Human resources refer to the individuals who comprise an organization's workforce. HR departments typically handle recruitment, compensation, training, and other employee-related matters. Recruitment involves attracting, screening, and selecting qualified applicants for jobs. It is influenced by factors like strategic plans, organizational policies, and recruitment criteria. Sources of recruitment can be internal, like promotions or transfers, or external, such as advertisements or employment agencies. The selection process includes steps like application reviews, interviews, background checks, and final selection. Effective recruitment and selection are important for organizations to hire suitable candidates and achieve their goals.

1. INTRODUCTION
Human resources are a term used to describe the individuals who comprise the
workforce of an organization.The use of the term 'human resources' by organizations to describe
the workforce capacity available to devote to the achievement of its strategies has drawn upon
concepts developed in Organizational Psychology.
Human Resources may set strategies and develop policies, standards, systems, and processes that
implement these strategies in a whole range of areas. The following are typical of a wide range of
organizations:
Recruitment, selection, and outsourcing
Organizational design and development
Business transformation and change management
Performance, conduct and behavior management
Industrial and employee relations
Human resources workforce analysis
Compensation, rewards, and benefits management
Training and development.
Recruitment forms a major part of an organization's overall resourcing strategies, which
identify and secure people needed for the organization to survive and succeed in the short to
medium-term.
Recruitment activities need to be responsive to the ever-increasingly competitive
market to secure suitably qualified and capable recruits at all levels.
1

2. To be effective these initiatives need to include how and when to source the best
recruits internally or externally. Recruitment refers to the process of attracting, screening, and
selecting qualified people for a job at an organization.
Selection may be defined as the process by which the organization chooses from
among the applicants, those people whom they feel would best meet the job requirement,
considering current environmental condition.
The data has been collected by using questionnaire and it has been analyzed. Analysis
of data in a general way involves a number of closely related operation that are performed with
the purpose of summarizing the collected data and organizing them in such a manner that answer
the research questions.
FACTORS INFLUENCING RECRUITMENT
Strategic plans:
The steps most commonly used in developing an HR strategy:
 Setting the strategic direction
 Designing the Human Resource Management System
 Planning the total workforce
 Generating the required human resources
 Investing in human resource development and performance
 Assessing and sustaining organizational competence and performance.
Organizational policies:
 Basic Overviews of Human Resource Management
 Getting the Best Employees
 Paying Employees (and Providing Benefits)
 Training Employees
 Ensuring Compliance to Regulations
2

3.  Ensuring Safe Work Environments
 Sustaining High-Performing Employees.
Recruitment Criteria:
 Technical criteria, i.e. know-how, professional skills, and experience in your field.
 The candidate‟s personality and charisma are the most influential criteria in the process of
recruitment in France.
 Communication skills and the knowledge of foreign languages are also very important, to
ensure the smooth flow of communication between the company and its subsidiary
SOURCES OF RECRUITMENT
Before an organization begin recruiting applicants, it should consider the most likely source of the
type of employee it needs. Some companies try to develop new sources, while most only tackle
the existing sources they have. These sources accordingly, may be termed as internal and external.
INTERNAL SOURCES:
As a conscious focus of the organization to nurture high potential talents by providing them
suitable career growth opportunities within the organization, efforts would always be made to fill
in specific vacancies from its existing human resource pool and this is known as internal sources.
The entire process would be done through job posting (IJP) and communication including
the job profile, candidate profile, eligibility (who can apply), application deadline etc. would be
made available by the HR.
Employees possessing necessary skills, knowledge, and experience matching with those
required for the job may apply through the appropriate communication channels as prescribed in
the IJP.
Promotions:
The process of elevating a person to higher level job is what is known as promotion.
Transfers:
3

4. Transfer of an employee may be either from one section to another or from one department to
another.
Job rotation:
Moving an employee to get specialized in various posts of the organization.
Re-employment of ex-employees:
Re-employment of ex-employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the concern. There are situations
when ex-employees provide unsolicited applications also.
The use of an internal source paves way for the following merits:
It improves the morale of employees, for they are assured of the fact they would be preferred
to outsiders when vacancies occur.
The employer is in a better position to evaluate those presently employed than outside
candidates. This is because the company maintains a record of the progress, experience and
service of employees security and opportunities for advancement.
As a person in the employment of the company, are fully aware of and well acquainted with
its policies and know its operating procedure they require little training and the chances are
that they would stay longer in the employment of the organization than a new outsider would.
It is less costly than going outside to recruit.
However this sources suffer from the following defects:
It often leads to inbreeding and discourages new person from entering an organization.
There are possibilities that the internal sources may dry up and it may be difficult to find the
requisite personnel within an organization.
As promotion is based on seniority, the danger is that really capable hands may not be chosen.
4

5. The likes, dislikes and personal biases of the management may also play an important role in
the selection of the personnel.
EXTERNAL SOURCES :
External sources of recruitment have to be solicited from outside the organization. External
sources are external to a concern. But it involves lot of time and money. The external sources of
recruitment include – Employment at factory gate, advertisements, employment exchanges,
employment agencies, educational institutes, labor contractors, recommendations etc.
o Employment at Factory Level – This a source of external recruitment in which the
applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This
kind of recruitment is applicable generally where factory workers are to be appointed. There are
people who keep on soliciting jobs from one place to another. These applicants are called as
unsolicited applicants. These types of workers apply on their own for their job. For this kind of
recruitment workers have a tendency to shift from one factory to another and therefore they are
called as “badli” workers.
o Advertisement – It is an external source which has got an important place in recruitment
procedure. The biggest advantage of advertisement is that it covers a wide area of market and
scattered applicants can get information from advertisements. Medium used is Newspapers and
Television.
o Employment Exchanges– There are certain Employment exchanges which are run by
government. Most of the government undertakings and concerns employ people through such
exchanges. Now-a-days recruitment in government agencies has become compulsory through
employment exchange.
o Employment Agencies – There are certain professional organizations which look towards
recruitment and employment of people, i.e. these private agencies run by private individuals
supply required manpower to needy concerns.
5

