Recruitment at Smarthire ( Times Group ) Format == Guidelines (1) == VNS == 24.07.10 == Final 111

8/8/2019 Recruitment at Smarthire ( Times Group ) Format == Guidelines (1) == VNS == 24.07.10 == Final 111

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CHAPTERS1. INTRODUCTION

A. INTRODUCTION TO TOPIC-

B. OBJECTIVES

C. RESEARCH METHODOLOGY

D. LIMITATIONS

E. SCOPE

2. ORGANISATIONAL /COMPANY PROFILE

3. DATA ANALYSIS AND INTERPRETATION

4. OBSERVATION AND FINDINGS-

5. CONCLUSIONS

6. RECOMMENDATIONS

BIBLIOGRAPHY

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1. INTRODUCTION

A. INTRODUCTION TO TOPIC-

B. OBJECTIVES

C. RESEARCH METHODOLOGY

D. LIMITATIONS

E. SCOPE

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1. INTRODUCTION

Recruitment

Recruitment refers to the process of finding possible candidates for a job or function,

undertaken by recruiters. It may be undertaken by an employment agency or a member of

staff at the business or organization looking for recruits. Advertising is commonly part of the

recruiting process, and can occur through several means: through newspapers, using

newspaper dedicated to job advertisement, through professional publication, using

advertisements placed in windows, through a job center, through campus interviews, etc

Definition:

Recruitment Is the process of generating a pool of capable people to apply for employment

to an organization. According to Edwin B. Flippo, “Recruitment is the process of searching

the candidates for employment and stimulating them to apply for jobs in the organization”.

Recruitment is the activity that links the employers and the job seekers. A few definitions of

recruitment are:

1. A process of finding and attracting capable applicants for employment. The process

begins when new recruits are sought and ends when their applications are submitted.

The result is a pool of applications from which new employees are selected.

2. 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.

3. Recruitment of candidates is the function preceding the selection, which helps create

a pool of prospective employees for the organization so that the management can

select the right candidate for the right job from this pool. The main objective of the

recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified

applicants for the future human resources needs even though specific vacancies do not exist.

Usually, the recruitment process starts when a manger initiates an employee requisition for a

specific vacancy or an anticipated vacancy

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http://en.wikipedia.org/wiki/Employment

http://en.wikipedia.org/wiki/Recruiter

http://en.wikipedia.org/wiki/Employment_agency

http://en.wikipedia.org/wiki/Advertising

http://en.wikipedia.org/wiki/Job_Centre

http://en.wikipedia.org/wiki/Employment

http://en.wikipedia.org/wiki/Recruiter

http://en.wikipedia.org/wiki/Employment_agency

http://en.wikipedia.org/wiki/Advertising

http://en.wikipedia.org/wiki/Job_Centre



Recruitment Methodology

Candidate Interviews And Evaluation

Candidates who have passed our initial selection process, are invited for face to face in-depthinterviews with our consultants.

Presentation Of Short Listed Candidates

A written assessment of each candidate that we feel has the profile and experience to succeed

in the position will be presented to you.

The evaluation will take into account not only the suitability of the candidate's experience

and skills required for the job, but also his/her motivation and career aspirations, as well ashis/her ability to integrate effectively into his/her future work team and your organisation in

general.

Candidate Interviews With The Client Company

Short-listed candidates are interviewed by relevant parties within your company involved in

the decision -making process, Should you require, we will be happy to organise these

interviews on your behalf.Follow-up Of Candidate Integration

Following your decision to hire a candidate, we stay in regular contact with him/her until

their start date.

Throughout the probation period, we continue to stay in regular contact with both yourselves

and the newly hired candidate to ensure his/her successful integration.

PURPOSE AND IMPORTANCEOF RECRUITMNENT1. Create a talent pool of candidates to enable the selection of best candidates for the

organization.

2. Determine present and future requirements of the organization in conjunction with its

personnel planning and job analysis activities.

3. Recruitment is the process which links the employers with the employees.

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4. Increase the pool of job candidates at minimum cost.

5. Help increase the success rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants.

6. Help reduce probability that job applicants once recruited and selected will leave the

organization only after a short period of time.

7. Meet the organizations legal and social obligations regarding the composition of its

workforce.

8. Begin identifying and preparing potential job applicants who will be appropriate

candidates.

9. Increase organization and individual effectiveness of various recruiting techniques

and sources for all types of job applicants.

