures that an
organization will continue to maintain its commitment to providing equal opportunity to
employees. Here you will have a setup of well-organized regional consultants who will
provide you the pathway towards seamless recruitment services starting from identifying
your potential employee to choosing right selection process.
4. TAXATION SERVICES- “Taxation presents arguably the most dynamic and
complex challenge in the context of financial planning.” Ever changing legislation and
rules are matched only by the new methods devised to make the discharging of tax
liabilities as efficient as possible. When it comes to tax planning and strategy, every case
is unique. Our approach remains versatile with an awareness that individual issues must
be dealt with on their own merits but with the overall, long-term considerations always in
mind. To help fund public works and services and to build and maintain the
infrastructures used in a country, the government usually taxes its individual and
corporate residents.
5. FINANCIAL ANALYSIS- "Analysis of financial statements refers to the method of
determining the significant operating and financial characteristics from the
accounting data with a view to getting an insight into the activities of an enterprise."
While the analysis implies generalization of the data by logical arrangement of
information given in the financial statement. However, analysis is blind without
interpretation, and interpretation becomes difficult without analysis. Interpretation means
elaborating the meaning and significance of the data so simplified. So analysis and
interpretation means attempt to determine the significance and meaning of the financial
statement data so that a judgment may be made of the prospects for future earnings,
ability to pay interest, debt maturities, both current as well as long term, and profitability
of sound dividend policy.
6. INTERNSHIP PROGRAM- We provide domestic and international level internship
program. We have a team of experienced educational and training professionals who can
provide service and solutions to the clients. Exposure to the interns are mixed
specialization which is human resource and marketing which will result in the implication
 of their theoretical knowledge into the corporate world. In this training process special
emphasis is given to the communication and presentation skills.
7. PROFESSIONAL SKILL DEVELPOMENT- To grow with the rapidly changing
environment an organization needs to focus on the skills that their workforce has so, it is
important to attend the Skill Development Programs as it helps in facing the challenges.
People being the major differentiator amongst companies in competition therefore to
have edge over your adversary it is crucial that your workforce possesses the required
skills. If an organization and individual want to achieve success in their corporate or
professional careers, then they have to work on the Skill Development. Our Professional
Skill Development programs are developed with a purpose of enhancing employability
and performance of individuals that can further support them in their career development.

AGILE CAPITAL SERVICES SMART INVESTMENT:-

1. REAL ESTATE- Real estate can be simply defined as the land along with any permanent
developments attached to the land, whether natural or man-made—including water, trees,
minerals, buildings, homes, and bridges. Real estate is a form of real property. In addition
to having real value that investors can touch, feel and understand, real estate can be an
excellent diversification tool for investors. If you pay the right amount for your property,
there's potential to reap steady, long-term returns as a landlord. Portfolios containing real
estate tend to outperform those without real estate over the long haul. Investing in real
estate can also offer reduced risk because the real estate market is not closely correlated
with stock or bond markets.

Real estate generally breaks down into three categories:

 Residential
 Commercial
 Industrial

2. INSURANCE- Insurance is a form of risk management in which the insured transfer the
cost of potential loss to the other entity in exchange of monetary compensation known as
premium. It is an arrangement by which a company or a state provides a guarantee of
 compensation of specified loss, damage, illness or death in return for payment of a
specified premium. Insurance helps to remove worries provides tax benefits and most
importantly affordable to almost everyone.
3. GOLD- Gold has endured centuries as a mark of wealth and the benefits of gold begins
with its simplicity. Indians love gold and that is no secret. But if we put that number into
number it is unbelievable. According to some estimates, India has a stock of about
23,000-24,000 ton of gold which is mostly held by households. In value terms, based on
the 2015 average price, it was worth $800 billion.

It is indestructible, relatively scarce and cannot be manufactured. It is best and refreshing

alternative to the complex investment products in the headlines today and is easy to both
buy and sell in fact gold is so simple that it is in today’s world use as global currency,
that can be traded everywhere worldwide.
4. STOCK MARKET- The stock market refers to the collection of markets and exchanges
where regular activities of buying, selling, and issuance of shares of publicly-held
companies take place. Such financial activities are conducted through institutionalized
formal exchanges or over-the-counter (OTC) marketplaces which operate under a defined
set of regulations. There can be multiple stock trading venues in a country or a region
which allow transactions in stocks and other forms of securities. Investment in stock
market is nothing short of gamble, especially if you consider the volatile difficulties
during the trading. It is the place where people buy and sell shares and during the
transaction, profit gain or even lose some amount depending upon the rate of that stock
on a particular day.

When you look closely to the Indian stock market you will find that there are only two
types of investors, including those who are aware of the Indian based investment
opportunities and the ones who aren’t aware. India has a market which is beginning to
grow or increase rapidly growing just like all of the other markets throughout the world,
but not everyone knows what they need to know about it. If you invest in the right
business in the right time there is chance that your investment will increase many folds.
5. MUTUAL FUNDS- A mutual fund is a type of investment vehicle consisting of a
portfolio of stocks, bonds, or other securities. Mutual funds give small or individual
investors access to diversified, professionally managed portfolios at a low price. Mutual
funds are divided into several kinds of categories, representing the kinds of securities
they invest in, their investment objectives, and the type of returns they seek. The
overwhelming majority of money in employer-sponsored retirement plans goes into
mutual funds.

- Equity Fund
Stock funds that can be managed actively or passively. Are the riskiest class of mutual
funds, and hence, they have the potential to provide higher returns than debt and hybrid
funds.

- Money-Market Fund
A kind of mutual fund that invests in highly liquid, near-term instruments.
6. FIXED- INCOME INVEST- Aim to generate returns by investing in bonds and other
fixed-income securities which means that these funds buy the bonds and earn interest
income on the investments.

- Debit Equity Mutual Fund

Under these plans one put resources into obligation securities.

- Hybrid Mutual Fund

Under this plans one put resources into a blend of value and obligation, and a financial
specialist must pick a plan dependent on his hazard desire.

- Solution Oriented
These plans are formulated for specific arrangements or objectives like retirement and
youngster's instruction. These plans have a compulsory lock-in time of 5 years.
INTRODUCTION TO EFFECTIVE RECRUITMENT AND SELECTION
PROCESS

While in the process of selection on judgment the individuals is used to forecast in assuring
favourable outcomes on the job. As these are all assumptions and there is no guarantee that these
predictions are unmistakeable so there are always chances of misjudgements. There are basically
two kinds of decision error which may happen in any electing process which are defined as
follows. False positive or mistaken acceptance: where candidate are elected but prove to be
incompetent.