6. Using the external sources as a recruitment tool gives the following merits:
1. It provides the requisite type of personnel for an organization, gives skilled training and
education up to the required standard.
2. Since persons are recruited from a large market the best selection can be made without any
discrimination of caste, sex and color.
3. The cost of the employees will be minimized because candidates selected in this method will
be placed in the minimum pay scale.
4. The entry of new persons with varied expansion and talent will help in human resource mix.
5. It also helps in bringing new ideas, better techniques and improved methods to the
organization.
Demerits of using the external sources method:
1. It is more expensive and time consuming to recruit people from outside. Detailed screening is
necessary to know about the candidate.
2. The employees being unfamiliar with the organization, their orientation and training is
necessary.
3. If higher level jobs are filled from external sources, motivation and loyalty of existing staff are
affected.
PREREQUISITES OF GOVERNMENT POLICY:
1. It should be in conformity with its general personnel policies.
2. It should be flexible enough to meet the changing needs of an organization.
3. It should be so designed as to ensure employment opportunities for its employees on a long
term basis.
4. It should match the qualities of employees with the requirements of the work for which they
are employed.
6

7. 5. It should highlight the necessity of establishing job analysis.
6. STEPS IN RECRUITMENT PROCESS
PERSONN RECRUITI SELECTIN PLACING
EL NG G NEW
HUMAN NEEDED QUALIFIE EMPLOYE
RESOURC PERSONN D ES ON
E EL PERSONN JOB
PLANNIN EL
G
DEVELOP SEARCH EVELUAT
ING FOR E
SOURCES POTENTI RECRUITI
OF AL NG
POTENTI EMPLOYE EFFECTIVE
NES
AL ES
EMPLOYE UPGRADIN
ES GIN SAME
PERSONNE POSITION
L
RESEARCH
INTERNAL TRANSFER
SOURCES RING TO
NEW JOB
JOB
POSITING
PROMOTIN
G HIGHER
RESPONSIB
ILITIES
EMPLOYEE
EXTERNAL REFERRAL
SOURCES S
ADVERTISI EVALUATI
NG NG FOR
SELECTION
SCOUTING
7

8. SELECTION PROCESS
Definition of selection:
According to Dale,” selection may be defined as the process by which the organization
chooses from among the applicants, those people whom they feel would best meet the job
requirement, considering current environmental condition”.
Factors influencing selection process:
1. Nature of the organization
2. Nature of the labor market
3. Union requirements
4. Government requirements
5. Composition of the labor force
6. Location of the organization.
Steps in selection procedure:
Receiving application
The candidates may be asked to submit their applications together with their bio data on a plain
paper.
Preliminary interview
The object of this interview is to see the candidate personally to ensure whether he is
physically and mentally suitable for job.
Application blank
The printed applications contain the details desired by the employer from the candidate with
sufficient space for the candidate to furnish the particulars.
8

9. Tests
A test is a sample measurement of a candidate‟s ability and interest for the job.
Final interview
An interview is a face to face oral examination of a candidate by an employer.
Back ground verification
The background verification is done to check the honesty and integrity of the candidate.
Final selection
If the employer is satisfied with the candidate, then the selection will be made.
Physical examination
It is important that a person selected for the job must also be medically fit to perform it.
Placement
If the employer is satisfied with the medical report of the candidate, he may place in the
concern.
9

10. SELECTION PROCESS
RECEPTIONS OF APPLICATIONS
PRELIMINARY INTERVIEW
APPLICATION BANK
PSYCHOLOGICAL TESTS
INTERVIEW
BACKGROUND INVESTIGATION WAITING
LIST OF
DESIRABLE
APLLICANTS
FINAL SELECTION
BY
INTERVIEWERS
PHYSICAL EXAMINATION
NEGATIVE DECISION PLACEMENT
10

11. NEED OF THE STUDY
In today‟s fast changing world, recruiting right candidate for the right job is very much
needed for the organization to achieve their goal sets and it vary from one to another. It is
thus important for me to understand, analyse the concept of recruitment and selection process
and its effectiveness in the current organization.
STATEMENT OF THE PROBLEM
The problem which I identified, is that the Recruitment and selection process possess certain
issues likeKerala and Tamilnadu circle were the only ones for which the recruitment process
was done for entire other circles, and also i t involves the organization system to be
developed for implementing recruitment program and procedures to the employed and the
proper training program should be conducted on monthly bases to improve the employees
skills and feedback should be collected for future reference..
11