Recruitement have also objective for

* critically analyse the role and function of recruitment and selection in Human Resource

Management in Australia and identify current practice and global trends in the use of

recruitment and selection methods;

*compare current practices in recruitment and selection with contemporary theories and

identify where differences exist and make recommendations to change current practices;

*The ethical and legal requirements of the Recruitment process and illustrate how these

contribute to the growth of the profession;

*analyse the role of internal and external consultants and identify how the relationship

between the candidate and the employer is affected;

*critically analyse the psychological and sociological factors that affect individuals entering,

remaining and exiting the workforce.

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RECRUITMENT PROCESS

The recruitment is the major function of the human resource department and recruitment

process is the first step towards creating the competitive strength and the strategic advantage

for the organizations.

Recruitment process involves a systematic procedure from sourcing the candidates to

arranging and conducting the interviews and requires many resources and time. A general

recruitment process is as follows

1. Identifying the vacancy

The recruitment process begins with the human resource department receiving requisitions

for recruitment from any department of the company. These contain:

• Posts to be filled

• Number of persons

• Duties to be performed

Qualifications required

2. Preparing the job description and person specification.

3. Locating and developing the sources of required number and type of employees

(Advertising etc).

4. Short-listing and identifying the prospective employee with required characteristics.

5. Arranging the interviews with the selected candidates.

6. Conducting the interview and decision making

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1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final

interviews and the decision making, conveying the decision and the appointment formalities.

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A. INTRODUCTION TO TOPIC

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes

from two kinds of sources: internal and external sources. The sources within the organization

itself (like transfer of employees from one department to other, promotions) to fill a position

are known as the internal sources of recruitment. Recruitment candidates from all the other

sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

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SOURCES OF RECRUITMENT

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Internal Sources of Recruitment

1. TRANSFERS

The employees are transferred from one department to another according to their efficiency

and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits and greater

responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of

qualified personnel or increase in load of work. Recruiting such people save time and costs of

the organizations as the people is already aware of the organizational culture and the policies

and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also

done by many companies so that the members of the family do not become dependent on the

mercy of others.

External Sources of Recruitment

1. PRESS ADVERTISEMENTS

Advertisements of the vacancy in newspapers and journals are a widely used source of

recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical Colleges etc. are a good source

of recruiting well qualified executives, engineers, medical staff etc. They provide facilities

for campus interviews and placements. This source is known as Campus Recruitment.

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3. PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on behalf of client

companies by charging a fee. These agencies are particularly suitable for recruitment of

executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

4.EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the country. These

exchanges provide job information to job seekers and help employers in identifying suitable

candidates.

5. LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain close contacts with the

sources of such workers. This source is used to recruit labor for construction jobs.

6. UNSOLICITED APPLICANTS

Many job seekers visit the office of well-known companies on their own. Such callers are

considered nuisance to the daily work routine of the enterprise. But can help in creating the

talent pool or the database of the probable candidates for the organization.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current employees of the organization

can refer their friends and relatives for some position in their organization. Also, the office

bearers of trade unions are often aware of the suitability of candidates. Management can

inquire these leaders for suitable jobs. In some organizations these are formal agreements to

give priority in recruitment to the candidates recommended by the trade union.

8. RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be employed whenever a

permanent worker is absent. More efficient among these may be recruited to fill permanent

vacancies.

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FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed by a mix of various

internal and external forces. The internal forces or factors are the factors that can be

controlled by the organization. And the external factors are those factors which cannot be

controlled by the organization. The internal and external forces affecting recruitment function

of an organization are:

FACTORS AFFECTING RECRUITMENT

Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the organization are:

1. RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment and

provides a framework for implementation of recruitment programme. It may involve

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organizational system to be developed for implementing recruitment programmes and

procedures by filling up vacancies with best qualified people.

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FACTORS AFFECTING RECRUITMENT POLICY

- Organizational objectives

- Personnel policies of the organization and its competitors.

- Government policies on reservations.

- Preferred sources of recruitment.

- Need of the organization.

- Recruitment costs and financial implications.

2. HUMAN PLANNING RESOURCE

Effective human resource planning helps in determining the gaps present in the existing

manpower of the organization. It also helps in determining the number of employees to be

recruited and what qualification they must possess.

3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the organization is

planning to increase its operations and expand its business, it will think of hiring more

personnel, which will handle its operations.