False negative or mistaken rejections: where candidate who were competent and capable and
could perform better are refused.

Organizations while employing the individuals are more worried about false positives because as
a result it causes inadequate performance and costly misjudgement. In these type of
organizations it can be said that if they increase their level of entry condition so that to decrease
the possibility of false positives. As a result of this standard the candidates who are actually
competent will be selected and the applicants who do not fulfil the requirement will be refused.

Recruitment and selection are two different activities. The meaning of recruitment is the
mechanism of making interest for the people to apply for work and selection is the final decision
of a specific candidate for the particular position. For any organization it is important that the
people who are going to be Hire must have abilities, talent and perspective that you need. In long
term phase organization needs those types of employees who have the abilities to face the
challenges and can continue learning. So like this there are more chances for the organization to
get the competitive edge. Also for the long term aspect approach, proclivity and competency is
more important than present command and knowledge.

While in the process of selection on judgment the individuals is used to forecast in assuring
favourable outcomes on the job. As these are all assumptions and there is no guarantee that these
predictions are unmistakeable so there are always chances of misjudgements. T here are basically
two kinds of decision error which may happen in any electing process which are defined as
follows. False positive or mistaken acceptance: where candidate are elected but prove to be
incompetent.

False negative or mistaken rejections: where candidate who were competent and capable and
could perform better are refused.

Organizations while employing the individuals are more worried about false positives because as
a result it causes inadequate performance and costly misjudgement. In these type of
organizations it can be said that if they increase their level of entry condition so that to decrease
the possibility of false positives. As a result of this standard the candidates who are actually
competent will be selected and the applicants who do not fulfil the requirement will be refused.

The Selection judgments play a major role for success in any organization. As taking the wrong
decisions while selecting are always subject to huge loss for the organization. It is necessary for
the organization that it has a higher quality of selection process so that it could accomplish more
suitable results in all. As the demand for the multi proficiency variable work force and joint
effort is rising, selection has come to be a lesser element for hiring those applicants who are fully
specialized in one area. Immediate aptitude and empiricism may be lesser considerable than
intending to learn, adaptability and potential to work in a team.

There are basically two types of recruitment. These are called internal recruitment and external
recruitment. Internal recruitment is basically when recruitment takes place from the present
employees and when recruitment takes place from excluding present employees, it is known as
External Recruitment.

Recruitment and Selection is an important operation in HRM, designed to maximize employee

strength in order to meet the employer's strategic goals and objectives. In short, Recruitment and
Selection is the process of sourcing, screening, shortlisting and selecting the right candidates for
the filling the required vacant positions.

THE SCOPE OF RECRUITMENT AND SELECTION:-

The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations −

 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees
 Analyzing the recruitment policies, processes, and procedures of the organization
 Identifying the areas, where there could be a scope of improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of resources

Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is
a very important task for any organization.

