A Project on

“A STUDY OF RECRUITMENT AND SELECTION PROCESS AT ITCUBE

SOLUTIONS [Link] BIBWEWADI, PUNE”

Submitted to
School Of Commerce and Management

Yashwantrao Chavan Maharashtra Open University Nashik

In partial fulfillment of the Requirement for the award of the degree of

Master of Business Administration (MBA)

By
Mr. GHODAKE SHEKHAR SHIVAJI
PRN No. 2023017000907043

Under the Guidance of

DR. V. H. RAKIBE

Through The Coordinator

STUDY CENTRE: LOKNETE VYANKATRAO HIRE COLLEGE, NASHIK

(Study center code: 5406A)
2024-25

1
 CERTIFICATE BY SUPERVISOR

This is to certify that Mr. Ghodake Shekhar Shivaji bearing

PRN No. 2023017000907043 is a bonafide student of Master of Business Administration

course of the Loknete Vyankatrao Hire College Nashik (5406A) affiliated to

Yashwantrao Chavan Maharashtra Open University, Nashik. Project report on "A

study of Recruitment and Selection Process at ITCUBE Solutions Pvt. Ltd.

Bibwewadi Pune” is prepared by him under the guidance of, in partial fulfillment of the

requirements for the award of the degree of Master of Business Administration,

Yashwantrao Chavan Maharashtra Open University, Nashik.

Date: 16.04.2025

Place: Nashik
DR. V. H. Rakibe
(Research Supervisor)

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 DECLARATION

I Ghodake Shekhar Shivaji , hereby declare that this project entitled " A study
of Recruitment and Selection Process at ITCUBE Solutions Pvt. Ltd. Bibwewadi
Pune” submitted by me for the partial fulfillment of the requirement of university
regulation for the award of the degree of Master of Business Administration by
Yashwantrao Chavan Maharashtra Open University, Nashik is my own original
work. This project has not been submitted to any other institution or university for the
fulfillment of the requirement for any course of study.
I further declare that no part of this project report has been copied from any other
source or previously published work, and all sources used have been appropriately
acknowledged.

Place: Nashik

Date:-16.04.2025

(Ghodake Shekhar Shivaji)

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 ACKNOWLEDGEMENT

I would like to take this opportunity to express my deep sense of gratitude to Prof.

Santsoh Bharute, Study Centre Coordinator of Loknete Vyantakrao Hire College

Nashik who has encouraged, motivated and guided me for successful completion of this

project report at the very set out. I am thankful to the reputed Yashwantrao Chavan

Maharashtra Open University, Nashik for giving me an opportunity to pursue my

MBA degree and allow me to submit this project report for the reward of MBA degree. I

would also like to sincerely thank to my project guide Dr. V. H. Rakibe of Commerce

and Management department for having extended his cooperation and supporting me

during the course of completion of the project.

Place: Nashik

Date:-16.04.2025

(Ghodake Shekhar Shivaji)

4
 INDEX

[Link]. PARTICULARS PAGE NO

EXECUTIVE SUMMARY 6-8

1. INTRODUCTION 9-11

OBJECTIVE OF PROJECT REPORT

SCOPEOFTHE REPORT

LIMITATIONSOFTHE REPORT
2.
PROFILE OF THE COMPANY 12-14
VISIONANDMISSION

SERVICES

3. RESEARCH METHODOLOGY 15-20

a)SOURCES OF DATA COLLECTION

b)RESEARCH DESIGN
4. THEROTICAL BACKGROUND 21-32

SKILL MATRIX, PERFORMANCE APPRAISAL

5. DATA PRESENTATION, ANALYSIS &
INTERPRETATION 33-48

6. FINDINGS, SUGGESTIONS AND CONCLUSION 49-51

ABBREVITATION
51

ANNEXURE 52

BIBILOGRAPHY 55

5 |Page
 EXECUTIVE SUMMARY

Started in 2003, IT Cube has been one of the premier global Information Technology
service providers with customers, partners & offices spread across the world. Their
impeccable customer satisfaction rate speaks volume about their client-centric approach &
their exceptional team of 600+ technical and functional experts. They have delivered solutions
using technologies such as MS Share Point, .Net, Business Intelligence, Dynamics 365 and
successfully enabled businesses drive digital transformation and growth.

Recruitment and Selection plays a very important role in building up the reputation of
the company. A Recruitment and Selection is a process of identifying the jobs vacancy,
analyzing the job requirements, reviewing applications, screening, shortlisting and selecting
the right candidate and placing right candidate on right place.

Recruitment can be defined as the process of finding out prospective candidates for
fillingactual or projected vacancies in an organization. Recruitment enables the organization
to obtain the number and types of individuals required for its continuous working. Normally,
it is an effort to gain the Interest of the candidates looking for jobs, find the candidates
interested in the job and create a group of potential employees, with the help of which the
management can choose the suitable person for the job.

Recruitment is a process of finding out the prospective applicants and stimulating them
to apply for the vacancy. It is a long process which involves a series of activities that starts
with an analyzing the job requirements and ends on the appointment of the employee.

After considering all aspects the main point comes in frame which is selection.
Selection is an activity in which the organization selects a fixed number of candidates from a
large number of applicants. It involves the actual appointment of the employee for filling up
the vacancies of the enterprise. The term selection means the placement of the right man at the
right job. We all know that a lot of people apply for a single job at the time of recruitment, in
which the recruiters have to decide which candidate fits the best for the job.