4. COST

Recruitment incur cost to the employer, therefore, organizations try to employ that source of

recruitment which will bear a lower cost of recruitment to the organization for each

candidate.

5. GROWTH AND EXPANSION

Organization will employ or think of employing more personnel if it is expanding its

operations.

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organization. The major

external forces are:

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1. SUPPLY AND DEMAND

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

determinant in the recruitment process. If the company has a demand for more professionals

and there is limited supply in the market for the professionals demanded by the company,

then the company will have to depend upon internal sources by providing them special

training and development programs.

2. LABOUR MARKET

Employment conditions in the community where the organization is located will influence

the recruiting efforts of the organization. If there is surplus of manpower at the time of

recruitment, even informal attempts at the time of recruiting like notice

boards display of the requisition or announcement in the meeting etc will attract more than

enough applicants.

3. IMAGE / GOODWILL

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

with positive image and goodwill as an employer finds it easier to attract and retain

employees than an organization with negative image. Image of a company is based on what

organization does and affected by industry.

For example finance was taken up by fresher MBA’s when many finance companies were

coming up.

4. POLITICAL / SOCIAL / LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment have

direct impact on recruitment practices. For example, Government of India has introduced

legislation for reservation in employment for scheduled castes, scheduled tribes, physically

handicapped etc. Also, trade unions play important role in recruitment. This restricts

management freedom to select those individuals who it believes would be the best

performers. If the candidate can’t meet criteria stipulated by the union but union regulations

can restrict recruitment sources.

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5. UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth of the economy

(whether economy is growing or not and its rate). When the company is not creating new

jobs, there is often oversupply of qualified labor which in turn leads to unemployment.

6. COMPETITORS

The recruitment policies of the competitors also affect the recruitment function of the

organizations. To face the competition, many a times the organizations have to change their

recruitment policies according to the policies being followed by the competitors.

RECRUITMENT POLICY

In today’s rapidly changing business environment, a well defined recruitment policy is

necessary for organizations to respond to its human resource requirements in time. Therefore,

it is important to have a clear and concise recruitment policy in place, which can be executed

effectively to recruit the best talent pool for the selection of the right candidate at the right

place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring

process. A clear and concise recruitment policy helps ensure a sound recruitment process. It

specifies the objectives of recruitment and provides a framework for implementation of

recruitment programme. It may involve organizational system to be developed for

implementing recruitment programmes and procedures by filling up vacancies with best

qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

• The general recruitment policies and terms of the organization.

• Recruitment services of consultants

• Recruitment of temporary employees

• Unique recruitment situations

•The selection process

• The job descriptions

• The terms and conditions of the employment

• A recruitment policy of an organization should be such that.

• It should focus on recruiting the best potential people.

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1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization; it is almost a never-ending

process. It is impossible to fill all the positions immediately. Therefore, there is a need to

identify the positions requiring immediate attention and action. To maintain the quality of the

recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies

equally or focusing on key jobs first.

2. Candidates to target

The recruitment process can be effective only if the organization completely understands the

requirements of the type of candidates that are required and will be beneficial for the

organization. This covers the following parameters as well:

1. Performance level required: Different strategies are required for focusing on hiring

high performers and average performers.

2. Experience level required: the strategy should be clear as to what is the experience

level required by the organization. The candidate’s experience can range from being a

fresher to experienced senior professionals.

3. Category of the candidate: the strategy should clearly define the target candidate.

He/she can be from the same industry, different industry, unemployed, top performers

of the industry etc.

3. Sources of recruitment

The strategy should define various sources (external and internal) of recruitment. Which are

the sources to be used and focused for the recruitment purposes for various positions?

Employee referral is one of the most effective sources of recruitment.

4. Trained recruiters

The recruitment professionals conducting the interviews and the other recruitment activities

should be well-trained and experienced to conduct the activities. They should also be aware

of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while

interviewing and selecting a candidate.

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5. How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should

be planned in advance. Like the rounds of technical interviews, HR interviews, written tests,

psychometric tests etc.

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment

Outsourcing

Outsourcing the human resource (HR) processes is the latest practice being followed by

middle and large sized organizations. It is being witnessed across all the industries. In India,

the HR processes are being outsourced from nearly a decade now. Outsourcing industry isgrowing at a high rate.