CHAPTER- II

REVIEW OF LITERATURE
The human resource management activities are considered one of the most important activities
that have an impact on companies and among these activities we will review in our review these
are related to recruitment and selection activities to try to clarify these activities more and to stop
the most important practices used in recruitment processes and the selection to review through
our review what came in many of the research papers Documented and published in publishing
magazines and websites.
The recruitment process aims to provide the best elements with excellent qualifications and
qualifications. The importance of the recruitment process to the Human Resources Department is
to prevent hiring the wrong person, who may cost the organization very much. Away from the
salaries and incentives offered, the process of employing an inappropriate and effective
component may cost larger losses based on the decisions and activities wrongly practiced.
Therefore, this process is one of the most important processes for managing human resources
and for the company as a whole.
Whereas, the selection process is the process that aims to select the best and most suitable donor
for the job. Taking into consideration the conditions necessary in this process and adopting the
principle of justice, equality and equal opportunities for all candidates, and that selection be
made on the basis of merit and merit, and there must be a type of control when selecting
employees, as the right person is in the right place.
Based on the foregoing, recruitment and selection processes are among the most important topics
that we need to study and care about, and therefore I chose this topic because of its importance,
trying to provide information of its importance through my review of some of the studies
published between 2010 and 2020.
Nowadays, every organization necessitates personnel planning as one of the most vital activities.
Human Resource Planning is, by far, an essential ingredient for the success of any organization
in the long run. There are a number of techniques that need to be followed by every organization
that guarantees that it possesses the right number and type of people, at the right time and right
place, so as to enable the organization to achieve its planned objectives. Commonly, the
objectives of Human Resource Planning department include resource, planning, recruitment and
selection, career planning, training and development, promotions, risk management, performance
appraisal, to name a few. Each of these objectives requires special attention and accurate
planning and execution.
It is of utmost importance for every organization to employ a right person on a right position.
And recruitment and selection plays a pivotal role during such situations. With shortage of skills
and the rapid spread of new technology exerting considerable pressure on how employers
perform recruitment and selection activities, it is recommended to conduct a step-by-step
strategic analysis of recruitment and selection processes. With reference to the current context,
this paper presents an incisive review of previous literature on the recruitment and selection
process. This paper is primarily based on an analysis of six pieces of literature conducted by
practitioners and researchers in the field of Human Resource management. In simpler terms,
recruitment and selection are concurrent processes and are void without each other. They
significantly differ from each other and are essential constituents of the organization. It helps in
discovering the potential and capabilities of applicants for expected or actual organizational
vacancies. It is a link between the jobs and those seeking jobs.
From the human resource management perspective the first most crucial and difficult human
resource management strategy for achieving organizational goals is recruitment and selection
strategies as the outcome of recruitment and selection strategy can be very productive for the
organization if selected right person in terms of appropriate skills mix and also very non
productive if wrong one was selected and can lead failure of the organizations (Compton, 2009
& Canton, 2004). Polychart (2006) has righty argued that due to the KASOs emergence, the
success and failure of an organizations depends on staffing but unfortunately the organizational
management and researches have not been able to understand it’s worth by knowing that this is
the supreme human resource function. Effective recruitment and selection has always been one
of a most pivotal for the organizations in the educational sector because of not having any
absolute methodology for attracting, screening and finally finding the right person for the right
job in an organization (Pounder, 1996).
Researchers have been working on the three perspectives that have helped to develop fair
selection procedures and in this regard ten procedural rules have been suggested to assess the
fairness of any selection system (Gilliland 1993). Cropanzana (2007) conducted research on
applicants’ reaction to examine the violation of the procedural rules and found that job
relatedness and interpersonal treatment of the selection procedure were more concerned to the
applicants while as applicants showed concerns over not receiving timely feedback and biasness.
Applicants perception and reaction to the selection procedures have attached huge interest among
different researchers who analyzed it in different perspectives, and among these a dominant
focus is the fairness of selection procedures, that has an impact not only on the organizations
attractiveness (Bauer et al., 1998) but also on the applicants motivation regarding a particular
selection test (Chan et al., 1997). It has been argued that fairly treated applicants recommend the
organization to others while as in case of not fairly not treated may go for litigation for their
possible remedy (Bauer et al., (2001). Kandola and Zottoli & Wanous, (2000) has identified from
the research that informal recruitment (employee referrals and Walk in) had been considered
more helpful to the job applicants because these sources provide accurate and complete set of
knowledge about a particular job with some other advantages over the formal recruitment
sources (advertisement & Posters). Zolttoli & Wanous, (2000) has found that the advertisements
place in the different newspapers have been found least effective source of recruitment in both
public and private sector as well.
Fullerton (1994) have argued that in order to remove the discrimination, the main principle is
that process should be made in such a way that applicants will experience sameness in treating
them during the whole selection process. Powel, (1991) have explained that there are many
researchers who have pointed out about the many recruiters who are providing applicants enough
and specific information which enables them to decide about the suitability and relevancy with
the job. Vianen et al, (2004) argued that in making selection of an employee the situational
judgment test has higher rating as compare to the cognitive ability and personality test. It has
been argued that by using technology in the field of recruitment and selection has many
advantages and this can enhance the level of validity, acceptance and also will be able to bring
efficiency in an organizational recruitment and selection activities (Chan & Schmitt, 1997).
Researchers have raised various concernes over the transparency of the selection procedures that
according to (Brink, at. Al, 2006) is very critical. Some researchers argued that women
candidates qualify more in open competition as compare to male candidates which (Van Balen,
2001) has found that this is because of the lack of the transparency in selection procedures.
However (Brink at. al, 2006) has found that women can have more probability to be appointed if
the selection committee consists of a significant number of women members.
According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further stated
that recruitment process may be internal or external or may also be conducted online. Typically,
this process is based on the levels of recruitment policies, job postings and details, advertising,
job application and interviewing process, assessment, decision making, formal selection and
training (Korsten 2003).
Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or
industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives.
Successful recruitment techniques involve an incisive analysis of the job, the labour market
scenario/ conditions and interviews, and psychometric tests in order to find out the potentialities
of job seekers. Furthermore, small and medium sized enterprises lay their hands on interviews
and assessment with main concern related to job analysis, emotional intelligence in
inexperienced job seekers, and corporate social responsibility. Other approaches to selection
outlined by Jones et al. (2006) include several types of interviews, role play, group discussions
and group tasks, and so on.
The recruitment and selection experience impacts the likelihood that a candidate will accept a job
offer. However, there are several recruitment challenges. A common problem in recruitment and
selection is poor Human Resource (HRM) planning. Additionally, to ensure the success of the
process, there is a necessity for effective employee recruitment and selection plans. This is
particularly so with recruitment and selection policies and practices. These plans must contain
detailed recruitment and selection policies, like recruitment and selection processes, assessing
criteria, and talent auditing. Also, processing information about the labor market is vital in
recruiting and deploying appropriate employees at the right time. This helps in the conduction of
a good literature review on recruitment and selection practices.
Any management process revolves around recruitment and failure in recruitment may lead to
difficulties and unwanted barriers for any company, including untoward effects on its
profitability and inappropriate degrees of staffing or employee skills (Jones et al. 2006). In
additional, insufficient recruitment may result into lack of labour or hindrances in management
decision making, and the overall recruitment process can itself be advanced and amended by
complying with management theories. According to these theories, the recruitment process can
be largely enhanced by means of Rodgers seven point plan, Munro-Frasers five-fold grading
system, personal interviews, as well as psychological tests (Jones et al. 2006).
Price (2007), in his work Human Resource Management in a Business Context, formally defines
recruitment and selection as the process of retrieving and attracting able applications for the
purpose of employment. He states that the process of recruitment is not a simple selection
process, while it needs management decision making and broad planning in order to appoint the
most appropriate manpower. There existing competition among business enterprises for
