Waays&solutions

A
Project Report
On
“HR Recruiter”
Undertaken
At
Waays & Soltutions (Sri Sabri Engimech)
Duration:
From: 15th
April 2016 to 30st
June 2016
Submitted to:
SARDAR PATEL UNIVERSITY
Vallabh Vidyanagar
Chirag Varia
Masters of E-Business
Batch: 2014-2016

HR Recruiter at Waays & Solutions
2
PREFACE
This project report has been prepared in partial fulfillment of the requirement for the
Master of E-Business program at Waays & Solutions, a well-known company in
Executive search firms.
The rationale behind visiting the company and preparing the project is to practically
study of their Recruitment methods and finding methods of candidates can be used for,
in the overall internship of 6 months, I put my best effort to understand and explore
more about their requirement and work of the HR executive in the firm. Although it is
a bit complex and has many functions which needed more time to understand and do
practically, I have tried my best to utilize this short span of time to bring out the
knowledge about the HR recruitment with Waays & Solutions.
The information presented in this project report is for my own learning during the
internship and obtained from sources like firm HR recruiting, other employees of the
company, company website, etc.

3
ACKNOWLEDGEMENT
At this juncture of my educational journey, I look back as a collecting of memorable
experience. At this moment of completion of my project, I feel obliged to accord my
gratitude to those who have helped me.
I would like to thank Dr. Nikhil Zaveri (Director of SEMCOM) for giving me
opportunity to work in such an esteemed organization as a summer internship. I have
pleasure in acknowledging my deep sense of gratitude to Dr. Sarvesh Trivedi and Dr.
Ajayraj Vyas our coordinator.
I would like to thank Waays & Solutions management for giving me the permission to
be a part of their organization, may it be for a short time but the memories will be with
me for a long time.
I extend my sincere thanks to the managers and executive of Waays & Solutions for
providing me the requisite data and information.

4
CERTIFICATION

5
DECLARATION
I have completed this project report entitled “Industrial Internship Program” at “Waays
& Solutions.” submitted to the “SEMCOM” affiliated to “Sardar Patel University,
Vallabh Vidhyanagar in partial fulfilment for the degree of Master of E-Business
(M.E.B).
This project report study is entirely an outcome of my own efforts and is not submitted
in part or in whole to any other University or Institute for any other degree.
Date:
Place: Vallabh Vidhyanagar Chirag Varia

6
CONTENTS
EXECUTIVE SUMMERY............................................................................................7
ABOUT INDUSTRY.....................................................................................................8
EVOLUTION OF RECRUITMENT INDUSTRY......................................................10
SWOT ANALYSIS OF THE INDUSTRY .................................................................17
Strengths..............................................................................................................................17
Weaknesses .........................................................................................................................17
Opportunities.......................................................................................................................18
Threats .................................................................................................................................18
WORK PROFILE ........................................................................................................27
LEARNING REPORT.................................................................................................29
DAILY REPORT SCREENSHOTS............................................................................34
CONCLUSION............................................................................................................40
BIBLIOGRAPHY........................................................................................................41

7
EXECUTIVE SUMMERY
The Human Resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working
therein. Without positive and creative contributions from people, organizations cannot
progress and prosper. In order to achieve the goals or the activities of an organization,
therefore, they need to recruit people with requisite skills, qualifications and
experience. While doing so, they have to keep the present as well as the future
requirements of the organization in mind.
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient
workforce.”
In order to attract people for the jobs, the organization must communicate the position
in such a way that job seekers respond. To be cost effective, the recruitment process
should attract qualified applicants and provide enough information for unqualified
persons to self-select themselves out.
The term “HR recruiter” may sound redundant, as both human resources managers and
recruiters both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for
positions. A recruiter's job includes reviewing candidate's job experiences, negotiating
salaries, and placing candidates in agreeable employment positions. Recruiters
typically receive a fee from the hiring employers.