Human Resource Outsourcing refers to the process in which an organization uses the expert

services of a third party (generally professional consultants) to take care of its HR functions

while HR management can focus on the strategic dimension of their function. The functions

that are typically outsourced are the functions that need expertise, relevant experience,

knowledge and best methods and practices. This has given rise to outsourcing the various HR

functions of an Organization. HR Consultancies such as Ma Foi and Plan man Consulting

provide such services through expert professional consultants. Human resources business

process outsourcing (HR BPO) is a major component of the worldwide BPO market.

Performance management outsourcing involves all the performance monitoring,

measurement, management being outsourced from a third party or an external organization

Advantage of Outsourcing Recruitment

Traditionally, recruitment is seen as the cost incurring process in an organization. HR

outsourcing helps the HR professionals of the organizations to concentrate on the strategic

functions and processes of human resource management rather than wasting their efforts,

time and money on the routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also

provide economies of scale to the large sized organizations.

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Outsourcing is beneficial for both the corporate organizations that use the outsourcing

services as well as the consultancies that provide the service to the corporate. Apart from

increasing their revenues, outsourcing provides business opportunities to the service

providers, enhancing the skill set of the service providers and exposure to the different

corporate experiences thereby increasing their expertise.

The advantages accruing to the corporate are:

• turning the management's focus to strategic level processes of HRM

• accessibility to the expertise of the service providers

• freedom from red tape and adhering to strict rules and regulations

• Optimal resource utilization.

•

Structured and fair performance management.• a satisfied and, hence, highly productive employees

• value creation, operational flexibility and competitive advantage

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2.

3. ADVANTAGES OF RECRUITMENT OUTSOURCe

JOINING FORMALITIES

The client has to fill in an “Offer Letter Requisition Format” following which the temporary

employ is given an offer letter, which states his/her salary and duration of the contract

The Joining Report/Joining Kit Contains:-

• Personal Data Form.

• PF (Provident Fund Form).

• Medi claim Form.

• ESIC (Employee State Insurance Corporation) Form.

• Document Submission Form.

• ID card Form.

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THE DOCUMENTS REQUIRED FOR THE JOINING

REPORT ARE AS FOLLOWS:-

• Resume of the Candidate.

• Address proof

1. Photocopy of Passport.

2. Driving License photocopy (permanent only)

3. Voters Card.

4. Electricity Bill photocopy.

5. Telephone bill.

Education Qualification Certificate.

Relieving/Experience Certificate.

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SOME SPECIFICATIONS ABOUT EMPLOYEE:-

REGION:

The place where the employee is working comes in which region we mention it here.

LOCATIONThe place where the employee is been appointed.

NAME OF THE EMPLOYEE

Name of the employee is been mentioned here so that we can come to know that the salary,

which we are preparing, is of which employee.

DEPARTMENT

The department in which the employee is working is mentioned here.

DATE OF JOINING

Here we mention the date of joining of the employee, who is helpful in making the salary of

the employee; we make the salary of the employee from the date of joining.

DESIGNATION

The employee’s designation I mentioned here which tells that which type of work he is doing

in the company.

Employment letter /offer letter is the letter which is given to the employee after completing

his/her joining formalities. It is the letter in which the date of joining and the Expiration of

the contract are mentioned.

Along with the offer letter there is a compensation sheet, which is telling the employee about

his/her Employee code. Designation and the Salary break-up of the employee in which we

mention his/her:

Basic

HRA (house Rent Allowances

Special Allowance

Medical

Conveyance

Gross Salary

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CTC (Cost to Company)

Deductions:

1. Employees Contribution to PF

2. ESI

Sub Total

Net Take Home

With the offer letter there is a copy of Standard Terms of Employment, which is to make

aware the employee with all the terms and conditions.

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B. OBJECTIVES

The main purpose of the training is

To study recruitment process at Smarthire

To learn recruitment process at Smarthire

To gain knowledge of the strategies adopted by the company to competitor

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DATA COLLECTION

The task of data collection begins after a research problem has been defined And research

design/ plan chalked out. For this project the data was collected through the questionnaire

schedule.

Primary data: -

Primary data are the data which is collected by new research. They are in the form of:

Data collected from the employees

Questionnarie

Close observation

Survey conduction

Group Discussion

Secondary data: - Secondary data are the already existing data. In this project I collected the

secondary data by the following method:

Internet

Books

Published source

PROCEDURE

1. As my topic is “Recruitment in medical sector at Smarthire” I started with

observation of working in my department.

2. After that with the help & guidance of my guide I have prepared an questionnaire

schedule in which I have give few questions( in form of paper) to the doctors.