12. 12

13. COMPANY PROFILE
Telecom giant BhartiAirtel is the flagship company of Bharti Enterprises. The
BhartiGroup, has a diverse business portfolio and has created global brands in the
telecommunication sector. Bharti has recently forayed into retail business as Bharti Retail Pvt.
Ltd. under a MoU with Wal-Mart for the cash & carry business. It has successfully launched an
international venture with EL Rothschild Group to export fresh agri products exclusively to
markets in Europe and USA and has launched Bharti AXA Life Insurance Company Ltd under a
joint venture with AXA, world leader in financial protection and wealth management.
BHARTI AIRTEL LTD started in July 7 1995.Its head quarters is at Delhi. In 1998
company started their first land line operation. Airtel is the name of their brand. AIRTEL stands
for Affectionate, Interested, Respectful, Tolerant, Energetic and loving .Their logo is “Think fresh
Deliver More”. Their first company is Bharti Cellular Limited under the brand name of Airtel.
Another one is Bharti Tele Sonic Ltd under the brand name of India One. Then Bharti Tele Net
Ltd under the brand name of Touch Net. Another one is Bharti broad band Ltd under the brand
name of Manthra Online. The companies BhartiTelenet Ltd and Bharti Broadband Ltd combined
together and form Bharti Broadband and Teleservices Ltd. After sometime the companies
BhartiTelesonic Ltd and Bharti Broadband and Teleservices Ltd combined together and form
BhartiInfotel Ltd.
In 13th September 2004 all the four companies combined together and form Bharti
AIRTEL Ltd. Bharti Airtel is one of India's leading private sector providers of telecommunications
services with more than 79 million subscribers as of November 2008.
Bhartiairtel limited is a leading global telecommunications company with operations
in 19 countries across Asia and Africa. The company offers mobile voice & data services,
fixed line, high speed broadband, IPTV, DTH, turnkey telecom solutions for enterprises and
national & international long distance services to carriers. Bhartiairtel has been ranked
among the six best performing technology companies in the world by business week.
Bhartiairtel had 200 million customers across its operations.
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14. Airtel was born free, a force unleashed into the market with a relentless and
unwavering determination to succeed. A spirit charged with energy, creativity and a team
driven “to seize the day” with an ambition to become the most admired telecom service
provider globally. Airtel, in just ten years of operations, rose to the pinnacle of achievement
and continues to lead.
As India's leading telecommunications company, Airtel brand has played the role of a major
catalyst in India's reforms, contributing to its economic resurgence.Today it touch people's
lives with their Mobile services, Telemedia services, to connecting India's leading 1000+
corporates. They also connect Indians living in USA, UK and Canada with their callhome
service.
Our Vision & Promise :
By 2015 airtel will be the most loved brand, enriching the lives of millions.
" Enriching lives means putting the customer at the heart of everything we do. We
will meet their needs based on our deep understanding of their ambitions, wherever they
are. By having this focus we will enrich our own lives and those of our other key
stakeholders. Only then will we be thought of as exciting, innovation, on their side and a
truly world class company."
Airtel comes to you from BhartiAirtel Limited, India‟s largest integrated and the first
private telecom services provider with a footprint in all the 23 telecom circles. BhartiAirtel since
its inception has been at the forefront of technology and has steered the course of the telecom
sector in the country with its world class products and services. The businesses at BhartiAirtel
have been structured into three individual strategic business units (SBU‟s) –
1. Mobile Services
2. Airtel Tele media Services
3. Enterprise Services.
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15. Airtel provides GSM mobile services in all the 22 telecom circles in India, Srilanka,
Bangladesh and now in 16 countries of Africa.Providestelemedia services (fixed line and
broadband services through DSL) in 87 cities in India. Provides an integrated suite of Enterprise
solutions, in addition to providing long distance connectivity both Nationally and
Internationally.Airtel has won the „Most Preferred Cellular Service Provider Brand‟ award at the
CNBC Awaaz Consumer Awards in Mumbai. This is 6th year in a row that airtel has won the
award in this category. Businessworld CSR award was instituted in 1999 to recognize exemplary
responsible business practices by the Indian industry.
Recruitment Process of BhartiAirtel Limited KTN circle – Mobility Unit
15

16. Man Power Planning
Identification of
Vacancies
Sourcing of Candidates
Rejection
of
Candidate Screening of Profiles
Selection of
Candidate
Assessment test, Line
- Staff Manager
Interviews and Hr
Round
Offer & Acceptance
Onboarding of the
New Hire
16

17. ORGANIZATION STRUCTURE
17

18. INDUSTRY PROFILE
The Indian Telecommunications network is the third largest in the world and the
second largest among the emerging economies of Asia. Today, it is the fastest growing
market in the world. The telecommunication sector continued to register significant success
during the year and has emerged as one of the key sectors responsible for India‟s resurgent
India‟s economic growth. This rapid growth has been possible due to various proactive and
positive decisions of the Government and contribution of both by the public and the private
sector. The rapid strides in the telecom sector have been facilitated by liberal policies of the
Government that provide easy market access for telecom equipment and a fair regulatory
framework for offering telecom services to the Indian consumers at affordable prices.
It has also undergone a substantial change in terms of mobile versus fixed phones and
public versus private participation. The preference for use of wireless phones has also been
predominant in the sector. Participation of the private entities in the telecom sector is rapidly
increasing rate there by presenting the enormous growth opportunities. There is a clear
distinction between theGlobal Satellite Mobile Communication (GSM) and Code Division
Multiple Access (CDMA)
technologies used and the graph below shows the divide between the two.
With increasing penetration of the wireless services, the wire line services in the
country is becoming stagnant. On the other hand, Broadband demand has picked up and
promises to stabilise fixed line growth. In terms of the Global System for Mobile
Communication (GSM) subscriber base this now places India third after China and Russia.
China had 401.7 million GSM subscribers CDMA technology was introduced in India as a
limited mobility solution.
The introduction of CDMA services has created competition, lowered tariffs and
offered many citizens access to communication services for the first time Internet services
were launched in India on August 15, 1995. In November 1998the government opened up the
sector to private operators. A liberal licensing regime was put in place to increase Internet
penetration across the country. The growth of IP telephony or grey market is also a serious
concern.
18

19. Government loses revenue, while unlicensed operation by certain operators violates
the law and depletes licensed operators market share. New services like IP-TV and IP-
Telephony are becoming popular with the demand likely to increase in coming years. The
scope of services under existing ISP license conditions are unclear. Rising demand for a wide
range of telecom equipment, particularly in the area of mobile telecommunication, has
provided excellent opportunities to domestic and foreign investors in the manufacturing
sector.
The last two years saw many renowned telecom companies setting up their
manufacturing base in India. Ericsson has set up GSM Radio Base Station Manufacturing
facility in Jaipur. Elcoteq has set up handset manufacturing facilities in Bangalore. Nokia set
up its manufacturing plant in Chennai. LG Electronics set up plant of manufacturing GSM
mobile phones near Pune. The Government has already set up Telecom Equipment and
Services Export Promotion Forum and Telecom Testing and Security Certification Centre
(TETC). A large number of companies like Alcatel, Cisco have also shown interest in setting
up their R&D centers in India. With above initiatives India is expected to be a manufacturing
hub for the telecom equipment.
19

20. OBJECTIVES
PRIMARY OBJECTIVE
To find the effectiveness of Recruitment and selection process in BharthiAirtel
Limited
SECONDARY OBJECTIVE
To know the recruitment policy.
To know the selection process and impact on job satisfication.
To identify the source through which candidate are successfully recruited.
To develop and maintain procedures which will assist in ensuring the
appointment of the most suitable candidate
20