The process of recruitment largely varies due to the size of the organization. A small or
medium sized firm may have only one person as a recruiter or a hiring manager. However, a
larger company is most likely to have a whole dedicated team of recruiters to carry on the
process effectively. A well framed recruitment process helps both the company and the
applicants. 6 |Page
 The company gets to generate a potential pool of candidates whereas the candidates
get potential employment opportunities. Recruitment is such an important process because it
serves as a pre-math for [Link] is a deciding factor on the correct candidates
being chosen in the selection [Link], attracting a better pool of candidates in the
recruitment process proves to be extremely beneficial.

Recruitment by an organization can be done by a variety of sources. Such As,

 Internal source :

Internal sources of recruitment can not only be effective but also economical. It is cost-
effective for the company and ad also economizes on a lot of time. Internal sources of
recruitment mainly include promotions and transfers of employee’s intra-organization. In
addition to that intra-organization employee referrals also largely contribute to the internal
sources of recruitment. Utilizing the company’s database to recruit former employees and
candidates can also be a good choice.

 External source :

A company can recruit through external sources via employment agencies. This is the
common and surest source of recruiting eligible pool of candidates. The company can also
conduct campus drives in various schools, colleges and universities thereby facilitating
recruitment. Apart from that, the recruitment procedure can be advertised in various media
sources to have a greater reach and therefore attract a greater pool. Utilizing various lab or
unions in the recruitment process is also something that the company can do.

 E-sources

The e-sources of recruitment are gaining quick popularity in today’s times. Recruitment
ads can be posted on agency websites. Also, online job boards can be used for the recruitment
process. However, the chance of attracting a large number of unqualified candidates works as
the biggest disadvantage in this case. Its easy availability and much higher reach still make it
a popular option.

This Project Seeks To Find:

The recruitment process can be a hectic task for any enterprise. However, if you have an
effective recruitment and selection policy, then it significantly eliminates the employee
turnover; making it easier for you to choose the just right candidate who not only meets the
work-related competencies, but also complements the core values of your organization.
7 |Page
 A recruitment and selection policy is a document that summarizes the guiding principles
regarding how an organization will conduct the overall recruitment and selection process. The
policy has a pivotal role to hire the most suitable candidates based on the work ethics and
business goals that an organization seeks to serve.

8 |Page
CHAPTER NO.1

INTRODUCTION

9 |Page
 OBJECTIVE OF PROJECT WORK

 To Study and Understand Process of Recruitment and Selection in detail at ITcube Solutions
Pvt. Ltd.
 To study the alter native ways of Recruitment and to understand Selection
process of organization.
 To find out technologies requirement to perform successfulness of process.
 To find out importunateness of recruitment and selection process.
 To understand successful execution of process.
 Tobeapracticalpartofrecruitmentandselection process.

 SCOPE

The study was conducted for 50 days period. The data use in the study is from current
year. All departments during the study 50 employees were contacted for filling questionnaire,
interviewing and discussion. The study required to understand recruitment and selection
process and reasons behind selection and rejection of candidates.

The study provides me with an opportunity to explore in the field of Human Resource.
Also provide the feedback of people involved in the Recruitment and Selection Process. Apart
from that it would be a great opportunity of exposure to interact with the high profile
managers of the company. The scope of the study covers in depth, the Recruitment and
Selection process, modules, and formats being followed.

 This study has a scope in the following areas:

 Recruitment and selection.

 Job planning.

 Wages and salary administration.

 Employee Management.

 Career Planning 10 |Page

  Limitations

 Little co-operations of some person due to conservative mind.

 The main constraint of the study was insufficient access to information which has
significantly disturbed the scope of the analysis that is required for the study.

 The sample under consideration may not reflect the whole population.
 Some of the respondents are not co-operative to fill the answer for the question.
 Sometimes people do not tell truth and fill it just for fun sake.

 Sensitive company information cannot be displayed in the project report.

 Period of the study was very short.

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 Chapter No.2

COMPANY PROFILE

12 |Page
 PROFILE OF THE COMPANY

IT Cube Solutions Pvt. Ltd is a global technology services, consulting and software
development company catering to customers across the world.

Company has create high quality, robust, end-to-end custom software solutions that give
their clients a competitive advantage, as they know that the only real measure of their success
is the success of their customers.

Since 2003 they have made it their mission to truly understand their customers’ business
needs before starting any project and have built trusted, long-term, collaborative partnerships
along theway. This enables their 600+ team to deliver technology solutions that solve
business problems and exceed customers’ expectations.

So whether client need an Artificial Intelligence or IoT project, a Business Intelligence or

Big Data solution, custom Microsoft SharePoint development, or have a new software product
to get to market on time, their solutions drive digital transformation and help their customers
achieve transformational growth. Delivering offshore outsourcing solutions to enterprises
worldwide, ITCube’s talented team specialize in Custom Application Development, Intranet
and Internet based Portals, Knowledge Management Applications, Dashboards, Reporting and
Analytics, QA & Testing, Project Management and UI/ UX designs.

 Services
UX

Designing

Consulting

Software

Testing Data

Analytics

Mobile App

Development MS

Dynamics

Share Point Development 13 |Page

.Net
 Development

Blockchain

Value Stream Mapping

 Services

 .NET Development

ITCube has extensive experience delivering .Net based technology solutions to

companies ranging from start-ups to large, long-established businesses. They took pride in
helping their customers at every stage of the software development lifecycle right from
conceptualization to planning, development, training and support, allowing them to stay
focused on their business goals.
 Share Point Development
Since 2003, A Microsoft Certified Gold partner, they’ve been delivering Microsoft
Share Point solutions to organizations of every scale and size across the globe since 2003.
Their development team, offers a comprehensive range of services covering the
implementation, post implementation support, migration and training stages of their
Microsoft Share Point environment.
 MS Dynamics 365
Their Microsoft Dynamics AX team has an extensive experience providing
Microsoft Dynamics AX consultancy, implementation and support services to a wide range
of clients with particular strengths in manufacturing and [Link] cost-effective and
flexible model ensures successful deployment and maximum ROI of your Microsoft
Dynamics AX investment.