3. I have analyzed the response of HR manager towards the questions.

4. And on the basis of analysis of these responses and my experience in the plant I have

tried to give some suggestions.

5. After completion of research the data was analyzed and conclusion was drawn.

6. At the end all information was compiled to complete the project report.

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Table 3.1: A comparison of face-to-face, telephone, mail and internet surveys

Questionnaire

Face to Face

High

Telephone

Medium

Mail

low

Internet

low

Figure 3.2: Questionnaire design process

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D. LIMITATIONS

Limitation of the present study can be summarized below :

• The respondents were limited and cannot be treated as the whole population.

• The respondents may be biased.

• Time was the major constraint.

• The accuracy of indications given by the respondents may not be consider adequate

• Due to Language Problem it is possible that the respondents are not able tounderstand the questionnaire and can cause misleading results.

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COMPANY PROFILE

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2. COMPANY PROFILE

Times Business Solutions Limited (TBSL) over the years

Times Business Solutions Limited (TBSL) - the "Life Interactive" arm of the Times Group,

provides global internet users interactive media to provide support, assistance, and guidance

throughout their life.

TimesJobs.com, the premium recruitment portal meets all jobs needs, MagicBricks.com

helps users buy sell or rent homes or commercial property, SimplyMarry.com fills in the

matrimonial requirements and Ads2Book.com services the need to print personal classified

ads across media houses in the country.

New offerings from TBSL includes YoList.com - an online classified solution,

PeerPower.com, an exclusive senior professional networking site and Brix Research - the

knowledge wing of MagicBricks.com.

With effect from 1st August 2006, Times Business Solutions, and its brands, became a

wholly owned subsidiary under the BCCL umbrella, as a separate legal entity

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TimesJobs.com is TBSL's flagship business and has been in

existence since the last 3 years now and has established a strong

competitive position in the online recruitments space amidst tough

competition.

MagicBricks.com attained the No.1 position in the online real-

estate space, in just 9 months of its launch and adjudged as the

most preferred property site in India, by independent surveys. This

business is close to 2 years old now.

SimplyMarry.com has been in operations since the last one year

and was adjudged having with the best practices of any

matrimonial site in a recent study of 121 most popular websites in

the country by independent online research firm JuxtConsult. In the

same study, all three of our websites were adjudged as among the

"Most User-Friendly" websites in the country.Ads2Book.com is the only "Net to Print" publication neutral,

global booking engine, where users can log on and book print

classified ads in over 10 partner publications and 800 editions.

Based out of Noida, India and we have branch offices spread across India and

internationally in Dubai and London. We are close to 1000 employees currently, spread

across the different businesses that we operate. Our business performance has been strong

and steady till date and we have set aggressive growth plans for the coming years, given our

strong belief in the potential of internet in India and globally.

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http://www.timesjobs.com/

http://www.magicbricks.com/

http://www.simplymarry.com/

http://www.ads2book.com/

http://www.tbsl.in/ads2book.html

http://www.tbsl.in/simplymarry.html

http://www.tbsl.in/magicbricks.html

http://www.tbsl.in/timesjobs.html

http://www.timesjobs.com/

http://www.magicbricks.com/

http://www.simplymarry.com/

http://www.ads2book.com/



SmartHire: The best way to recurit

Smart Hire, is witnessing stupendous growth with its focus on providing organisations with

end-to-end recruitment solutions. Smart Hire has placed more than 5,000 personnel in

last 12 months at junior, middle, and senior management levels.

With the objective of enhancing the net worth of the human capital of organisations, Smart

Hire efficiently screens and selects the most qualified candidates for job openings, enabling

clients to focus on their core business activities.

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http://www.smarthire.in/




The spirit of Smart Hire has been defined and embodied by a dedicated team, who not only

have specialised skills, but also the ability to understand the bigger picture and visualise their

clients' organisational growth path.

Smart Hire is a hiring platform launched by The Times Group as a brand of Times

Business Solutions with a focus on providing organizations with end-to-end recruitment

solutions. Smart Hire is a value and process driven company where the objective is to

enhance the net worth of human capital of organizations facilitating them focus on their

core business activities.

We are in the business of providing organizations with full service of recruiting solution to

efficiently screen and select the most qualified candidates for their current job openings

through a number of ways that include holding various events, promotions, head hunting,

advertising and seminars. Through our dedicated team of recruiting consultants and various

sourcing vehicles we hand select qualified and interested candidates for the open position,

pre-screen the candidates and provide a full report including resumes, joining, screening etc.

to the organization.