21. REVIEW OF LITERATURE
Chapman and Webster(2003) in their survey research on the use of technologies in
recruiting, screening, and selection processes for job candidates conducted in USA
found that most organizations implemented technology based recruitment and
selection tools to improve efficiency, reduce costs, and expand the applicant pool.
The meta-analysis of the research conducted by chapman, uggersler, carroll,
piasentin& Jones (2005) concluded that timely responses from HR managers were
linked to greater applicant attraction to a job with an organisation.
According to Robins, in his study revealed that, “The ideal recruitment effort will
attract a large number of qualified applicants who will take the job if it is offered. So
recruiting is a process of discovering the potential candidates for actual organizational
vacancies”.
Robert (2005), in his study titled, “Strategic HR Review, 2004”, states that successful
recruitment and selection can improve organisation performance”.
Bowen, et al(1991), in his study examined “that integrated recruitment and selection
process helps recruiters to choose the candidates to fit the characteristics of an
organisation culture”
Beardwell, et al(2003) in his study examined that, “Selection is carried out by
organisations as a means of candidates potential and actual performance and the
intake of employees will make the most appropriate contribution to organisation-now
and in future”.
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22. RESEARCH METHODOLOGY
This chapter describes the research methodology adopted by the researcher for the purpose of
the study.
„Research methodology‟ is a way to systematically solve the research problem. It is a
science of studying how research is done scientifically. In it, we study the various steps that
are generally adopted by a researcher in studying his/her research problem along with the
logic behind them.
It includes:
Research Design
Data Collection
Data Analysis
RESEARCH DESIGN
Descriptive Research has been used, which involves surveys and fact findings of
different kinds. The major purpose of descriptive research is the description of the state of
affairs, as it exists at present. The main characteristics of this method are that the researcher
has no control over the variable, he can only report what has happened or what is happening.
SAMPLING SIZE
The sampling size for the study was 100 employees from various departments. It includesHR,
Finance, Sales, and operations.
SAMPLING METHOD
The sampling technique adopted for the study is Stratified Random sampling.A method of
sampling that involves the division of a population into smaller groups known as strata. In
stratified random sampling, the strata are formed based on members' shared attributes or
characteristics. A random sample from each stratum is taken in a number proportional to the
stratum's size when compared to the population. These subsets of the strata are then pooled to
22

23. form a random sample. So, in my study I have taken four departments each 25% of them and
done the sample method.
QUESTIONNAIRE DESIGN
The questionnaire to study the effectiveness of recruitment and selection
process consists of both open and close ended questionsThe researcher used Questionnaire
method for the purpose of collecting data. “A Questionnaire is a list of questions sent to a
number of persons for them to answer. It secures standardized results that can be tabulated
and calculated.”
The questionnaire were passed to various departments like HR, Marketing,
Finance, Operations, etc
METHOD OF DATA COLLECTION
The source of information is generally classified as primary and secondary.
PRIMARY DATA
Primary data refers to information that is generated to meet the specific requirement
of the investigation at hand. The primary data will be collected through the questionnaire
from the employees of BharthiAirtel limited.
SECONDARY DATA
Secondary data is information that is collected for the purpose other than to solve the
specific problem under investigation. The secondary sources of data collection were
information obtained from books, magazines, websites and articles on the topic etc. In the
study, the researcher would use the secondary data to supplement the primary data.
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24. SCOPE OF THE STUDY
To understand the various sources of recruitment provided in the organization.
It helps to analyze the recruitment policy of the organization.
It enables us to evaluate the effectiveness of different recruiting techniques and
sources for all types of job applicants in the organization.
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25. DATA ANALYSIS AND INTERPRETATION
The purpose of every research is to conduct a survey in order to validate the assumptions of
the study on the basis of the data collected. A respondent survey is conducted in the form of
structured questionnaire, which becomes the data for the study. This data is in raw form
unless it is analysed and interpreted to present the main findings.
This chapter deals with statistical analysis and interpretation of the data
collected through research with the aid of structured questionnaire. Analysis refers to
studying the data collected in terms of statistical numbers and interpretation refers to
understanding the implication of the statistical finding.
The Researcher had collected data from the employees of BharthiAirtelin
Chennai to study their recruitment and selection process. The results are represented with
Tables and charts..
25

26. TABLE-1
DESIGNATION OF EMPLOYEES IN AIRTEL
DESIGNATION NO. OF RESPONDENTS PERCENTAGE (%)
Executive 20 20
Senior Executive 25 25
Business Analyst 10 10
Assistant Manager 10 10
Manager 35 35
Total 100 100
SOURCE:Through Primary data
INFERENCE
From the above information, 20% of the respondents are executive level, 25% of the
respondents are senior executive level, 10% of the respondents are business analyst, 10% of
the respondents are assistant manager level and around 35% of the respondents are manager
cadger.
26

27. CHART-1
DESIGNATION OF EMPLOYEES IN AIRTEL
35 35
30
25
25 20
20 Executive
15 Senior Executive
10 10 10 Business Analyst
5 Assistant Manager
0
Manager
Executive
Senior
Business
Executive Assistant
Analyst Manager
Manager
27

28. TABLE-2
GENDER OF THE EMPLOYEES IN AIRTEL
GENDER NO. OF RESPONDENTS PERCENTAGE (%)
Male 62 62
Female 38 38
Total 100 100
SOURCE:Through Primary data
INFERENCE:
From the above given information, 62% of employees are male, 38% are female.
28

29. CHART -2
GENDER OF THE EMPLOYEES IN AIRTEL
70 62
60
50
38
40 Male
Female
30
20
10
0
Male Female
29

30. TABLE-3
EMPLOYEES AGE GROUP IN AIRTEL
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
21-30 years 40 40
31-40 years 30 30
41-50 years 20 20
Above 50 10 10
Total 100 100
SOURCE:Through Primary data
INFERENCE:
From the above given information, 40% of employees belongs to the age group of
21-30 years, 30% of employees are 31-40 years, 20% of employees are 41-50 years.
30

31. CHART -3
EMPLOYEES AGE GROUP IN AIRTEL
40
40
30
30
20 20 21-30 years
31-40 years
10 10
41-50 years
0 Above 50 years
21-30
31-40
years 41-50
years Above 50
years
years
31

32. TABLE-4
EXPERIENCE OF EMPLOYEES IN AIRTEL
EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)
Below 3 years 45 45
5 to 10 years 36 36
10 to 15 years 12 12
Above 15 years 7 7
Total 100 100
SOURCE:Through Primary data
INFERENCE
From the above information, 45% of the respondents says that they have below 3 years of
experience, 36% of the respondents says that they have 5 to 10 years of experience, 12% of
the respondents says that they have 10 to 15 years of experience and around 7% of the
respondents says that they have above 15 years of experience.
32