recruiting the most potential workers in on the pathway towards creating innovations, with
management decision making and employers attempting to hire only the best applicants who
would be the best fit for the corporate culture and ethics specific to the company (Price 2007).
This would reflect the fact that the management would particularly shortlist able candidates who
are well equipped with the requirements of the position they are applying for, including team
work. Since possessing qualities of being a team player would be essential in any management
position (Price 2007).
Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizational strategies as well as organizational performance. He conducted his research
on HR manager and company officials of 319 companies in Europe regarding HR practices and
policies of their respective companies and discovered that employment security, training and
development programs, recruitment and selection, teamwork, employee participation, and lastly,
personnel planning are the most essential practices (Hiltrop 1999). As a matter of fact, the
primary role of HR is to develop, control, manage, incite, and achieve the commitment of the
employees. The findings of Hiltrop’s (1996) work also showed that selectively hiring has a
positive impact on organizational performance, and in turn provides a substantial practical
insight for executives and officials involved. Furthermore, staffing and selection remains to be an
area of substantial interest. With recruitment and selection techniques for efficient hiring
decisions, high performing companies are most likely to spend more time in giving training
particularly on communication and team-work skills (Hiltrop 1999). Moreover the finding that
there is a positive connection existing between firm performances and training is coherent with
the human capital standpoint. Hence, Hiltrop (1996) suggests the managers need to develop HR
practices that are more focused on training in order to achieve competitive benefits.
As discussed by Jackson et al. (2009), Human resource management approaches in any business
organization are developed to meet corporate objectives and materialization of strategic plans via
training and development of personnel to attain the ultimate goal of improving organizational
performance as well as profits. The nature of recruitment and selection for a company that is
pursuing HRM approach is influenced by the state of the labour market and their strength within
it. Furthermore, it is necessary for such companies to monitor how the state of labour market
connects with potential recruits via the projection of an image which will have an effect on and
reinforce applicant expectations. Work of Bratton & Gold (1999) suggest that organizations are
now developing models of the kind of employees they desire to recruit, and to recognize how far
applicants correspond to their models by means of reliable and valid techniques of selection.
Nonetheless, the researchers have also seen that such models, largely derived from competency
frameworks, foster strength in companies by generating the appropriate knowledge against which
the job seekers can be assessed. However, recruitment and selection are also the initial stages of
a dialogue among applications and the company that shapes the employment relationship
(Bratton & Gold 1999). This relationship being the essence of a company’s manpower
development, failure to acknowledge the importance of determining expectation during
recruitment and selection can lead to the loss of high quality job seekers and take the initial stage
of the employment relationship so down as to make the accomplishment of desirable HRM
outcomes extremely difficult. In the opinion of Bratton and Gold (1999), recruitment and
selection practices are essential characteristics of a dialogue driven by the idea of “front-end”
loading processes to develop the social relationship among applicants and an organization. In this
relationship, both parties make decisions throughout the recruitment and selection and it would
be crucial for a company to realize that high-quality job seekers, pulled by their view of the
organization, might be lost at any level unless applications are provided for realistic organization
as well as work description. In view of Jackson et al. (2009) and Bratton & Gold (1999)
applicants have a specific view of expectations about how the company is going to treat them;
recruitment and selection acts as an opportunity to clarify this view. Furthermore, one technique
of developing the view, suggested by Bratton and Gold (1999), are realistic job previews or RJPs
that may take the form of case studies of employees and their overall work and experiences, the
opportunity to “cover” someone at work, job samples and videos. The main objective of RJPs is
to allow for the expectations of job seekers to become more realistic and practical. RJPs tend to
lower initial expectations regarding work and a company, thereby causing some applications to
select themselves; however RJPs also increase the degree of organization commitment, job
satisfaction, employee performance, appraisal and job survival among job seekers who can
continue into employment (Bratton & Gold 1999) Jackson et al. (2009).
However, the process of recruitment does not cease with application of candidature and selection
of the appropriate candidates, but involves sustaining and retaining the employees that are
selected, as stated by Silzer et al. (2010).
Work of Silzer et al. (2010) was largely concerned with Talent management, and through their
work they were successful in resolving issues like whether or not talent is something one can be
born with or is it something that can be acquired through development. According to Silzer et al
(2010), that was a core challenge in designing talent systems, facing the organization and among
the senior management. The only solution to resolve the concern of attaining efficient talent
management was by adopting fully-executable recruitment techniques. Regardless of a well-
drawn practical plan on recruitment and selection as well as involvement of highly qualified
management team, companies following recruitment processes may face significant obstacles in
implementation. As such, theories of HRM can give insights in the most effective approaches to
recruitment even though companies will have to employ their in house management skills for
applying generic theories across particular organizational contexts. Word conducted by Silzer et
al (2010) described that the primary objective of successful talent strategies is to create both a
case as well as a blueprint for developing the talent strategies within a dynamic and highly
intensive economy wherein acquisition, deployment and preservation of human capital-talent
that matter,, shapes the competitive advantages and success of many companies (Silzer et al.
2010).
Toward that end Taher et al. (2000) carried out a study to critique the value-added and non-value
activities in a recruitment and selection process. The strategic manpower planning of a company,
training and development programme, performance appraisal, reward system and industrial
relations, was also appropriately outlined in the study. This study was based on the fact that
efficient HR planning is an essence of organization success, which flows naturally into employee
recruitment and selection (Taher et al. 2000). Therefore, demand rather than supply must be the
prime focus of the recruitment and selection process and a greater emphasis must be put on
planning, supervising and control rather than mediation. Extending this principle, a realistic
approach to recruitment and selection process was demonstrated, and the study found that an
organization is efficient only when the value it commands exceeds the price involved in
determining the process of decision making or product. In other words, value-added and non-
value added activities associated with a company’s recruitment and selection process impacts its
role in creating motivated and skilled workforce in the country (Taher et al. 2000). Thus, the
study identified the waiting time, inspection time and filing time as non value added tasks and
the cost of advertisement as the only value added activity in the overall process. Taher et al.
(2000) investigated the recruitment and selection section of Bangladesh Open University. It was
found that whenever the recruitment and selection department of BOU received a recruitment
request of new applicants from other sections, the officials failed to instantly advertise the
vacancy in various media. The university had to follow some long sequential steps prior to doing
so. After the vacancy is publicly advertised, what followed were the bureaucratic formalities and
complications together with inspection and supervision by two departments thereby causing
unnecessary waiting in the recruitment and selection process that eventually increases the cost of
recruitment by keeping the organization’s image at stake. The study also witnessed some amount
of repetition taking place at every step of recruitment where the applications of applicants
circulating around too many departments for verifications. This repetitive work tends to engage
unnecessary persons for a single task that results in unnecessary delay in the decision and unjust
wastage of manpower.
After careful consideration of similar problems in the BOU, Taher et al. (2006) recommended for
amending the recruitment process by stating that firstly processes like job analysis and searching
internal and external sources must be followed by direct advertisement of the post as the HR’s
own responsibility, and not by any intermediate officials. This will eliminate the non-value
activities. Secondly, Taher et al (2000) suggested a ‘system’ to be introduced to ease the
respective department to study the shortlisted candidates, which can be done only by the request
of the HR department. A medical assistance must be sought by BOU in regards to the physical or
mental abilities of applicants for the job function as well as their workers compensation and risk.
A procedure needs to be devised pertaining to the privacy and confidentiality of medical reports.
Thus, this privacy and decrease in noon-value added activity of the medical exam can be
sustained effectively by testing the applicants via contracted medical advisors, or in-house
doctors. Use of a computer based HR system should be installed in BOU to manage the pool of
information about employees and to make the organization to take just-in-time HR recruitment
and selection decisions.
Therefore, any organization is encouraged to development real-time recruitment strategies that
must attempt to generate a pool of appropriately qualified and well-experienced individuals so as
to effectively initiate the selection strategies and decisions. In essence, the potential applications
are encouraged to apply for the open vacancies and also the relevant departments can engage in
recruiting the best candidates to upgrade the department’s performance (Taher et al. 2000).