Smart Hire has established a sound reputation for a systematic and hands-on approach to

Human Resources Consulting, with expertise in the areas of testing and assessment through

well-researched, standardised and renowned tests that not only assess technical capabilities

but also personality and behavioral styles in context to job requirements.

Smart Hire has over 75 established corporates as committed clients, in verticals as

diverse as IT, ITeS, Retail, Banking, Financial Services, Insurance, Hospitality,

Aviation, Entertainment, and Media. Our success as a premier manpower consulting

company is mirrored in the fact that we have placed more than 5000 personnel in last

12 months at junior, middle and senior management levels.

We have expertise in the areas of testing and assessment that lends a visible value addition to

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clients screening candidates for technical requirements. We do this through well researched,

standardized and renowned tests that not only assess one's technical capabilities but also

personality and behavioral styles in context to the job requirement. We do this as outlined:

• Designing tests catering to the unique and varied requirements of our clients

• Offering expert counseling by our professional counselors

• Online test administration enabling easy access of test

At Smart Hire, we help people and companies make right choices benefiting from

what's happening now and understanding what's coming next in the changing world

of work. The focus of Smart Hire's work is on raising productivity through improved

quality, efficiency and cost reduction across the total workforce, enabling clients toconcentrate on their core business activities. We create and deliver services that

enable our clients to win in the changing world of work.

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3. DATA ANALYSIS AND

INTERPRETATION

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3. DATA ANALYSIS AND INTERPRETATION

Q1. Are u satisfy with the coordination of Smarthire?

Yes { } No { }

Option % of Respondents

a) Yes 95

b) No 5

Total 100

Interpretation: - A very high percentage i.e. 95% are in the opinion.

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Q2. Are you satisfy with the negotiation process of Smarthire?

Yes { } No { }


Yes 95No 5

Total 100

Interpretation :

95 % are satisfy with the negotiation process of Smarthire.

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Q3. Is Smarthire fulfill the salary expectation of yours?

Yes { } No { }

Interpretation: -90% respondents says that Smarthire fulfill the salary expectation of yours.

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Yes 75

No 25

Total 100



Q4.Do you think that Smarthire is a good career service provider?

Yes { } No { }

Option % of RespondentsYes 51

No 49

Total 100

Yes

51%

No

49%

Interpretation: -

90% respondents says that Smarthire is a good career service provider.

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No. of Respondents

Yes

80%

No

20%

Q5.Are you satisfied with the service provided by Smarthire?

Yes { } No { }


Yes 80

No 20

Total 100

Interpretation: -

80% respondents says that they satisfied with the service provided by Smarthire.

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Q6. Is Smarthire offering right job at right time?

Yes { } No { }

No. of Respondents

Yes

75%

No

25%

75

Interpretation: -

75% respondents says that Smarthire offering right job at right time.

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Yes 75

No 25

Total 100



Q7.The commitment of Smarthire is good?

Yes { } No { }

Option % of RespondentsYes 97

No 3

Total 100

Interpretation: -

97% respondents says that commitment of Smarthire is good.

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Q8 Does Smarthire conduct background checks for new joiners?

Yes { } No { }


Yes 35

No 65

Total 100

Interpretation: -

35% respondents says that Smarthire conduct background checks for new joiners.

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Q9. Are you satisfy with the after placement services of Smarthire?

Yes { } No { }


Yes 86

No 24

Total 100

Interpretation: -

86% respondents says that they satisfy with the after placement services of Smarthire.

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Q10.Do you think Smarthire is strictly following the Recruitment norms for

recruitment of faculty?

Yes { } No { } Can’t say { }

Interpretation: -60% says yes to that they think Smarthire is strictly following the Recruitment

norms for recruitment of faculty.

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Yes 60 %

No 12 %

Can’t Say 28 %

Respondent

Yes

No

Can't say

28%

12%

60%



Q11. Is Smarthire assisting you to get training?



Yes 70%

No 15%

Can’t say 10 %

Interpretation-70%says that Smarthire assist to get training.

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Respondent

Yes

No

Can't say



Q12.Do you think Smarthire maintaining confidentiality of your candidature?


Option

% of Respondents

Yes 56 %

No 20%

Can’t say 12%

Interpretation: -56% think Smarthire maintaining confidentiality of your candidature.