 Mobile App Development

ITCube have been developing mobility solutions since the first version of iOS and
Android SDK serving everyone from exiting start-ups to Fortune 500 companies. With
experience of delivering hundreds of projects, they develop scalable, robust mobility
solutions that can grow their business multiple folds.

14 |Page
 ChapterNo.3

RESEARCH METHODOLOGY

15 |Page
RESEARCH METHODOLOGY

Research Methodology

The process used to collect information and data for the purpose making
business decisions. The methodology may include publication research interviews, surveys
and other research techniques, and could include both present and historical information.
Research was carried out at ITCube Solutions Pvt. Ltd. To study Recruitment and Selection
Process.

Research

Research is a process in which the researcher wishes to find out the end result for a
given problem and thus the solution helps in future course of action. The research has been
defined as “A careful investigation enquiry especially through search for new facts in branch
of knowledge”

Methodology
Methodology is the systematic, theoretical analysis of the methods applied to a field of
study.
It comprises the theoretical analysis of the body of methods and principles associated
with a Branch of knowledge. Typically, it encompasses concepts such as theoretical model,
phases and quantitative or qualitative techniques.

NATURE OF RSEARCH

Descriptive Approach

Descriptive approach is a fact finding investigation with adequate interpretation. It

seeks to describe a field or a problem by using questionnaire. This approach was used in the
research.

Research Design

Research Design may be a specific presentation of the various steps in the

16 |Page
process of research. The Research Design for this project is Descriptive Research.
 Sampling

Sampling may be defined as the selection some part of an aggregate or totality on the
basis of which a judgment or interference about aggregate or totality is made. Sample should
be truly representative of population characteristics without any bias so that it may result in
valid and reliable conclusions.
Sampling Population

A segment is population with characteristics which we want to study; it may be a finite or

infinite. Here the sampling population are an employee of the ITCube Solutions Pvt. Ltd.
Sample
A sample is a portion from a population under study

Sample size

Here the sample size 80 is used among the population at the ITCube Solutions Pvt. Ltd.

Sample Design

A sample design is a definite plan for obtaining a sample from a given population. There are
different types of sampling design based on two factors – the representation basis and element
selection technique.
Thus sample designs are basically of two types:

 Non-probability Sampling

 Probability Sampling.

I adopted probability sampling which is also known as random sampling or chance

sampling. Under this sampling design every item of universe has an equal chance of inclusion
in the sample

Method of Data Collection

Data is collected by two methods:

Primary data collection method: This data collected by a researcher from first-hand sources
using methods like surveys, interviews, or experiments. It is collected with the research
project in mind, directly from primary sources.

A) Collection of Primary Data

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The primary data was collected through following sources: -
  Questionnaire:

Prepared different questions for employees for getting their views about the industrial discipline.

 Interview and Discussion:

Discussed the project with Executives Managers, Employees, Course coordinator and
Friends. I have also taken the interview of some shop floor employees about their views
about training.

 Observation:

The best method of learning is observation. I have learned lot of things from the
Training & Development dept. and observed their day-to-day working.

B) Secondary data collection method:

Secondary data is data gathered from studies, surveys, or experiments that have been run by
other people or for another research.

B) Collection of Secondary Data

 Company Manual:
Collect a lot of information from the company manual regarding types, procedure of training.
 Library Books: Books play very crucial role in study. I have referred number of books from
college library, which help me to know about the theory part of my study.
 Internet:
 The advance details, current trends are collected by referring various websites.

Source of Data

1) Questionnaire
2) Observation
3) Interview
4) Company manual
5) Library books
6) Internet

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To carry out this project effectively the whole process was divided into following steps,

Formulating the Research Problem

The project assigned was “To study Performance Appraisal and to identify & find
out areas for improvement. Hence the research problem was to identify needs and
activities of the Performance Appraisal.

Choice of Research Design

A research design is the specification of the methods and procedures for acquiring
the information needed. In this project, research design comprises exploratory study.
Under Descriptive study I did study & scanning through secondary data, it helps me to
formulate the problem correctly.

Determining the Sources of Data:

There may be different types of data. Some of the data may be published, while some
is unpublished; some is complete and some is incomplete; and some is reliable data & some is
biased. It is necessary to know the kind of data which is usually employed in research work,
and the types of sources from which it is generally collected. The research problem decides
the nature of the sources of data. These sources may provide primary & secondary data.

Designing Research instruments

In this period, as research instrument interview was selected for the identification of
areas and activities to be performed for, It consists of a set of questions framed to collect the
required facts or opinions from others.

Processing and analyzing the data

After gathering the data from various sources ,I analyze it to sort out relevant information.

The unwieldy data should necessarily by condense into a few manageable groups and tables
for further analysis.

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Preparation of Research Report and presentation

As the last step in the research the collected information/ data and findings was
submitted to the company and to the project guides along with my opinions and observations
which I experienced throughout doing the project.

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 CHAPTER- 4

THEROTICAL BACKGROUND

21 |Page
 THEROTICAL BACKGROUND

 Meaning and Definition of Recruitment:

Definition of Recruitment

As per Dale Yoder, Recruitment is the process to “discover the sources of manpower to
meet the requirement so the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force.”

Meaning of Recruitment
Recruitment is a positive process of searching for prospective employees and
stimulating them to apply for the jobs in the organization. When more persons apply for jobs
then there will be a scope for recruiting better persons.

Importance
It is the process to discover 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 where by 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.

