Summmer Internship Project Report on Recruitment & Selection

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D.Y. PATIL UNIVERSITY
SCHOOL OF MANAGEMENT
RECRUITMENT & SELECTION PROCESS
AT COMPUAGE INFOCOM LTD
(SUMMER INTERNSHIP REPORT SUBMITTED TOWARDS
PARTIAL FULFILLMENT OF MBA)
SUBMITTED BY: NAZNEEN SHEIKH
MBACOREHR 014137

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ACKNOWLEDGEMENT
I take the opportunity to express my gratitude to all of them who in some or other way
helped me to accomplish this challenging project in Recruitment & Selection process.
No amount of written expression is sufficient to show my deepest sense of gratitude to
them.
I am very thankful to Mr.Yagnesh Rathod for their everlasting support and guidance on
the ground of which I have acquired a new field of knowledge.
A special appreciative “Thank you” to all staff of Compuage Infocom Ltd for their
positive support.
I also acknowledge with a deep sense of reverence, my gratitude towards my parents
and member of my family, who has always supported me morally as well as
economically.
At last but not least gratitude goes to all of my friends who directly or indirectly helped
me to complete this project report.

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LOCATION : GOREGAON (E)
HR MANAGER : Mrs. BHARTI TAYSHETE
CONTACT NUMBER : 9930214146
EMAIL ID : bharti.tayshete@compuageindia.com

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TABLE OF CONTENTS
Sr.No Particulars Page No
1 Objective of the Study 5
1 Executive Summary 6
2 Introduction of the organization 7-8
3 Job Profile
(a) Recruitment
(b) Meaning
(c) Recruitment process at Compuage Infocom ltd
09-10
4 1) Selection
(a) Selection process at Compuage Infocom ltd
11-12
5 Limitations of the study 13
6 Suggestions and recommendations 14
7 Conclusion 15

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Objectives of the Study:
The following are the Objective for carrying out the Study of Recruitment and Selection Process:
1) The first and foremost objective is to learn more of the Selection Process.
2) How Recruitment and Selection process takes place in a Corporate.
3) Enhancement of Recruitment skills.
4) Delivering Better Results through applying theoretical knowledge practically.
5) Developing the ability to think Critically.

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EXECUTIVE SUMMARY
Today, in every organization personnel planning as an activity is necessary. It is an important
part of an organization. Human Resource Planning is a vital ingredient for the success of the
organization in the long run. There are certain ways that are to be followed by every
organization, which ensures that it has right number and kind of people, at the right place and
right time, so that organization can achieve its planned objective.
The objectives of Human Resource Department are Human Resource Planning, Recruitment and
Selection, Training and Development, Career planning, Transfer and Promotion, Risk
Management, Performance Appraisal and so on. Each objective needs special attention and
proper planning and implementation.
For every organization it is important to have a right person on a right job. Recruitment and
Selection plays a vital role in this situation. Shortage of skills and the use of new technology are
putting considerable pressure on how employers go about Recruiting and Selecting staff. It is
recommended to carry out a strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on Recruitment and
Selection process. This project includes Meaning and Definition of Recruitment and Selection,
Recruitment process, Sources of Recruitment through which an Organization gets suitable
application. Scientific Recruitment and Selection, which an Organization should follow for, right
manpower. Next is Selection process, which includes steps of Selection, Types of Interview,
Approaches to Selection
Recruitment and Selection are simultaneous process and are incomplete without each
other. They are important components of the organization and are different from each other.

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INTRODUCTION
About Compuage
Compuage, one of India’s leading IT distribution company, over the years has trail blazed its
way into being the most sought after, value added distributor of global IT brands. Having a
nationwide presence, Compuage is a system oriented and process driven company. Added to this,
is a strong IT enabled distribution backbone, a solid financial and inventory management system,
a young and dynamic sales team and a committed channel spread across the country.
Headquartered at Mumbai, Compuage, has been growing at a rapid pace and has an ambitious
blue print for further expansion
Compuage Infocom was incorporated in 1987 by Mr. Atul Mehta ( Chairman & Managing
Director), Bhavesh Mehta Executive Director and Chief Operating Officer (COO) and Sunil
Mehta (VP) Vice president in Finance.
Vision & Mission
Our Vision
To be a world class Information Technology products and services company, with strong Indian
values and beliefs.
Our Mission
To distribute leading edge technology products and services, using the best business practices
and technology, thereby fulfilling and exceeding customer and vendor expectations. To offer a
conducive work environment that will enhance opportunities for self development and growth to
its employees. To maximise returns and offer consistent and continued growth to its share
holders.
Our Values
Compuage puts great emphasis on values , these principles define our work and define our
mission. Our Core values are integrity, commitment , human touch , team work , mutual respect
& excellence.
Our Services
Our strength in distribution emanates from our focus on service and customer support. With a
proven track record of strong after sales service, Compuage offers technical expertise that
assures complete reliability and performance. Armed with a well-trained team of service
personnel, we offer complete after sales support. We are an authorized service providers for
Asus, creative, Fujifilm’s, hp optical drive, liteon, Relicell & Toshiba.
Global Alliance