33. CHART-4
EXPERIENCE OF EMPLOYEES IN AIRTEL
50 45
40 36
30
Below 3 years
20
5 to 10 years
12
10 10 to 15 years
7
0 Above 15 years
Below 3
5 to 10
years 10 to 15
years Above 15
years
years
33

34. TABLE -5
THE RECRUITMENT SYSTEM IN AIRTEL
RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
Highly satisfied 20 20
Satisfied 70 70
Neutral 10 10
Dissatisfied 0 0
Highly Dissatisfied 0 0
Total 100 100
SOURCE:Through Primary data
INFERENCE:
70% of the respondents satisfied with the recruitment system in Airtel, 20% of the
respondents are highly satisfied, 10% of them are in a neutral state.
34

35. CHART -5
THE RECRUITMENT SYSTEM IN AIRTEL
70
60
50
Highly satisfied
40
Satisfied
Neutral
30
Dissatisfied
Highly dissatisfied
20
10
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
35

36. TABLE-6
INTERVIEW PROCESS IN AIRTEL
RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
Yes 85 85
No 15 15
Total 100 100
SOURCE:Through Primary data
INFERENCE:
85% of the respondents are agree with the interview process in aitrl and around 15%
of them don‟t agree with the interview process
36

37. CHART -6
INTERVIEW PROCESS IN AIRTEL
90
80
70
60
50
Yes
40
No
30
20
10
0
Yes No
37

38. TABLE-7
CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS
RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
Yes 86 86
No 14 14
Total 100 100
SOURCE:Through Primary data
INFERENCE:
86% of the respondents feels that the position objectives is defined clearly during
the recruitment process, and 14% of the respondents feels that it is not clearly defined.
38

39. CHART -7
CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS
14
86
Yes
No
39

40. TABLE -8
REVISION OF RECRUITMENT POLICY
FREQUENCY OF NO. OF RESPONDENTS PERCENTAGE (%)
REVISION
Very often 6 6
Often 14 14
Sometimes 22 22
Only when need occurs 58 58
Total 100 100
SOURCE:Through Primary data
INFERENCE:
58% of the respondents says that recruitment policy are being evaluated and
revised only when need occurs,22% of the respondents says that recruitment policy are being
evaluated and revised only at sometimes, and 14% says it occurs often and remaining
respondents says that recruitment policy are evaluated and revised often to the statement.
40

41. CHART -8
REVISION OF RECRUITMENT POLICY
58
60
50
40
Very often
30 Often
22 Sometimes
20 Only when need occurs
14
10 6
0
Very often Often Sometimes Only when
need occurs
41

42. TABLE-9
RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE
GOALS OF THE COMPANY
RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
Yes 73 73
No 27 27
SOURCE:Through Primary data
INFERENCE:
73% of the respondents says that the company‟s recruitment policy is helpful in
achieving the goals of the company, whereas 27% of respondents says that it does not helpful
in companies recruitment policy in achieving their goals to the statement.
42

43. CHART -9
RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE
GOALS OF THE COMPANY
73
80
70
60
50
40
27 Yes
30
No
20
10
0
Yes
No
43

44. TABLE-10
SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED
VACANCY
RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
Highly satisfied 54 54
Satisfied 35 35
Neutral 10 10
Dissatisfied 1 1
Highly Dissatisfied 0 0
Total 100 100
SOURCE:Through Primary data
INFERENCE:
54% of the respondents highly satisfied with the job description given to the required
vacancy, and 35% of the respondents are satisfied and 10% of the respondents are neutrally
satisfied with the job description given to the required vacancy and remaining 1% of the
respondents are dissatisfied to the statement.
44

45. CHART -10
SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED
VACANCY
60
54
50
40
35
Highly satisfied
30
Satisfied
Neutral
20 Dissatisfied
Highly dissatisfied
10
10
1 0
0
45

46. TABLE -11
OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF
RECRUITMENT
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Highly satisfied 22 22
Satisfied 60 60
Neutral 12 12
Dissatisfied 4 4
Highly dissatisfied 2 2
Total 100 100
SOURCE:Through Primary data
INFERENCE:
22% of the respondent states that they are highly satisfied with the consultants
involving in the process of recruitment and 60% of the respondents are satisfied and 12% of
the respondents felt neutral and remaining 4% of the respondents are dissatisfied and
however around 2% of the respondents are highly dissatisfied with the consultants who are
involved in the recruitment process.
46

47. CHART -11
OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF
RECRUITMENT
60
60
50
40
Highly satisfied
Satisfied
30
Neutral
22
Dissatisfied
20 Highly dissatisfied
12
10
4
2
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
47

48. TABLE-12
PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED
ROUNDS CONDUCTED NO. OF RESPONDENTS PERCENTAGE (%)
Written test 30 30
Technical Skill 40 40
Group Discussion 10 10
HR Round 20 20
Total 100 100
SOURCE:Through Primary data
INFERENCE
30% of the respondents gave priority to written test conducted, and 40% of the
respondents gave priority to Technical Skill, whereas 10% of the respondents gave priority to
Group Discussion round and around 20% of the respondents states that they gave priority to
HR Round to the statement.
48

49. CHART -12
PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED
40
35
35
30
30
25
Written Test
20
20 Technical Round
Group discussion
15 HR Round
Video con
10
10
5
5
0
Written Technical Group HR Round Video con
Test Round discussion
49

50. TABLE-13
RECRUITMENT OF MORE NUMBER OF CANDIDATES
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Sales 55 55
HR 10 10
Finance 15 15
Operations 20 20
Total 100 100
SOURCE:Through Primary data
INFERENCE
55% of the respondent states that the company recruit more candidates on sales,
10% of the respondents says company recruit more candidates on Human Resource and
whereas 15% of the respondents says that company recruit more candidate on Finance
department and remaining 20% of them or chosen for operation department.
50

51. CHART -13
RECRUITMENT OF MORE NUMBER OF CANDIDATES
60
55
50
40
Sales
30 HR
Finance
20 Operations
20
15
10
10
0
Sales HR Finance Operations
51