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 RECRUITMENT NEEDS ARE OF THREE TYPES

 PLANNED
i.e. the needs a rising from changes in organization and retirement policy.
 ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
 UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

Some of the essential features of recruitment are:

1. Recruitment is a searching and attracting function–

It is mainly concerned with searching and attracting the potential candidate’s
towards organization.

2. Recruitment is not a selection –

Recruitment involves searching the potential candidates and attracting them towards
organization to apply for the job. But selection involves choosing suitable candidate among
those who haveappliedforjob.

3. It is a process–
Recruitment is a process of series of activities like recruitment policy, sources of
recruitment, technique of tapping those sources and evaluation of those sources etc.

4. It is a linking activity –
Recruitment brings together those who have a job (employer) and those who search a
job (employees)

5. It is a pervasive function–
This function needs to be performed by all organizations which need human resources.

23 |Page
 6. It is one of the functions of personnel management-
It is an important function of personnel management as it helps in acquiring different number
and types of persons for continued functioning of an organization.

The factors affecting recruitments can be classified as internal and external which
are explained below:

1. Internal Factors:

(i) Organization Policies and Practices:

Policies and practices of the organization affect the system of recruitment of the
organization. Some organizations may adopt the practice of recruiting from within the
organization through promotion, transfer, lay-off etc., and others may go for external
sources. Some organizations adopt the practice of recruiting the persons from backward
castes and communities, physically handicapped persons etc., and others may give
importance to merit irrespective of caste, creed and religion.

(ii) Image of the Organization:

Image or the impression that an organization gives to the public considerably influences
on the recruitment process of the organization. Kind of job environment, benefit it provides to
its employees, employer employee relation that prevails in the organization enhance the image
of the organization. Better the image, better the quality of applicant and vice-versa.

(iii) Wage and Salary Policies:

Benefits provided by the organization to its employees have a great influence on its
recruitment system. Higher salaries and wages consistent with the merit and experience of the
employees will certainly attract meritorious and experienced employees towards the
organization.

(iv) Promotion and Retirement Policies:

Company which provides better promotion prospects to its dedicated and meritorious
employees and offers retirement benefits like pension or gratuity to those who are serving in
the company for a minimum fixed period also affect the recruitment policy of the
organization and in turn attract meritorious and able persons towards the organization.
24 |Page
(v) Working Conditions:
Good working conditions like proper lighting and ventilation, safety provisions, welfare
 measures like bonus, quarter’s facility, subsidized food, medical facility etc., influence positively
on the recruitment system of the organization.

2. External Factors:
External factors like government regulations, trade union restrictions, labour market
conditions, legal factors, economic factors, cultural factors, location of the organization etc.,
also influence the recruitment system of the organization.

(i) Government Regulations:

Government regulations towards Backward Caste, Scheduled Caste, Scheduled Tribes and
women have a direct impact on recruiting practices and hence organizations have to observe these
regulations while recruiting its employees.

(ii) Trade Union Restrictions:

Trade union always wants to protect the interest of its members and hence interfere in the
recruitment process of the organization. Therefore, while making the recruitment, interest of the
trade union should be kept in mind and process should be continued.

(iii) Labour Market Conditions:

Labour market conditions in India are always volatile i.e., changing. At any given point of
time there may be a surplus or a shortage of well qualified candidate in a particular category of
post for which vacancy is to be filled up. If well qualified candidates are in short supply
recruitment becomes difficult and if the candidates are excess with suitable qualification,
selection becomes difficult.
Therefore, it is necessary to take a note of labour market condition while recruiting the employees.

(iv) Legal Factors:

Legal factors like prohibition of employment of children, prohibition of employment of
women in night shift, provision of security to the workers in underground mines, abolition of
bonded labour, regulation of employment of contract labour, safety of scheduled caste,
scheduled tribe and other weaker sections of society, discrimination in employment on the basis
of religion, caste, sex, etc., influence on the recruitment practice of the organization.

(v) Economic Factors:

Economic factors like cost of recruitment, capacity of recruiting competent persons,
25 |Page
working conditions in other similar organizations etc., also affect the recruitment practice of
 the organization.

Sources of Recruitment:

A. Internal Sources:
Whenever a job falls vacant, it can be filled up by giving a promotion to the present
employee of the company. It is based on the promotion policy followed by the company.
In certain cases, a same cadre staff member is deputed to the job by the company. This is
called a transfer.

B. External Sources:
There are various external sources of recruitment. They are briefly explained below:

1. Media Advertisement:

The advertisement is the most common and preferred source of external recruiting. The
ads in newspapers, professional journals, give a comprehensive detail about the
organization, type, and nature of job position, skills required, qualification and experience
expected, etc. This helps an individual to self-evaluate himself against the job requirements
and apply for the jobs which best suits him.

Employment Exchange:

The employment exchange is the office run by the government where in the details about
the job seekers such as name, qualification, experience, etc. is stored and is given to the employers
who are searching for men for their organizations.

For certain job vacancies, it is mandatory for every organization to provide details about it to
the employment exchange. It is the most common source of external recruitment that offers jobs to
unskilled, semi-skilled and skilled workers.

1. Direct Recruitment:

The direct recruitment also called as factory gate recruitment is an important source of
hiring, especially the unskilled workers or badli workers who are paid on a daily-wage basis.
26 |Page
Here, the company puts up a notice on a notice board or on the factory gate regarding the jobs
available, such that the applicant sees it and apply for the job directly.

2. Casual Callers:

The casual callers, also called as unsolicited applications are the job seekers who come to
the well-renowned organizations casually and either mail or drop in their job applications seeking
the job opportunity.