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Q13.Do you think Smarthire posses the core knowledge of recruitment ?



Yes 68 %

No 32 %

Interpretation: -68% think Smarthire posses the core knowledge of recruitment

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Respondent

Yes

No

32%



Q14.Did Smarthire ever disappoint you?



Yes 64 %

No 16 %

Can’t say 20 %

Interpretation: -64% says Smarthire ever disappoint you .

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Respondent

Yes

No

Can't say



Q15 Do you think Smarthire working with quick process of recruitment ?



Yes 72 %

No 20 %

Cant Say 8 %

Interpretation: -

56 % think Smarthire working with quick process of recruitment ?.

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4.OBSERVATION AND

FINDINGS-

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4. OBSERVATION AND FINDINGS

• 86% respondents says that they satisfy with the after placement services of Smarthire.

• 56% think Smarthire maintaining confidentiality of your candidature.

• 68% think Smarthire posses the core knowledge of recruitment

• 64% says Smarthire ever disappoint you .

• 56 % think Smarthire working with quick process of recruitment ?.

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5.CONCLUSIONS

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5. CONCLUSIONS

Human resource have become the key element in creating and sustaining value in business.

It is a research-driven analysis of HR, complete with detailed guidelines, a demonstration of

in-depth research case studies and a prescription for transforming a function long seen as

irrelevant to the success of the organization research has established that organization with

more effective HR Management systems consistently outperform their peers.

The selection process proposed an alternative approach to selection and considered the key

elements that successful predictors should have.

In this topic may appear unusually technical and you may even wonder why concepts like

reliability and validity deserve attention they were presented with a particular purpose inmind. We may conclude that recruitment is not just a HRM function but it is essentially sales

and marketing function.

Hence, all organization in order to build, maintain and sustain their competitive advantage

must be apt in marketing their organization in an era marked by “Talent War”.

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6. RECOMMENDATIONS

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6. RECOMMENDATIONS

Perfect manpower consultants is lacking some basic infrastructure like

proper internet connection, manpower etc The organization should have

minimum two systems connected to internet and one system should be used

exclusively to down load the data from the Job Portal and the second one

can be used for other purposes (like sending terms & conditions, receiving

and sending mails etc). One system should be used for maintaining the

database and records.

Perfect manpower consultants should avoid dealing with low profile

requirements (like recruiting office assistants, front office executives or

were the salary package is less than Rs 8000). Because time and energy

(work force) used to fulfill the low profile requirement can be used in a

better else were to generate more revenues.

Though consultancy has already owned a good reputation, but it always

need some type of publicity as a reminder to the young stars approaching to

the jobs. This might help in accumulating good data base.

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BIBLIOGRAPHY

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BIBLIOGRAPHY

Books:.

• Kothari, C.R (2001):’Research Methodology’, Vishwa Publication., New Delhi

• Sharma,D.D(2002):’Marketing Research’,Sultan Chand Sons, New Delhi

Magazines :

• Business Today

• Business Week.

• Business World

Newspapers

• Economic Times

• The Hindu

• Times of India

Websites:

http://www.managementhelp.

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http://www.managementhelp/

http://www.managementhelp/



ANNEXURE

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ANNEXURE

Q1. Are u satisfy with the coordination of Smarthire?

Yes { } No { } Cant says { }

Q2. Are you satisfy with the nigotiatiation process of Smarthire?

Yes { } No { } Can't says { }

Q3. Is Smarthire fulfill the salary expectation of yours?


Q4.Do you think that Smarthire is a good career service provider?


Q5.Are you satisfied with the service provided by Smarthire?Yes { } No { } Can't says { }

Q6.Is Smarthire offering right job at right time?


Q7.The commitment of Smarthire is good?


Q8Does Smarthire conduct background checks for new joiners?


Q9. Are you satisfy with the after placement services of Smarthire?


Q10.Do you think Smarthire is strictly following the Recruitment norms for

recruitment of faculty?


Q11. Is Smarthire assist you to get training?Yes { } No { } Can't says { }

Q12.Do you think Smarthire maintaining confidentiality of your candidature?


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Q13.Do you think Smarthire posses the core knowledge of recruitment ?


Q14.Did Smarthire ever disappoint you?


Q15 Do you think Smarthire working with quick process of recruitment ??


Documents

Recruitment at Smarthire ( Times Group ) Format == Guidelines (1) == VNS == 24.07.10 == Final 111