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Compuage with its ever growing alliances with Global IT giants, has to its credit, many
successful introductions of technological innovations and a wind array of world class products in
the Indian IT market.
As Compuage is having 56 branches all across india they have been divided into 4 zones of
NORTH, EAST, WEST & SOUTH. The various branches has been allocated in different zones
as follows:
NORTH Zone Includes: Chandigarh, Delhi, Dehradun, Gurgaon
SOUTH Zone Includes: Bangalore, Chennai, Hyderabad, Madurai
EAST Zone Includes: Ranchi, Patna, Kolkata, Bhubaneshwar
WEST Zone Includes Mumbai, Pune, Nasik, Nagpur, Jaipur.

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JOB PROFILE
Recruitment and Selection
Recruitment:
Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate.
Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for and
obtaining applicants for the jobs, from among whom the right people can be selected.
Recruitment is a positive process of searching for prospective employees and stimulating them to
apply for the jobs in the organisation. When more persons apply for jobs then there will be a
scope for recruiting better persons.
In the recruitment, a pool of eligible and interested candidates is created for selection of most
suitable candidates. Recruitment represents the first contact that a company makes with potential
employees
The job-seekers too, on the other hand, are in search of organisations offering them employment.
Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In
simple words, the term recruitment refers to discovering the source from where potential
employees may be selected. Recruitment is concerned with reaching out, attracting, and ensuring
a supply of qualified personnel and making out selection of requisite manpower both in their
quantitative and qualitative aspect.
Process of Recruitment followed at Compuage Infocom Ltd:
1) Identify Vacancy: When a supervisor in the particular unit or from any different
department finds need to hire a new employee or whether to replace a terminating
employee or because of an increase or change in workload. A job description, detailing
all essential position functions, required education and experience should be attached.
These are done so as to verify the education qualification as well the experience criteria
of the candidate. If either of the above is significantly different from the current position
description and level, Human Resources may recommend a more appropriate description
and title be selected from those presently available. Or, if the duties to be performed are
not consistent with any current position description, the supervisor, with the assistance of
the HR Analyst, will draft a new position description and recommend a level for the
approval of the Department Chair or Administrative Manager. Once the new position

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description and level are approved, a new Position Requisition will be filled out, and the
necessary approvals obtained
2) Approvals: Whenever a vacancy is identified, HR head freezes manpower and the
organization structure along with respective directors. Departmental heads draw out a
vacancy list from the organization chart and get these duly approved by the directors.
Once it is approved by the HR and Managing directors an MPR (Manpower
Requirement) is made and sent to the department heads
3) Sources:
(A) Internal Sources
(i) Transfer: The employees were transferred from one location to another in case
there is an opening for appropriate location and an employee is interested to shift
to that location.
(ii) Promotions: The employees were promoted to different levels based on their
efficiency and performance and experience.
(B) External Sources
(i) Job Portals: Naukri.com was the portal widely used for recruitment.
(ii) Campus Recruitment: Campus Recruitment was done for on boarding the
marketing candidates from different location
(iii) Employee Referrals: References were asked from the existing employees of the
organization.
(iv) Unsolicited Applicants: Many applicants were entering as direct walkin which
was definitely disturbing the routine work but also was very much helpful in
creating a database of suitable candidates.
4) Cold Calling: Calling up the suitable candidates.
5) Telephonic Interview: Taking a telephonic round of the interview and judging their
communication skills if found suitable, lining up for a face to face round of interview.

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Selection:
“Selection is the process of differentiating between applicants in order to identify and
hire those with a greater likelihood of success in a job.”
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.
The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply for a job and Selection
is selecting the right candidate from the pool of applicants
Steps followed in Selection Process at Compuage Infocom Ltd.
1) Preliminary Interview: Initial Screening is done on the basis of applicants and
applications. A preliminary interview is conducted so as to select the suitable candidate
who can go through further stages of interviews. The candidate must be from English
Medium only. If the candidates do not meet the requirement they are rejected. And for
higher posts applications and applicants both play a major role in the screening process.
After taking the telephonic round of interview the candidates are called up for the Face to
face round of interview.
2) Depth Interview: Once the candidate got selected he is qualified for the second round of
interview which will be conducted by the head of the appropriate department and a deep
information is asked to him/her regarding their profile and knowledge regarding the Job
profile.
3) Final Round: Once the candidate is found suitable for the position by the departments
head he is called up for a final round of an interview with the Managing Director and
salary was discussed in the same round.
4) Reference Check: Many employers request names, addresses, and telephone numbers of
references for the purpose of verifying information and perhaps, gaining additional
background information on an applicant.
5) Offer and Negotiation: A formal offer of employment is extended to the finally selected
candidates
6) Follow up & Joining: The Recruitment Cell does a follow up with the candidate who is
extended an offer to ensure candidate is joining within the stipulated time