This could be considered as an important source of external recruitment as the

personnel department maintains the folder of unsolicited applications and call those who
fulfill the job requirements, whenever the vacancy arises.

3. Educational Institutions or Campus Placement:

Creating a close liaison with the educational institutes for the recruitment of students with
technical and professional qualifications has become a common practice of external recruitment.
Here, the companies, visit the technical, management and professional colleges to recruit the
students directly for the job positions. The recruitment from educational institutions is also termed
as campus recruitment.

4. Labor Contractors:

This is the most common form of external recruitment wherein the labor contractors who
are either employed with the firm or have an agreement to supply workers to the firm for the
completion of a specific type of a task. This method is again used for hiring the unskilled and semi-
skilled workers.
The contractor keeps in touch with the workers and sends them to the places where their need
arises. In doing so, the contractors get the commission for each worker supplied.

5. Walk-Ins:

This is again a direct form of recruitment where in the prospective candidates are invited
through an advertisement to come and apply for the job vacancy. Here, the specified date, venue,
and time are mentioned, and the candidates are requested to come and give interviews directly
without submitting their applications in advance.

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6. E-recruiting:

The E-recruiting means searching and screening the prospective candidates electronically.
There are several online job portals that enable the job seekers to upload their resume online
which are then forwarded to the potential hirers. Such as [Link], [Link], [Link],
etc. are some of the well renowned online job portals.

7. Management Consultants:

There are several private management firms that act as a middleman between the recruiter and
the recruit. These firms help the organization to hire professional, technical and managerial
personnel, and they specialize in recruiting middle level and top level executives.

 Meaning and Definition of Selection:

Definition of Selection

According to Harold Koontz, “Selection is the process of choosing from the candidates,
from within the organization or from outside, the most suitable person for the current position or
for the future positions.”

Meaning of Selection

Selection is the process of putting right men on the right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can be
done only when there is effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees.

Moreover, organization will face less of absenteeism and employee turnover problems. By
selecting right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates who
apply for the given job are tested.

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The important factors affecting the process of selection are given below:

1. Profile Matching Factor:

The most important factor that effects on selection is profile of the candidate and job
specification. The profile of the candidate should match with job specification. For this purpose
scores secured by the candidates in various tests are taken as a standard and success or failure of the
candidate is decided at each stage of selection. Scores secured in the test, performance in the
interview are taken to match the candidate bio-data with the job specification.

2. Organizational and Social Environmental Factor:

Organizational and Social factors also influence the selection process. Candidates who are
able and efficient may fail to work in a type of organization located in a place which is not
conducive to work. For some candidates hot environment may be problem for others cool
environment may be hardship. Therefore, while selecting the candidates, the prevailing
environment, the capacity and suitability of the candidate to work in that environment should
also be considered.

3. Successive Hurdles:
There are number of hurdles in the process of selection which a candidate has to pass
through successfully to get an appointment. These hurdles may be interview, test, group
discussion, reference enquiry etc. All these hurdles influence on the selection process and need to
be considered at the time of selection.

4. Multiple Co-Relations:
Multiple co-relations are yet another factor that influences on the process of selection.
Multiple co-relation means relation between two or more factors. It is based on the assumption that
deficiency in one aspect can be counter balanced by an excess amount of another. A candidate who
is poor in communication may be extra-ordinary good in book keeping and accounting. Now
multiple co-relation factors may be applied and candidate may be selected.

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Process of Recruitment:

1. Identifying the Hiring Needs

Whether a job opening is newly formed or just vacated, you cannot find what you need if
you don’t know what you need in the first place. So, your recruitment process should start with
identifying the vacancies that exist followed by analyzing the job specifications including the
knowledge, skills and experience needed for the role. Here’s how you can determine your hiring
needs:

 Figure out where the gaps are in your current team. Check if you have new needs in terms of
ability, performance or personality. Ask yourself if you need someone to take care of something
that is not being addressed currently. This will tell you that there is a hiring need.
 Keep a track of input versus output when it comes to your team. See if there is an
increase in workload that needs to be addressed by hiring. 30 |Page

 Regularly analyses performance and make a list of missing qualities, qualifications, skills
and proficiencies that you need to add to your team. This can also signal towards hiring needs.
 Be mindful of existing employees leaving. This is definitely when you will have a hiring need.
The recruitment process starts off with recruitment planning that involves analysing and
describing job specifications, qualifications, experience, and skills required to fill the open
positions. If the recruitment plan is not well-structured, it may fail to attract potential
employees from a pool of candidates.

2. Preparing the Job Description

Once you know exactly what you need in terms of knowledge, skills and experience, it is
time to determine the duties and responsibilities of the job. Preparing a comprehensive job
description. (JD) will help you know what your potential employees must have in order to meet the
demands of the role. More importantly, it provides your prospects with a checklist or a list that
they can compare themselves to before applying. It is a tool to ensure that you get applications
from the right candidates

3. Talent Search

Identifying the right talent, attracting them and motivating them to apply are the most
important aspects of the recruitment process. The job listing should be advertised internally to
generate referrals as well as externally on popular social networking sites and preferred job
boards. Recruiters can also conduct job fairs and promote openings in leading industry
publications to cast a wider net. Broadly, there are two sources of recruitment that can be tapped
for a talent search

4. Screening and Short listing

In order to move forward with the recruitment process, you need to screen and shortlist
applicants efficiently and accurately. This is where the recruitment process gets difficult and
challenging.
No wonder, the most arduous task of the recruitment process is reviewing resumes.
Fortunately, you can make this complicated, time-consuming task a total breeze with an applicant
tracking system that is designed to screen resumes in a jiffy. Using an ATS will ensure that you
have an unbiased, objective filter that will smartly wade through the sea of resumes to narrow down
your talent pool in no time!
31 |Page
5. Interviewing

The short listed applications will now move through the interview process prior to
receiving an offer letter or a rejection note. Depending on the size of the hiring team and their
unique recruitment needs, several interviews may be scheduled for every candidate.