CHAPTER- III
 RESEARCH METHODOLOGY

OBJECTIVES OF STUDY

 To study the existing policy of AGILE CAPITAL SERVICES PRIVATE LIMITED

regarding Recruitment and Selection process.
 To know the satisfaction level of employees towards the existing recruitment and selection
process.
 To identify the internal and external sources of recruitment and selection.

TYPE OF RESEARCH
The type of research used to generate this project is:
Qualitative Research:
It relies on data obtained by the researcher from first-hand observation, interviews,
questionnaires (on which participants write descriptively), focus groups, participant-observation,
recordings made in natural settings, documents, case studies, and artifacts. The data are generally
nonnumerical. Qualitative methods include ethnography, grounded theory, discourse analysis,
and interpretative phenomenological analysis. Qualitative research methods have been used in
sociology, anthropology, political science, psychology, social work, and educational research.
Qualitative researchers study individuals' understanding of their social reality.
It represents collecting, analyzing, and interpreting data by what people say and do. It refers to
the meanings, definitions, characteristics, symbols, metaphors, and description of things. It is
much more subjective and uses very different methods of collecting information, mainly
individual, in-depth interview, and focus groups. generates mainly non-numerical data and
focuses on gathering of mainly verbal data rather than measurements. Gathered information is
then analyzed in an interpretative manner, subjective, impressionistic, or even diagnostic. The
nature of this type of research is exploratory and open-ended.

RESEARCH DESIGN
Research design specifies the methods and procedures for conducting a particular study. A
research design is the arrangement of conditions for collection and analysis of data in a manner
that aims to combine relevance to their search purpose with economy in procedure.
Research design is broadly of 3 types:
 Exploratatory Research Design
 Descriptive Research Design
 Explanatory Research Design

Exploratory Research Design

It has the following characteristics:
 Gather preliminary information
 Define problem with more clarity.
 Use of secondary data and qualitative research.
Those studies which are concerned with describing the characteristics of particular subject. It is
defined as the initial research into a hypothetical or theoretical idea. This is where a researcher
has an idea or has observed something and seeks to understand more about it. An exploratory
research project is an attempt to lay the groundwork that will lead to future studies, or to
determine if what is being observed might be explained by a currently existing theory.
In this project, exploratory research method is used.

SAMPLING TECHNIQUE
The type of Sampling Technique is used to generate this project is:

Purposive sampling

Purposive sampling, also known as judgmental, selective, or subjective sampling, is a form of

non-probability sampling in which researchers rely on their own judgment when choosing
members of the population to participate in their surveys.

This survey sampling method requires researchers to have prior knowledge about the purpose of
their studies so that they can properly choose and approach eligible participants for surveys
conducted using online survey platforms like Alchemer.
Researchers use purposive sampling when they want to access a particular subset of people, as
all participants of a survey are selected because they fit a particular profile.

Data Collection

Primary data

Primary data is collected for a research on the basis of practical means of questionnaires,
interviews and under the focus of certain group debates. The primary data is inferred through the
process of statistical calculation and analysis. This is a kind of accurate methodology that gets
followed to precise end-results. However this provision of data collection is very cumbersome
and needs longer duration. The modes of collecting information get used even during the phase
where precise research systems were not much availed, and it dates back to 19th century.
Secondary data
The process to collect secondary data is much easier than the primary data collection. It is here
that the information is collected through the way of using sources that are already present. These
sources are represented by various white papers, articles, internet and various kinds of print
media; esp. newspaper & research editorials along with academic journals. This research
methodology needs adequate amount of time for the selection of precise as well as apt and
relevant data, as per the demand of the research.
Primary data is made applicable to carry out the considered study after the process of observing
necessity of the research for the establishment of solutions to the research goals and queries. Use
of selective questionnaire format is managed to amass the data.
The research approach or the considered study with assembled information from the answers of
various individuals from the questionnaire is used. The questionnaire is made up of a series of
questions, added by some occasional supplementary questions or prompts. It is important to note
that questionnaire is not used all the time for statistical analysis.
Against other methods of survey, advantage of questionnaire is very relevant
 It is less expensive
 Against any kind of telephonic or verbal survey, questionnaire survey has got more
clarity.
 Assembling of data from the questionnaire is easy for collecting similar configuration.
However, there are some disadvantages of the questionnaire in a particular survey. These can be
noted on the basis of the common format of collected answers which may annoy the respondents
of the selected survey; which needs adequate position to read and thereby to answer questions.
This act restricts the applicability of the data collected from the research questionnaire. Thus for
specific faction of individuals, the process might seems to be impractical for the questionnaire
survey.
Data Collection Method
Researcher instruments are actually the tool that the researcher uses to derive solutions for the
research on oriented problems or the selective objectives. Collection of data through
“Questionnaire” is the most popular mode of research investigation. The proceeding can be
accomplished through a moiled set of questions that are presented to the respondents and the
answers were sought. With its flexibility, this is a very usual and common instrument that is
considered for the collection of primary data. The phase of pre- testing questionnaire, offers the
reaction of the selected respondents and thereby the determined suggestions can be made for the
change in the process of research instrument.
In order to cover the large public, questionnaires as well as interviews are considered as common
interface under the research of social science. Most of the structured questionnaires are managed
by themselves for gaining control over large quantitative kind of surveys. These surveys are
subject to collect factual data, like those of census, which are administered efficiently in specific
groups; as for instance in terms of entire groups, classes or teams instead of individuals.
Questionnaire is a traditional and authentic way for the process of collecting data under survey
method (Goode et al., 2002). Questionnaires are inclusive of two types of questions. These are
open-ended and close-ended questions.
Open-ended question: These questions are clear formats to understand the exact status of the
respondent’s mind. Through these questions the respondent receives complete freedom. These
questions are used, in a state when the researchers do not want to have any kind of limited
answers. By skillful open-ended questions with higher validity, the researcher can collect
comprehensive answers among the respondents. However, by means of lower non reliable
questions, the researchers can have different interviewers with different answers.
Closed-ended question: The closed-ended questions can be pre-determined for the collection of
answers. This proceeding is however, considered as less valid than open-ended questions. In this
process the choices can get restricted, yet are sometimes more reliable as the questions and the
determined answers are all set. This makes the research more replicable.