52. TABLE-14
MODE OF ENTRY INTO ORGANIZATION
MODE NO. OF RESPONDENTS PERCENTAGE (%)
Employee Referral 42 42
Campus Recruitment 28 28
Recruitment agencies 30 30
Others 0 0
Total 100 100
SOURCE:Through Primary data
INFERENCE
42% of the respondents are recruited through Employee Referral, 28% of the
respondents recruited through Campus Recruitment and remaining 30% of them are recruited
through Recruitment agencies to the statement.
52

53. CHART -14
MODE OF ENTRY INTO ORGANIZATION
45 42
40
35
30
30 28
Employee Referral
25
Campus Recruitment
20 Recruitment agencies
others
15
10
5
0
0
Employee Campus Recruitment others
Referral Recruitment agencies
53

54. TABLE-15
OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF
RECRUITMENT
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Highly satisfied 34 34
Satisfied 40 40
Neutral 21 21
Dissatisfied 3 3
Highly Dissatisfied 2 2
Total 100 100
SOURCE:Through Primary data
INFERENCE
34% of the respondents are highly satisfied with the test conducted, 40% of the
respondents are satisfied with the selection test, 21% of them are in neutral and 3% of the
respondents are totally dissatisfied, and remaining 2% of the respondents are highly
dissatisfied with the selection test.
54

55. CHART -15
OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF
RECRUITMENT
40
40
34
35
30
25
21
Highly satisfied
20
Satisfied
15 Neutral
Dissatisfied
10
Highly dissatisfied
5 3
2
0
55

56. TABLE-16
WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE
OF CANDIDATES
WEBSITES NO. OF RESPONDENTS PERCENTAGE (%)
Naukri 42 42
Monster 31 31
Times Job 15 15
Shine 12 12
Total 100 100
SOURCE:Through Primary data
INFERENCE
42% of the respondents feels that the company is using Naukri for taking the
reference of candidate,31% of the respondents feels that the company is using Monster and
whereas about 15% of them are taken through Times job and around 12% of them through
shine.
56

57. CHART -16
WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE
OF CANDIDATES
45 42
40
35 31
30
Naukri
25 Monster
20 Times job
15 Shine
15 12
10
5
0
Naukri Monster Times job Shine
57

58. TABLE-17
CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE
SCREENED OUT
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Group Discussion 10 10
Aptitude 44 44
Technical Skill 20 20
HR Round 26 26
Total 100 100
SOURCE:Through Primary data
INFERENCE
10% of the respondents says that most of the candidates are screened out through
Group discussion, 44% of the respondents says that most of the candidates are screened out
through Aptitude, 20% of the respondents says that most of the candidates are screened out
through Technical Round and whereas remaining 26% of the respondents are screened out
through HR Round.
CHART -17
58

59. CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE
SCREENED OUT
44
45
40
35
30
25 26
Group Discussion
20 20
15 Aptitude
10
10 Technical skill
5 HR Round
0
Group
Aptitude
Discussion Technical
HR Round
skill
TABLE-18
59

60. SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES
FOR DIFFERENT POSITION
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Job Rotation 15 15
Consultancy 25 25
Advertisement 5 5
Employee Referral 20 20
Campus Interview 35 35
Total 100 100
SOURCE:Through Primary data
INFERENCE
15% of the respondents states that through Job Rotation only the company can set the best
suitable candidates for different position, 25% of the respondents states that only through Consultancy
the company will get best suitable candidates for different position, 5% of the respondents says that
only through Advertisement the company gets the best suitable candidates for different position, and
whereas 20% are through Employee Referral and around 35% of the respondents says that through
Campus Drive the company is getting most of the best suitable candidates.
CHART -18
60

61. SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES
FOR DIFFERENT POSITION
35 35
30
25
25
20 20
15
15 Job rotation
10 Consultancy
5 5 Advertisement
0 Employee Referral
Campus Interview
TABLE-19
61

62. ORGANIZATION EXPECT FROM THE CANDIDATES DURING
RECRUITMENT
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Experience 34 34
Skill & Knowledge 57 57
Attitude 15 15
Others 0 0
Total 100 100
SOURCE:Through Primary data
INFERENCE
34% of the respondents says that organization expects experienced candidates
during recruitment, almost 57% of the respondents says that organization expects Skill and
Knowledgeable candidate during recruitment, and remaining 15% of the respondents says
that the organization expects Attitude candidates during recruitment in the statement.
CHART -19
62

63. ORGANIZATION EXPECT FROM THE CANDIDATES DURING
RECRUITMENT
60 57
50
40
34
30 Experience
Skill & Knowledge
20 Attitude
15 Others
10
0
0
Experience
Skill &
Attitude
Knowledge Others
TABLE-20
63

64. RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Highly Satisfied 28 28
Satisfied 52 52
Neutral 10 10
Dissatisfied 8 8
Highly Dissatisfied 2 2
Total 100 100
SOURCE:Through Primary data
INFERENCE
28% of the respondents says that they highly satisfied with the transparency of
recruitment system , almost 52% of the respondents states they are satisfied with the
transparency of recruitment system all level, and 10% of the respondents are neutral and
around 8% of the respondents are dissatisfied and whereas 2% of them are highly dissatisfied
with the transparency of recruitment system.
64

65. CHART -20
RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL
60 52
50
40
28 Highly satisfied
Satisfied
30
Neutral
Dissatisfied
20
Highly dissatisfied
10
8
2
10
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
TABLE-21
65

66. SATISFIED WITH PREFERENCE GIVEN TO EMPLOYEES
CONSIDERING THEIR REFERENCE IN RECRUITMENT
PROCESS
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Highly Satisfied 27 27
Satisfied 56 56
Neutral 14 14
Dissatisfied 3 3
Highly Dissatisfied 0 0
Total 100 100
SOURCE:Through Primary data
INFERENCE
27% of the respondents are highly satisfied with the preference given to the
employees considering their reference in recruitment process, 56% of most of the respondents
are satisfied, and whereas 14% of the respondents are neutral with the preference given to
employees considering their reference in recruiting process and around 3% of the respondents
are dissatisfied mentioned in the statement
CHART -21
66

67. SATISFIED WITH PREFERENCE GIVEN TO EMPLOYEES
CONSIDERING THEIR REFERENCE IN RECRUITMENT
PROCESS
60 56
Highly satisfied
Satisfied
50
Neutral
Dissatisfied
40
Highly dissatisfied
30 27
20
14
10
3
0
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
TABLE-22
67