6. Evaluation and Offer of Employment

This is the final stage of the recruitment process. You should never take it for granted that
the candidate will accept your offer. However, if your candidate has patiently completed all the
paper work and waited through the selection process, the odds of accepting the offer are high.

7. Introduction and Induction of the New Employee

When applicants accept the job offer, they officially become the employees of the company.
The joining date and time is communicated to the employee. Once that’s done, pre-employment
screening that includes reference and background checks are conducted. Once the verification is
done, the employees are then introduced to the organization. The induction process of the
employees then begins. During the induction process, a welcome kit is usually given to the new
employees, and then the employment contract is signed.

32 |Page
 CHAPTER- 5

DATA ANALYSIS

&

INTERPRETATION

33 |Page
Q1. Does organization do proper job analysis before the selection process begins?

[Link]. Options [Link] Percentage(%)

1. Strongly agree 40 64.4%

2. Agree 20 33.2%
3. Neither agree nor disagree 20 3.3%
4. Strongly disagree 0 0%
5. Disagree 0 0%
Total 80 100%
Table No.1

70

60

50

40

64.4
30

20
33.2
10

0 3.3
0 0
Strongly agree agree Neither agree nor strongly disagree disagree
disagree

[Link] Job analysis before selection process

INTERPRETATION:

In the above table 64.4% of the respondents strongly agree to the statement that states
the proper job analysis should be done before selection process. 33.2% of the respondents
agree to it and 3.3% were neutral. There were 0 respondents who strongly disagree and
disagree to the statement. So, the maximum respondents are 64.4% that strongly agree that
34 |Page
there is a proper job analysis system before the selection process.
Q2. Do you feel the initial interview process runs smoothly?
[Link]. Options [Link] Respondets Percentage (%)
1. Yes 70 95%
2. No 10 5%
Total 80 100%
Table No. 2

5%

95%

Yes No

Diagram 2. SmoothInitialInterviewprocess

INTERPRETATION:
In the above table, 95% of the respondents agree that initial interview process runs smoothly in
the organization. 5% disagree to the statement. Hence, the maximum respondents 95% agree that
the initial interview process runs smoothly in the organization.

35 |Page
Q3. Do you think the organization prefer refers candidates?
Sr. No. Options. No. of respondents Percentage (%)
1. Yes 50 80%
2. No 30 20%
Total 80 100%
Table No.3

Diagram No.3- Referred Candidates in the organization.

INTERPRETATION

In the above table, 80% of the respondents agree that the organization prefers referred
candidates in the recruitment process. 20% disagree to the given statement. Hence, the
maximum respondents 80% agree that the organization prefers referred candidates in the
selection process.
36 |Page
Q 4. Selection methods used by organization is reliable?
[Link]. Options [Link] Respondents Percentage (%)

1. StronglyAgree 55 77%

2. Agree 25 20%

3. Neither agree nor disagree 10 3%

4. Strongly Disagree 0 0%

5. Disagree 0 0%

Total 80 100%

Table No.4

90%

80%

70%

60%

50%

40%

30%

20%

10%
Strongly Agree Agree Neither agreenor Strongly Disagree Disagree
0% disagree

Graph No.4 Reliability of the Selection Methods used by the organization

INTERPRETATION:
In the above table, 77% of the respondents strongly agree that the selection methods used by the
organization are reliable. 20% of respondents agree that the selection methods used are reliable. 3%
respondents neither agree nor disagree to the given statement. Hence, the maximum respondents 77%
strongly agree that the selection methods used by the organization are reliable. 37 |Page
Q [Link] you think the effectiveness of the interviewing process and other selection instruments are adequate?
[Link] Options No. of respondents Percentage(%)

1. Yes 80 100%

2. No 0 0%

Total 80 100%

Table No.5

Diagram No.5 Effectiveness of interviewing process and selection Instruments

INTERPRETATION:
In the above table, 100% of the respondents agree that the interviewing process and selection
instruments used by the organization are highly effective. 0% of the respondents disagree to the
given statement. Hence, maximum of the respondents 100% agree that the interviewing process and
selection instruments are effective.

38 |Page
[Link] organization looks for experience of candidates in selection process?
[Link] Options No. of Percentage(%)
Respondents
1 Strongly Agree 67 88%
2 Agree 8 10%
3 Neither agree nor disagree 5 2%
4 Strongly Disagree 0 0%
5 Disagree 0 0%
Total 80 100%
Table No.6
100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%
Strongly agree Agree Neither agreenor Strongly disagree Disagree
disagree

Graph No.6 Preference towards experienced candidates.

INTERPRETATION
In the above table, 88% of the respondents strongly agree that the organization prefers
experienced candidates. 10% of the respondents agree the organization prefers experienced
candidates. 2% neither agree nor disagree to the given statement. Hence, maximum no. of
respondents 88% strongly agree that the organization prefers experienced candidates.
39 |Page
Q.7. Do you think organization is using satisfactory method of Interview?
Sr. No Options No. of Respondents Percentage (%)
1 Yes 70 75.4%
2 No 10 25%
Total 80 100

Table No. 7

25

75.4

Yes No

Diagram No.7- Satisfactory Methods of interview.

INTERPRETATION

In the above, 75.5% of the respondents responded yes to the given statement and 25% of the
respondents responded did not agree to it. So, the maximum respondents are 75.4% who strongly
agree that the interview methods used are satisfactory.