Characteristics of Good Questionnaire are

 Short;
 Simple;
 Specific;
 Unambiguous; and
 Neutral
The way to understand structured questionnaire by means of open-ended and close-ended
question design is followed by the relevant selected survey. These surveys are managed among
the consumers’ buying behavior in buying two-wheelers. Questions of the questionnaires were
for understanding the decision making patterns of the consumer as per demographic and attitude
in format.
Questionnaire was distributed personally to the selected people and detailed by the interviewers.
The questionnaire was given to respondent for independent answers.
The answers of the questionnaire along with some supplementary pop ups/prompts were
assembled to initiate the research. The questionnaire is however not used all the time for
statistical analysis.
Advantages of questionnaires are
 Less expensive.
 Against verbal/telephonic surveys, questionnaires are with fewer hassles.
 Assembling of data is simple as they usually follow similar configuration.
However, the disadvantages of the questionnaires lie in survey made at common format. These
usually annoy the customer involved in the survey. As they are not supposed to read the answers
of other, there comes in the restriction over its applicability. To lots of people the questionnaire
mode is impractical and the surveys are unauthentic.
In this research, the questionnaire is designed with 30 close-ended questions for a survey over
the consumers dealing with digital marketing in the modern era. Questions were structured to
comprehend consumer’s behavior patterns, and thus decision making styles, followed by
demographic information and customers’ attitude for different kinds of digital marketing
platforms are investigated.
Questionnaire was personally explained to the respondents for right kinds of data, by the
interviewers/researcher, who also instructed the respondents with the mode of completing it. The
researcher in fact waits till the respondent answers the questions independently and returns the
questionnaire.
 CHAPTER- IV
DATA REDUCTION, PRESENTATION & ANALYSIS
DATA SOURCES:-

 PRIMARY DATA- Primary data is a type of data that is collected by researchers directly
from main sources through interviews, surveys, experiments, etc. Primary data are usually
collected from the source—where the data originally originates from and are regarded as the
best kind of data in research.

The sources of primary data are usually chosen and tailored specifically to meet the demands
or requirements of particular research. Also, before choosing a data collection source, things
like the aim of the research and target population need to be identified.

For example, when doing a market survey, the goal of the survey and the sample population
need to be identified first. This is what will determine what data collection source will be
most suitable—an offline survey will be more suitable for a population living in remote areas
without an internet connection compared to online surveys.

 SECONDARY DATA- Secondary data is the data that have been already collected for
another purpose but has some relevance to your current research needs.

In other words, it has already been collected in the past by someone else, not you. And now,
you can use the data.

Secondary data is second-hand information. It is not used for the first time. That is why it is
called secondary.

Typically, secondary data is found in resources like the Internet, libraries, or reports.

Web information, business reports, mass media products, encyclopedias, and government
statistics are among the most popular examples of secondary data.
 CHAPTER- V

DATA INTERPRETATION

For data interpretation we have conducted a survey and the details of the survey are as follows:-

Sample size- 100

Male respondents- 50

Female respondents- 50

Question-1 Identify the source from where you came to know about the job.

Pie Chart:-

SOURCES FROM WHERE INDIVIDUALS CAME TO

KNOW ABOUT THIS JOB

ADVERTISEMENT
CONSULTANT
PERSONAL REFERECE
CAMPUS
E- RECRUITMENT
OTHERS

Figure: 01

Table:-

OPTIONS NUMBER OF RESPONDENCES

Advertisements 20
Consultants 10
Personal reference 50
Campus 20
E-recruitment 00
Others 00

Table: 01

Interpretation:-

In the question we ask every individual that how do you came to know about this job? We
conduct the survey to get to know that from where the employees get to know about this job and
in response 20% employees says that they get to know about this job through “Advertisement”,
10% employees says that they get to know about this job through “Consultant”, 50% employees
says that they get to know about this job through “Personal reference” and 20% employees get to
know through “Campus”. By conducting the survey of this question we get to know that majority
of employees get to know about this job through “Personal reference”.

Question- 2 Are you satisfied with the recruitment process by which you are selected?

Pie Chart:-
 SATISFACTION LEVEL OF RECRUITMENT
PROCESS BY WHICH EMPLOYEES GET SELECTED

Yes
No

Figure: 03

Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 80
No 20

Table: 02

Interpretation:-

In the question we ask every individual that are they satisfied with the recruitment process of the
Company? We conduct the survey to get to know that the employees are satisfied or not with the
recruitment process and in response 80% employees says “Yes” that they are satisfied with the
recruitment process and 20% employees says “No” that they are not satisfied with the
recruitment process. By conducting the survey of this question we get to know that majority of
employees says “Yes” that they are satisfied with the recruitment process.

Question- 3 Identify the sources for recruitment and selection.

Pie Chart:-

SOURCES OF RECRUITMENT AND SELECTION

PROCESS

Internal
External
Both

Figure: 05

Bar Graph:-
 SOURCES OF RECRUITMENT AND SELECTION

BOTH

EXTERNAL

INTERNAL

0 5 10 15 20 25 30 35 40 45

Figure: 06

Table:-

OPTIONS NUMBER OF RESPONDENCES

Internal 30
External 30
Both 40

Table: 03

Interpretation:-

In the question we ask every individual that what are the sources of recruitment in the Company?
We conduct the survey to get to know the sources of recruitment of the company and in response
30% employees says there is an “Internal” recruitment in the company, 30% employees says that
there is an “External” recruitment in the company and 40% employees says that there is “Both”
internal and external recruitment in the company. By conducting the survey of this question we
get to know that majority of employees says that there is “Both” internal and external
recruitment in the company.

Question- 4 Identify the approach of management during recruitment.

Pie Chart:-

APPROACH OF MANAGEMENT DURING

RECRUITMENT

Serious & Positive

Casual
Negative

Figure: 07

Bar Graph:-

APPROACH OF MANAGEMENT DURING

RECRUITMENT

NEGETIVE

CASUAL

SERIOUS & POSITIVE

0 10 20 30 40 50 60 70 80

Figure: 08
Table:-

OPTIONS NUMBER OF RESPONDENCES

Serious & positive 70
Casual 30
Negetive 00

Table: 04

Interpretation:-

In the question we ask every individual that what is the approach of management during the
recruitment? We conduct the survey to get to know that what is the approach of management
during the recruitment and in response 70% employees says that there approach is “Serious &
Positive” and 30% employees says that there approach is “Casual”. By conducting the survey of
this question we get to know that majority of employees says that the approach of management
during recruitment is “Serious & Positive”.

Question- 5 Tell us the image that you are having before getting recruit at Agile Capital
Services.
Pie Chart:-
 IMAGE OF THE COMPANY BEFORE GETTING
RECRUIT

SATISFACTORY
AVERAGE
UNSATISFACTORY

Figure: 09

Bar Graph:-

IMAGE OF THE COMPANY BEFORE GETTING

RECRUIT

UNSATISFACTORY

AVERAGE

SATISFACTORY

0 10 20 30 40 50 60

Figure: 10
Table:-

OPTIONS NUMBER OF RESPONDENCES

Satisfactory 40
Average 50
Unsatisfactory 10

Table: 05

Interpretation:-

In the question we ask every individual that what is the image in their mind of the company
before getting recruit? We conduct the survey to get to know what is the image in employees
mind of the company before getting recruit and in response 40% employees says that the image
is “Satisfactory”, 50% employees says that the image is “Average” and 10% employees says that
the image is “Unsatisfactory”. By conducting the survey of this question we get to know that
majority of employees have “Average” image in their mind before getting recruit.