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This is where the selection process comes to an end if the candidate is selected by the director
and is on boarded. In case the candidate got rejected then the process starts again from
Recruitment.
Compuage does not have any tie-ups with the consultancy rather the internal team is working
which means in house recruitment was done.

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Limitation of the Study
Recruitment has never been so easy since employees may come and leave the organization and
hence it is called as a Never-ending process. There has been certain limitations to the study of
Recruitment and Selection which are as follows:
 Low Salary Bracket: The salary bracket for the specific positions was too low. Since the
bracket was too low it became very much difficult to on board the candidates for the
profile even if they were interested for the job profile.
 DelayedReplies: The replies or the approvals from the senior level management were
too late due to which the candidates sometimes were not available to turn up for the final
joining
 Work Timings: The office timings were started by 9 am in the morning but there was no
fix time to leave the organization. The employees were almost leaving by 10pm-11pm
which was again a major issue faced in the organization. Due to late sittings in the
organization the candidates were not ready to turn up for further joining process.
 Lack of Co-ordination: There was a lack of co-ordination among various departments of
the organization say for example whenever a need arises for the specific position it was
an abrupt need and the HRs were pressurized to get the closings done within a specific
deadline if informed well in advance to the HRs or if informed as and when the HRs asks
for the specific requirements to be fulfilled then it would have been easier for filling up
the position at right time.
 Specific Criteria of Selection: The management was very much specific for the
selection criteria and not at all flexible due to which again it becomes a toughest tasks for
the recruitment team to search a candidate with that specific criteria..

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Suggestions and Recommendations:
 Flexible Salary Bracket: The salary bracket needs to be flexible enough for the
deserving candidate and should not be rigid in order to fulfill the needs of the required
position.
 Early Replies: The delay in the replies from the Senior level management was leading to
slow down of the recruitment work due to which the entire process was disturbed. If the
management gives an early reply of selection and rejection of the candidates it becomes
easier for the recruitment also to work effectively.
 Flexible Work timings: Since each and every individual is working for his or her own
survival definitely they wants to spend time with their family as well. It is rightly said
that if a person cannot complete his work within the stipulated time he can never work
beyond that as well or in simple terms we can say he may not be that productive after the
stipulated time. So the timings must be flexible such that rather than doing quantity work
they might do quality work.
 Flexible Selection Criteria: Since the Selection criteria is very much specific at some
point of time it needs to be changed for the deserving candidate to a certain extent.

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CONCLUSION
The human element of organization is the most crucial asset of an organization. Taking a closer
perspective -it is the very quality of this asset that sets an organization apart from the others, the
very element that brings the organization’s vision into action.
Thus, one can grasp the strategic implications that the manpower of an organization has in
shaping the fortunes of an organization. This is where the complementary roles of Recruitment
and Selection come in. The role of these aspects in the contemporary organization is a subject on
which the experts have deliberated and studied, considering the vital role that they obviously
play.
The essence of recruitment can be summed up as ‘the philosophy of attracting as many
applicants as possible for given jobs’. The face value of this definition is what guided
recruitment activities in the past. These days, however, the emphasis is on aligning the
organization’s objectives with that of the individual’s. By making this a priority, an organization
safeguards its interests and standing. After all, a satisfied workforce is a stable workforce which
also ensures that an organization has credible and reliable performance. In a bid to underscore
this subtle point, the project examines the various processes and nuances one of the most critical
activities of an organization.
The end result of the recruitment process is essentially a pool of applicants. Next to recruitment,
the logical step in the HR process is the selection of qualified and competent people. As such,
this process concentrates on differentiating between applicants in order to identify – and hire-
those individuals whose abilities are consistent with the organization’s requirements. The 2
activities basically have one aim- to yield a perfect employee for the organization.
Every organization tailors the processes keeping in mind the nature of the organization, its needs
and constraints.
In the end, this project endeavors to present a comprehensive picture of Recruitment and
Selection and hopes to enable and appreciate the various intricacies involved.

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