40 |Page
[Link] will you rate the selection policy of the organization?

[Link] Options No. of Respondents Percentage(%)

1 Excellent 30 27.2%
2 Good 25 33%
3 Average 17 19%
4 Poor 2 2%
total 80 100
Table No. 8

Poor
2

Average
19

good
33

Excellent
27.2

0 5 10 15 20 25 30 35

Diagram No.8 Selection policy of the organization

INTERPRETATION

In the above table, 27.2% of the respondents responded excellent to the statement as per 33%
responded good and 19% of the respondents responded average. 2% were for the option ‘poor’.

41 |Page
So, the maximum respondents were 33% who responded ‘good’ for the given statement, that the
selection policy of the organization is good.
Q.9. Which quality organization looks in a candidate?
Sr. No Options [Link] Percentage (%)
Respondents
1 Knowledge 35 40%
2 Experience 20 20%
3 Optimistic nature 5 10%
4 Discipline 15 20%
5 Teamwork ability 5 10%
Total 80 100
Table No.9
45%
40%
40%

35%

30%

25%
20% 20%
20%

15%
10% 10%
10%

5%

0%
Knowledge Experience Optimistic nature Discipline Team workability

Graph No.9 The most important quality in a candidate.

INTERPRETATION

In the above table, 40% of the respondents responded to the option ‘knowledge’. As per,
20% for the option ‘experience’ and 10% for ‘optimistic nature. 20% respondents were for
‘discipline’ and 10% for ‘teamwork ability’. So, the maximum respondents are 40% who agree that
knowledge is the most important quality in a candidate.

42 |Page
Q 10. Do you think the Application and compensation forms have adequate number of questions?
Sr. No Options No. of respondents Percentage (%)

1 Yes 60 55%

2 No 20 45%

Total 80 100

Table No. 10

45

55

Yes No

Diagram No.10 Applications and compensation forms

INTERPRETATION
In the above table, 55% of the respondents find that the applications and compensation forms
have adequate question.45% of the respondents find the same. So, the maximum respondents 55%
agree that the application and compensation forms have adequate number of questions.

43 |Page
 Q11. The aptitude test and programming tests provided to you was challenging?
Sr. No Options No. of Respondents Percentage (%)
1 Strongly agree 35 45%
2 Agree 35 44%
3 Neither agree nor disagree 10 11%
4 Strongly disagree 0 0
5 Disagree 0 0
Total 80 100
Table No. 11

disagree

stronglydisagree 0

neitheragreenordisagree 11

agree 44

stronglyagree 45

0 5 10 15 20 25 30 35 40 45 50

Diagram No. 11 Aptitude tests and programming tests provided to the employees

INTERPRETATION
In the above statement, 45% of the respondents strongly agree to the given statement and 44%
agree to it. 11% were neutral. There were 0 respondents who strongly disagree and disagree. So,
maximum respondents are 45% who strongly agree that aptitude test and programing tests provided
to employees are challenging.

44 |Page
 Q12. Recruitment and selection process of the organization is lengthy?
Sr. Options No. of Percentage (%)
No Respondents
1 Strongly agree 40 52%

2 Agree 26 34%

3 Neither agree nor disagree 10 26%

4 Strongly disagree 0 0
5 Disagree 6 7%
Total 80 100%
Table No. 12

60
52
50

40
34

30 26

20

10 7
0
0
Strongly agree Agree Neither agree nor Strongly disagree Disagree
disagree

Graph No.12 Recruitment and selection process is lengthy.

INTERPRETATION

Here, 52% of the respondents strongly agree that the recruitment and selection process is
lengthy in an organization and 34% of it agree to the statement .26% of the respondents were
neutral about it. And 7% of the respondents disagree to the statement. So, the maximum
respondents are 52% who strongly agree to the given statement.
45 |Page
 Q13. Does HR panel clears all your queries about the organization ?
[Link] Options No. of Respondents Percentage(%)
1 Strongly agree 45 48%
2 Agree 15 28%
3 Neither agree nor 10 17%
disagree
4 Strongly disagree 2 12%
5 Disagree 6 2%
Total 80 100
Table No. 13

Disagree
2

Stronglydisagree
12

Neitheragreenordisagree
17

Agree
28

Strongly agree
48

0 10 20 30 40 50 60

Diagram No. 13. HR panel queries to the organization

INTERPRETATION:

48% of the respondents strongly agree that HR panel clears all the queries of the
organization. 28% of the respondents agree to it. 17% were neutral about the Panel and 12% of the
respondents strongly disagree. As per 2% of the population disagree to the statement. So, the
maximum respondents are 48% who strongly agree to the given statement.
46 |Page
Q14. Does the HR act as a consultant to enhance the quality of the applicant pre-screening process?

[Link] Options No. of Percentage (%)

Respondents
1 Yes 60 55%

2 No 20 45.4%

Total 80 100

Table No. 14

45.4

55

Diagram No.14 Applicant of pre-screening process

yes no

INTERPRETATION:

55% of the respondents responded yes to the given statement as per 45.4% respondents
responded no to it. So, the maximum respondents are 55% who responded ‘yes’ to the given
statement.

47 |Page
 Q15. How would you rate the HR Department’s performance in the recruitment and selection process?
Sr. No Options No of Percentage (%)
Respondents
1 Excellent 45 67%
2 Good 15 17%
3 Average 10 12%
4 Poor 2 9%
Total 80 100
Table No. 15

12

17

67

Diagram No.15 HR department performance

excellent good average poor

INTERPRETATION:

In the above table, 67% of the respondents responded ‘excellent’ to the given statement.
17% respondents responded ‘good’ to it. And 12% were for ‘average’. 9% of respondents were for
‘poor’ option. So, maximum respondents are 67% who rated the HR departments’ performance
excellent.