Question- 6 Tell us that you are satisfied or not with the salary package.

Pie Chart:-
 EMPLOYEES SATISFACTION LEVEL WITH THE
SALARY PACKAGE

SATISFY
GOOD
AVERAGE
UNSATISFIED

Figure: 11

Bar Graph:-

EMPLOYEES SATISFACTION LEVEL WITH THE

SALARY PACKAGE

UNSATISFIED

AVERAGE

GOOD

SATISFIED

0 5 10 15 20 25 30 35 40 45

Figure: 12
Table:-

OPTIONS NUMBER OF RESPONDENCES

Satisfy 40
Good 40
Average 10
Unsatisfied 10

Table: 06

Interpretation:-

In the question we ask every individual that are they satisfied with the salary package? We
conduct the survey to get to know that the employees are satisfied with the salary package or not
and in response 40% employees says that the salary package is “Good”, 40% employees says
that the salary package is “Good”, 10% employees says that the salary package is “Average” and
10% employees says that the salary package is “Unsatisfied”. By conducting the survey of this
question we get to know that majority of employees are “Satisfy” with the salary package.

Question- 7 Tell us that you are satisfied with the current job or not.

Pie Chart:-
 SATISFY WITH THE CURRENT JOB

Yes
No

Figure: 13

Bar Graph:-

SATISFY WITH THE CURRENT JOB

NO

YES

0 10 20 30 40 50 60 70 80 90 100

Figure: 14
Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 90
No 10

Table: 07

Interpretation:-

In the question we ask every individual that are they satisfy with the current job? We conduct the
survey to get to know that the employees are satisfy with the current job or not and in response
90% employees says “Yes” that they are satisfy with the current job and 10% employees says
“No” that they are not satisfy with the current job. By conducting the survey of this question we
get to know that majority of employees says “Yes” that they are satisfy with the current job.

Question- 8 Since how many years have you been working with this organization?

Pie Chart:-

HOW LONG THE EMPLOYEES ARE WORKING

WITH THE COMPANY

0- 5 YEARS
5- 10 YEARS
10- 15 YEARS
MORE THAN 15 YEARS

Figure: 15
Bar Graph:-

HOW LONG THE EMPLOYEES ARE WORKING

WITH THE COMPANY
MORE THAN 15
YEARS

10- 15 YEARS

5- 10 YEARS

0- 5 YEARS

0 10 20 30 40 50 60 70 80 90

Figure: 16

Table:-

OPTIONS NUMBER OF RESPONDENCES

0-5 years 80
5-10 years 20
10-15 years 00
More than 15 years 00

Table: 09

Interpretation:-

In the question we ask every individual that from how long they are working with the company?
We conduct the survey to get to know that from how long the employees are working with the
company and in response 80% employees says that they are working with the company from “0-
5 Years” and 20% employees says that they are working with the company from “10- 15 Years”.
By conducting the survey of this question we get to know that majority of employees are
working with the company from “0- 5 Years”.

Question- 9 According to you tell us that the organization doing timeliness recruitment and
selection process.

Pie Chart:-

ORGANIZATION DO TIMELINESS RECRUITMENT

AND SELECTION PROCESS

Yes
No

Figure: 17

Bar Graph:-
 ORGANIZATION DO TIMELINESS RECRUITMENT
AND SELECTION PROCESS

NO

YES

0 10 20 30 40 50 60 70 80 90

Figure: 18

Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 80
No 20

Table: 09

Interpretation:-

In the question we ask every individual that the organization do timeliness recruitment and
selection process or not? We conduct the survey to get to know that the company is doing
timeliness recruitment and selection process or not and in response 80% employees says “Yes”
that the company is doing timeliness recruitment and selection process and 20% employees says
“No” that the company is not doing timeliness recruitment and selection process. By conducting
the survey of this question we get to know that majority of employees says “Yes” that the
company is doing timeliness recruitment and selection process.
Question- 10 According to you, how would you rate the HR department’s performance in
recruitment and selection process.

Pie Chart:-

PERFORMANCE OF HR DEPARTMENT IN
RECRUITMENT AND SELECTION PROCESS

POOR
ADEQUATE
EXCELLENT

Figure: 19

Bar Graph:-
 PERFORMANCE OF HR DEPARTMENT IN
RECRUITMENT AND SELECTION PROCESS

EXCELLENT

ADEQUATE

POOR

0 10 20 30 40 50 60 70 80

Figure: 20

Table:-

OPTIONS NUMBER OF RESPONDENCES

Poor 20
Adequate 70
Excellent 10

Table: 10

Interpretation:-

In the question we ask every individual that the HR department performance is good or not while
doing the recruitment and selection process? We conduct the survey to get to know that the HR
department performance is good or not while doing recruitment and selection process and in
response 20% employees says that the performance is “Poor”, 70% employees says that the
performance is “Adequate” and 10% employees says that the performance is “Excellent”. By
conducting the survey of this question we get to know that majority of employees says the
performance of HR department while doing the recruitment and selection process is “Adequate”.

Question- 11 Do you think organization looks for experienced employees in selection

process?

Pie Chart:-

ORGANIZATION LOOKS FOR EXPERIENCED

EMPLOYEES IN SELECTION PROCESS

YES
NO

Figure: 21

Bar Graph:-
 ORGANIZATION LOOKS FOR EXPERIENCED
EMPLOYEES IN SELECTION PROCESS

NO

YES

0 10 20 30 40 50 60 70

Figure: 22

Table:-

OPTIONS NUMBER OF RESPONDENCES

Yes 60
No 40

Table: 12

Interpretation:-

In the question we ask every individual that the company is looking for experienced employees
or not? We conduct the survey to get to know that the company is looking for experienced
employees or not and in response 60% employees says “Yes” that the company is looking for
experienced employees and 40% employees says “No” that the company is not looking for
experienced employees. By conducting the survey of this question we get to know that majority
of employees says “Yes” that the company is looking for experienced employees.