68. RATE OVERALL RECRUITMENT PROCESS
PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)
Excellent 36 36
Very good 40 40
Good 16 16
Average 4 4
Fair 4 4
Total 100 100
SOURCE:Through Primary data
INFERENCE
36% of the respondents says that overall recruitment process is excellent, 40% of majority of
respondents says that overall recruitment process is very good, 16% of the respondents says
the overall recruitment process is good, and whereas 4% of the respondents says its average
and around 4% says the overall recruitment process is fair in the statement.
68

69. CHART -22
RATE OVERALL RECRUITMENT PROCESS
40
40 36
35
30
25
Excellent
20 Very good
16
15 Good
10 Average
5 Fair
4
0 4
Excellent
Very good
Good
Average
Fair
WEIGHTED AVERAGE:
1. Recruitment system in airtel
69

70. 2. Satisfied with the job description given to required vacancy
3. Opinion about consultants involving in process of recruitment.
4. Opinion about selection test conducted on basis of requirement.
5. Recruitment system is transparent at all level
6. Rate the overall recruitment process
Factors Highly Satisfied Neutral Highly Dissatisfied
satisfied Dissatisfied
Recruitment 20 70 10 0 0
system
Satisfied with
the job 54 35 10 1 0
description
Consultants
involving in 22 60 12 4 2
recruitment
process
Selection test
conducted on 34 40 21 3 2
basis of
recruitment
Recruitment
system 28 52 10 8 2
transparent
at all level
Overall
recruitment 36 40 16 4 4
process
Weighted average to rank the recruitment activities in the organization
Formula = WX / W
W – number of respondents
X - Rating given by the respondents
Factors WX1 WX2 WX3 WX4 WX5 WX6
70

71. Highly 100 270 110 170 140 180
satisfied
Satisfied 280 140 240 160 208 160
Neutral 30 30 36 63 30 48
Highly 0 2 8 6 16 8
dissatisfied
Dissatisfied 0 0 2 2 2 4
Total 410 442 396 401 396 400
CW 4.10 4.42 3.96 4.01 3.96 4.00
Rank II I V III V IV
INFERENCE:
From the above weighted average table, it can be observed that the employees given
more weightage to job description during recruitment and selection process rather
than on other factors.
CHI-SQUARE TEST-1
71

72. To test whether there is a link between their educational qualification and satisfaction
towards selection test conducted in the recruitment process.
NULL HYPOTHESIS H0: Educational qualification has no influence on satisfaction
towards selection test conducted in the recruitment process.
ALTERNATE HYPOTHESIS H1: Educational qualification has influence on
satisfaction towards selection test conducted in the recruitment process.
OBSERVED FREQUENCY
Educational qualification * opinion on selection test conducted on basis of recruitment
count opinion on selection test conducted on basis of recruitment
Highly Highly
satisfied Satisfied Neutral Dissatisfied dissatisfied Total
Educational Diploma 14 0 0 0 0 14
qualification
Undergraduation 20 11 0 0 0 31
Post graduation 0 29 21 3 2 55
Total 34 40 21 3 2 100
EXPECTED FREQUENCY
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
a
Pearson Chi-Square 74.385 8 .000
72

73. Calculate value of chi-square X2 = 74.38
Table value of X2= (3-1) (5-1)
= 2*4 = 8
Table value = 15.51
Calculated value> Table value,
So H0 is rejected.
INFERENCE:
Calculated value is greater than tabulated value i.e. H0 is rejected. So,
there is a link between educational qualification and satisfaction towards selection test
conducted in the recruitment process.
CHI SQUARE TEST -2
73

74. To test whether is a link between designation and transparency of recruitment system.
NULL HYPOTHESIS H0: Designation has no influence on transparency of
recruitment system.
ALTERNATE HYPOTHEIS H1: Designation has a influence on transparency of
recruitment system.
OBSERVED FREQUENCY
Designation * recruitment system is transparent to all level
count recruitment system is transparent to all level
Highly
Highly satisfied Satisfied Neutral Dissatisfied dissatisfied Total
Designation Execuitve 20 0 0 0 0 20
Senior Executive 8 17 0 0 0 25
Business Analyst 0 10 0 0 0 10
Assistant Manager 0 10 0 0 0 10
Manager 0 15 10 8 2 35
Total 28 52 10 8 2 100
EXPECTED FREQUENCY
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
a
Pearson Chi-Square 1.108E2 16 .000
Calculate value of chi-square X2 = 1.10
74

75. Table value of X2= (r-1) (c-1)
= (5-1)(5-1) = 4*4 = 16
Table value = 26.20
Calculated value< Table value,
So H0 is accepted.
INFERENCE:
Calculated value is less than the tabulated value. i.e.H0 is accepted. So,
there is no link between designation and transparency of recruitment system.
75

76. FINDINGS
 Majority of the respondents come under the category of 21-30. 62% of respondents were
male, 38% were female.
 70% of respondents are satisfied the recruitment system in Airtel.
 85% of the respondents are satisfied with the interview method followed in the organization.
 86% of the respondents feels that the position of objectives is defined clearly during the
recruitment process
 58% ofthe respondents felt that recruitment policy is being evaluated and revised only when
need occurs.
 60% ofthe respondent are satisfied with the consultants involving in the recruitment process.
 55% ofthe respondents agree that they recruit more candidates on Sales department.
 40% ofthe respondents are satisfied with the selection test conducted on the basis of
recruitment.
 Majority of the recruiters agree with recruiters being knowledgeable and experienced
personnel.
 54% of respondents are highly satisfied with the job description provided for the vacancy.
 42% of the respondents feels that the company is using naukri mostly for collecting the
reference of candidates.
 Majority of respondents opinion was good regarding recruitment and selection process
followed in the organization.
 Majority of respondents are satisfied with the preference given to the employees by
considering their reference in recruitment process.
 Majority of the respondents agree that the recruitment system is transparent at all level.
76