48 |Page
 CHAPTER- 6

FINDINGS, SUGGESTIONS,

AND CONCLUSION

49 |Page
Finding:

 According to the survey, recruitment differs from company to company for each category.
 According to the survey, the company utilizes internet sites like [Link], Times job,
LinkedIn to find skilled and talented candidates.
 According to survey it is observed that the company are utilizing the Job Description in order
to make the screening process more efficient. The job descriptions are altered according to the
current requirement of the company.
 The recruitment and selection process is decentralized.
 The recruitment and selection process found to be efficient and effective as the organization is
able to acquire skilled and talented personnel for various vacant positions
 The recruitment and selection process is detailed and gives the required information to the
candidates as well as the HR and departmental personnel.
 The recruitment process starts with the screening of CV’s or resumes and ends with selection
of employees through 3 technical interviews as well as one HR Discussion.

Suggestion:

 The outcome of the study illustrates that organization has a good recruitment policy where in
the employees are recruited by each department as per the requirement from time to time. But
there is still a scope for improvement of its recruitment policy.
 The company should focus its attention on campus interviews to attract young potential talent
who have the zeal to achieve goals for themselves as well as the organization.
 The company can take up short term projects with new technologies and fixed deadlines to
bring out competitiveness and cutting-edge approach by the employees. This enables the
company to recruit the brightest and the best manpower for the jobs.
 The Human Resource department should be more practical and efficient so that the
recruitment and selection process becomes more effective.
 Stress should be given on proper maintenance of database of application for future
recruitment in the organization.
 The company should follow new trends in the recruitment and selection process.
 The company should also focus on employee contentment so that can easily achieve their
target in terms of recruiting more qualitative candidates.
 Organization can also start implementing employee referrals as a key source of recruiting
candidates as Emp. Referrals are more reliable.
 50 |Page
Organization can integrate social media marketing and advertising to attract candidates and
interested personnel.


 Conclusion

I conclude that Human resource is integral part of organization. The job, functions, tasks and
operations are adequately performed by proficient and skilled persons. Therefore, organizational
structure, is vitally implemented in organization and HR persons follows effective recruitment
strategies and selection processes.
All employees of the organization are aware about recruitment and selection processes, hence
employees are also founded as major source of recruitment. There are numerous of job duties and
functions in the organization that’s why recruitment as well as selection process plays key role in
organization.
I have founded that organization have implemented recruitment and selection process very
effectively that’s why organization is able to source good candidates using sources
Hence, the Null hypothesis statement is correct in this Research study. The HR department in
ITCube Solutions Pvt. Ltd believes in the effectiveness of recruitment and selection process.

 ABBREVIATION

[Link] Abbreviations Meaning

1 co Company
2 Pvt. Private
3 Dept. Department
4 HR. Human Resource
5 Ltd. Limited

6 HRM. Human Resource Management

7 MBA Master in Business Administration
8 KRA Key Result Area

10 HOD Head Of Department.

11 E Executives

51 |Page
ANNEXURE

Q1. Does organization do proper job analysis before the selection process begins?
(a) Strongly Agree
(b) Agree
(c) Neither Agree nor Disagree
(d) Disagree
(e) Strongly Disagree

Q2. Do you feel the initial interview process runs smoothly?

(a) Yes
(b) No

[Link] you think the organization prefers refers candidates?

(a) Yes
(b) No

Q4. Selection methods used by organization are reliable?

(a) Strongly Agree
(b) Agree
(c) Neither Agree nor Disagree
(d) Disagree
(e) Strongly Disagree

Q5. Do you think the effectiveness of the interviewing process and other selection instruments are
adequate?
(a) Yes
(b) No

Q.6 Does organization looks for experience of candidates in selection process?

(a) Strongly Agree
(b) Agree
(c) Neither Agree nor Disagree
(d) Disagree
(e) Strongly Disagree 52 |Page
Q.7. Do you think organization is using satisfactory method of Interview?
(a) Yes
(b) No

Q.8. How will you rate the selection policy of the organization?
(a) Excellent
(b) Good
(c) Average
(d) Poor

Q.9. Which quality organization looks in a candidate?

(a) Knowledge
(b) Experience
(c) Optimistic Nature
(d) Discipline
(e) Teamwork ability

Q10. Do you think the Application and compensation forms have adequate number of questions?
(a) Yes
(b) No

Q11. The aptitude test and programming tests provided to you was challenging?
(a) Strongly Agree
(b) Agree
(c) Neither Agree nor Disagree
(d) Disagree
(e) Strongly Disagree

Q12. Recruitment and selection process of the organization is lengthy?

(a) Strongly Agree
(b) Agree
(c) Neither Agree nor Disagree
(d) Disagree 53 |Page
(e) Strongly Disagree
Q13. Does HR panel clears all your queries about the organization?
(a) Strongly Agree
(b) Agree
(c) Neither Agree nor Disagree
(d) Disagree
(e) Strongly Disagree

Q14. Does the HR act as a consultant to enhance the quality of the applicant pre-screening process?
(a) Yes
(b) No

Q15. How would you rate the HR Department’s performance in the recruitment and selection process?
(a) Excellent
(b) Good
(c) Average
(d) Poor

54 |Page
 BIBLIOGRAPHY

BOOKS

 Ashwathappa. K,Human Resource&PersonnelManagement –TataMcGrewHill.

 IndustrialRelation-2007,ArunMonappa.

CompanyJournal

HRManual

WEBSITES

 [Link]

 [Link]

 [Link]

 [Link]

 [Link]

55 |Page