Question- 12 Which is the most important quality the organization looks for in a candidate?
Pie Chart:-

QUALITY A CANDIDATE SHOULD HAVE IF THEY

WANT TO GET HIRED IN THE COMPANY

KNOWLEDGE
PAST EXPERIENCE
OPTIMISTIC NATURE
DISCIPLINE
TEAM WORK ABILITY
OTHERS

Figure: 23

Bar Graph:-

QUALITY A CANDIDATE SHOULD HAVE IF THEY

WANT TO GET HIRED IN THE COMPANY
OTHERS

TEAM WORK ABILITY

DISCIPLINE

OPTIMISTIC NATURE

PAST EXPERIENCE

KNOWLEDGE

0 10 20 30 40 50 60
 Figure: 24

Table:-

OPTIONS NO OF RESPONDENCES
Knowledge 10
Past experience 50
Optimistic nature 20
Discipline 10
Team work ability 00
Others 10

Table: 12

Interpretation:-

In the question we ask every individual that which quality a candidate have to get hired? We
conduct the survey to get to know that which quality a candidate have to get hired and in
response 10% employees says “Knowledge” is required, 50% employees says “Past experience”
is required, 20% employees says “Optimistic nature” is required, 10% employees says
“Discipline” is required and 10% employees says “Others”. By conducting the survey of this
question we get to know that majority of employees says that “Past experience” is required.

Question- 13 Do you think organization is using satisfactory methods of interview?

Pie Chart:-
 ORGANIZATION USE SATISFACTORY METHODS
OF INTERVIEW

YES
NO

Figure: 25

Bar Graph:-

ORGANIZATION USE SATISFACTORY METHODS

OF INTERVIEW

NO

YES

0 10 20 30 40 50 60 70 80

Figure: 26
Table:-

OPTIONS NO OF RESPONDENCES
Yes 70
No 30

Table: 13

Interpretation:-

In the question we ask every individual that the company use satisfactory methods of interview
or not? We conduct the survey to get to know that the company is use satisfactory methods of
interview or not and in response 70% employees says “Yes” that the company is use satisfactory
methods of hiring and 30% employees says “No” that the company is not use satisfactory
methods of interview. By conducting the survey of this question we get to know that majority of
employees says “Yes” that the company is use satisfactory methods of interview.

Question- 14 Is the resume screening and shortlisting method used by the organization is
satisfactory?

Pie Chart:-
 SCREENING AND SHORTLISTING METHOD USED
BY THE ORGANIZATION IS SATISFACTORY

YES
NO

Figure: 27

Bar Graph:-

SCREENING AND SHORTLISTING METHOD USED

BY THE ORGANIZATION IS SATISFACTORY

NO

YES

0 2 4 6 8 10 12

Figure: 28
Table:-

OPTIONS NO OF RESPONDENCES
Yes 90
No 10

Table: 14

Interpretation:-

In the question we ask every individual that the screening and shortlisting method is satisfactory
or not which is used by the company? We conduct the survey to get to know that the screening
and shortlisting method is satisfactory or not which is used by the company and in response 90%
employees says “Yes” that the screening and shortlisting method is satisfactory and 10%
employees says “No” that the screening and shortlisting method is not satisfactory. By
conducting the survey of this question we get to know that majority of employees says “Yes”
that the screening and shortlisting method is satisfactory which is used by the company.

Question- 15 How do you rate the selection policy of the organization?

Pie Chart:-
 RATE OF SELECTION POLICY OF THE COMPANY

GOOD
AVERAGE
POOR

Figure: 29

Bar Graph:-

RATE OF SELECTION POLICY OF THE COMPANY

POOR

AVERAGE

GOOD

0 10 20 30 40 50 60

Figure: 30
Table:-

OPTIONS NO OF RESPONDENCES
Good 50
Average 40
Poor 10

Table: 30

Interpretation:-

In the question we ask every individual that how will they rate the selection policy of the
company? We conduct the survey to get to know that how employees rate selection policy of the
company and in response 50% employees says that the selection policy is “Good”, 40%
employees says that the selection policy is “Average” and 10% employees says that the selection
policy is “Poor”. By conducting the survey of this question we get to know that majority of
employees says that the selection policy is “Good” of the company.
 CHAPTER- VI

SUMMARY & CONCLUSION

In the whole report we study about Agile Capital Services Private Limited recruitment and
selection process. We conduct a survey to get to know that what the company’s employees think
about the recruitment and selection process of the company. In many questions majority of
employees give the answers in favor of the company but in some question the employees give
answer against the company which the company needs to improve in their recruitment and
selection process.

The recruitment and selection process is the time we not only identify a candidate who has the
experience and aptitude to do the job that we are looking to fill, but also to find someone who
shares and endorses our company’s core values. The candidate will need to fit in well within our
company’s culture. The selection and recruitment process should provide our company with an
employee who adapts and works well with others in our business. Failure to recruit and select for
the long term can result in high turnover.

Recruitment and selection process of employees is very valuable and important process in human
resource management because it provides the effective and desirable employees to the
organization. If it is not done effectively and in appropriate manner than it will directly affect the
future growth and success of the organization.
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selection-process-reduces-turnover-we/
 APPENDICES

 Questionnaire

1. Identify the source from where you came to know about the job?

o Advertisement
o Consultant
o Personal reference
o Campus
o E- recruitment
o Others
2. Are you satisfied with the recruitment process by which you are selected?
o Yes
o No
3. What are the sources for recruitment and selection?
o Internal
o External
o Both
4. How was the approach of management during the recruitment?
o Serious & Positive
o Casual
o Negative
5. What impression/ image you were having of Agile Capital Services Private Limited
before getting Recruitment?
o Satisfactory
o Average
o Unsatisfactory
6. Are you satisfied with salary package?
 o Satisfied
o Good
o Average
o Unsatisfied
7. Are you satisfied with your current job?
o Yes
o No
8. Since how many years have you been working with this organization?
o 0-5 years
o 5-10 years
o 10-15 years
o More than 15 years
9. Is the organization doing timeliness recruitment and selection process?
o Yes
o No
10. How would you rate the HR department’s performance in recruitment and Selection?
o Poor
o Adequate
o Excellent
11. Do you think organization looks for experienced employees in selection Process?
o Yes
o No
12. Which is the most important quality the organization looks for in a candidate?
o Knowledge
o Past Experience
o Optimistic Nature
o Discipline
o Team work ability
o Others
13. Do you think organization is using satisfactory methods of interview?
o Yes
o No
14. Is the resume screening and shortlisting method used by the organization is satisfactory?
o Yes
o No
15. How do you rate the selection policy of the organization?
o Good
o Average
o Poor