77. SUGGESTIONS
The company needs to recruit high quality staff with the right skills on the appropriate
contracts to deliver the key objective of the position and organization.
Employee feedback after placement, will increase his/ her morale.
Employee should be given enough time to reflect and plan improvements.
The company must choose a recruiting approach that produce the best pool of candidates
quickly and cost effectively.
The company can focus on minimizing the percentage of non- joining candidates after the
recruitment process.
To keep an update of the man power required in the sales department a summary sheet and
via tracker of sales employees in each zone was created.
To enable an easy raise of MRF and to cut down the time consumed in getting one done a
power point presentation was prepared which was provided with a demo of the process to be
followed .
It is important for the organization to know exactly what they have to offer potential
employee, than highlight their best features when recruiting candidates.
As and when the resumes were received a primary screening of it is to be done and a tracker
should be updated which had all the fields that was required for evaluation and easy
identification of the candidates suitable for various fields.
The technical problems of onboarding should be informed to the IT department .
The new joinees were given quick books and instruction manuals to guide them with
onboarding process.
The company can recruit more candidates in CSD for smooth functioning of the organization.
77

78. CONCLUSION
Recruitment is essential to effective Human Resource Management. It is the heart of
the whole HR systems in the organization. The effectiveness of many other HR activities,
such as selection and training depends largely on the quality of new employees attracted
through the recruitment process.
The study has been conducted only for the recruitment of level 1 and level 2 class of
employees. Policies should always be reviewed as these are affected by the changing
environment. Management should get specific training on the process of recruitment to
increase their awareness on the danger of wrong placements.
HR practitioners should be on the guard against all the malpractices and advocate for
professional approach through out the system. The HR should indicate disagreement in the
event that biasing towards certain candidates is creeping in and point out the repercussion that
may follow in terms of performance and motivation.
Finally, better recruitment and selection strategies result in improved organizational
outcomes. The more effectively organizations recruit and select candidates, the more likely
they are to hire and retain satisfied employees. In addition, the effectiveness of the
organization‟s selection system can influence bottom-line business outcomes, such as
productivity and financial performance. Hence, investing in the development of a
comprehensive and valid selection system is money well spent.
78

79. BIBLIOGRAPHY
Prasad, L.M , Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008
SubbaRao. P Principle of Human Management,. Publisher 1999
R P Hooda, Statistics for Business and Economics, third editions 2003
WEBLIOGRAPHY
http://www.scribd.com/doc/21791869/Recruitment-Selection-Process-Project-Report
www.managementparadise.com/forums/human-resources-management-h-r/852-recruitment-
selection-process.html
http://www.scribd.com/shweta_singh_153/d/61747664/7-LITERATURE-REVIEW-
RECRUITMENT-AND-SELECTION
http://seminarprojects.com/s/review-of-literature-of-recruitment-and-selection
79

80. QUESTIONNAIRE
Dear Sir/Madam,
I am Vaithegi.N, pursuing MBA final year in Vels University, Chennai. I am doing a study
programme on “Effectiveness of Recruitment and Selection process in BhartiAirtel
Limited”. I request you to render kind co-operation towards this Questionnaire. I assure you
that the information given by you is kept confidential and purely used for academic purpose.
Name:
Designation:
(a) Executive (b) Senior Executive (c) Business Analyst (d)
Assistant Manager (e) Manager
Department:
Gender: Male/ Female
Age:
(a) 21 to 30 years (b) 31 to 40 years (c) 41 to 50 years (d)
Above 50
Marital Status:
(a) Married (b) Unmarried
Educational Qualification:
(a) Below 12th(b) Diploma (c) UG (d) PG
Monthly Income:
80

81. (a)7000 – 10000 (b) 10000 – 15000 (c) 15000–20000 (d)
above 20000
Experience:
(a) Below 5 years (b) 5 to 10 years (c) 10 to 20 years
(d) above 20 years
QUESTIONNAIRE ON RECRUITMENT AND SELECTION PROCESS
1) Are you satisfied with the recruitment system in Airtel?
(a) Yes (b) No
2)Apart from the HR Manager, whether otherdepartments heads are
involved in interviewing process?
(a) Yes (b) No
3)Does the organization clearly define the position objectives, in the
recruitment process?
(a) Yes (b) No
4) How often the recruitment policy are being evaluated and revised?
(a) Very Often (b) Often
(c) Sometimes (d) Only when need occurs
5) Do you think the present recruitment policy is helpful in achieving the
goals of the company?
(a) Yes (b) No
6) Are you satisfied with the job description given to the required
vacancy?
(a) Highly satisfied (b) Satisfied
(c) Neutral (d) Dissatisfied (e) Highly dissatisfied
81

82. 7) What is your opinion about consultants involving in the process of the
recruitment in the organization?
(a) Highly satisfied (b) Satisfied
(c) Neutral (d)Dissatisfied (e)
Highly dissatisfied
8) Do you agree that the recruitment system is transparent at all level?
(a) Strongly agree (b) Agree
(c) Neurtal (d) Disagree (e) Strongly disagree
9) In which areas you will recruit more candidates?
(a) Sales (b) HR
(c) Finance (d) Operations
10) How you entered into this organization?
(a) Employee referral (b) Campus recruitment
(c) Recruitment agencies (d)Other, pls specify
11) What is your opinion regarding the selection test conducted in the
recruitment process?
(a) Highly satisfied (b) Satisfied
(c) Neutral (d) Dissatisfied
(e) Highly dissatisfied
12) Mention which website mostly used by the company?
(a) Naukri (b) Monster
(c) Times job (d) Shine
13) Mention the critical round where most of the candidates are screened
out?
(a) Group discussion (b) Aptitude
(c) Technical skill (d) HR Round
82

83. 14) Mention the source that could afford you the best suitable candidates
for different position?
(a) Job Rotation- (b) Consultancy
(c) Advertisement (d) Employee Referral
(e)Campus Drive
15) What does the organization expect from the candidates during
recruitment ?
(a) Experience (b) Skill& Knowledge
(c) Attitude (d) Qualification
16) Do you agree that the recruitment system is transparent at all level?
(a) Strongly Agree (b) Agree
(c) Neutral (d) Disagree (e) Strongly
Disagree
17) Are you satisfied with the preference given to the employees by
considering their reference in the recruitment process?
(a) Highly satisfied (b) Satisfied
(c) Neutral (d) Dissatisfied
(e) Highly dissatisfied
18) How would you rate your overall recruitment process?
(a) Excellent (b) Very good
(c) Good (d) Average (e) Fair
83

84. 84

85. 85

86. 86