8
ABOUT INDUSTRY
Executive search (informally headhunting) is a specialized recruitment service used to
source candidates for senior, executive or other highly specialised positions in
organizations. The method usually involves commissioning a third-party organization,
typically an executive search firm but possibly a standalone consultant, to research the
availability of suitable candidates working for competitors or related businesses.
Having identified possible recruits that match the client's requirements, the executive
search firm may act as an intermediary to investigate whether the individual might be
interested in moving to a new employer and also carry out initial screening of the
candidate, negotiations on remuneration, and the employment contract.
An executive search firm is a type of professional service firm that specializes in
recruiting executive human capital for their client companies in various industries.
Executive search agents/professionals typically have a wide range of personal contacts
in their industry or field of specialty; detailed, specific knowledge of the area; and
typically operate at the most senior level of executive positions. Executive search
professionals are also involved throughout the hiring process, conducting detailed
interviews and presenting candidates to clients selectively, when they feel the candidate
meets all stated requirements and would fit into the culture of the hiring firm. Executive
search firms typically have long-lasting relationships with clients spanning many years,
and in such cases the suitability of candidates is paramount. It is also important that
such firms operate with a high level of professionalism and confidentiality. When
corporate entities elect to use an outside executive search firm, it is usually because
they lack the internal research resources, networks, or evaluative skills to properly
recruit for themselves. Using an outside firm also allows the corporate entity the

9
freedom of recruiting from competitors without doing so directly, and the ability to
choose among candidates that would not be available through internal or passive
sourcing methodologies. Executive search firms are national and international. Many
specialize in a particular business industry sector.
The contractual relationship between client and executive search firm falls into two
broad categories: contingent and retained. Contingent recruiters are paid only upon the
successful completion of the "search assignment." Retained recruiters are paid for the
process, typically earning a recruiting fee in three stages based on the anticipated
compensation of the executive.

10
EVOLUTION OF RECRUITMENT INDUSTRY
Recruitment is the process of attracting, selecting and placing the right candidate for
the right job at the given time and economy. It is highly admiring that a process has
been successfully transforming for several decades and will continue to do so. While
researching about recruitment for more than a decade, I discovered that there is strong
belief about recruitment being existent since the day people formed/gathered in groups
to perform any task – you may date this back to the stone-age or time of emperors or
the industrial revolutions or pre-post World Wars to today! I see this as an evolution of
task to a process and to an industry.
1. The Old-age (Days of Emperors):
When a baby was born, he/she was believed to be the soldier and was taught the
arts of war to join the Army. This was said to be ‘Self Recruitment’. Later, there
were protests against the emperors for farms/fields and for the right to sell the
goods directly to the public for a better price. As they progressed, entrepreneurs
started recruiting the labour. Is this an assumption or just a belief that
recruitment is old as saga of kingdoms? May be! BTW, the world's first
empire was formed about 2250 B.C.

11
2. Industrial Revolutions (1760>1840):
With the rapid increase of industries across nations was the need for more manpower.
But, the working conditions were uncertain like - child labour, less wages, poor-living
conditions and long working hours. Workers started forming unions to protest against
this which led to first & second revolutions resulting in urbanization, decreased child
labour, better wage and benefits. This encouraged people to migrate to urban cities.
Agencies played a major role planning and recruiting the manpower. This had led many
small & mid-sized agencies to scale-up and look at recruitment as the future. Walk-ins,
references and standing on the roads advertising their skills written on boards were the
primary job searching avenues; Agencies advertised jobs through bulletin boards,
newspapers, announcements & flyers in public places, theatres, town halls, etc.

12
3. Pre & post World Wars – WWI/WWII (1914>1945>later)
As the army was in the battle, many positions were open. Companies and the
government approached the agencies to recruit manpower. Agencies began to
advertise for members of society who were not called into military service. Once
the war ended, the agencies remained with the purpose of finding the returning war
veterans (with their new skills) a job. Distributing the CV/resume (self-written, hire
type-writers, take the help of agencies) was the new job searching avenue during
this time. Agencies had ownership of candidates CVs’ written by them.
The management/storage of information was quite challenging as the agencies
needed to store files and archives of masses of CVs, This problem was solved in
1983 (launch of MS Word) and with the rise of internet and technology between
late 1980s and early 1990s.

13
4. Birth of Public agencies:
First proposal to establish a public agency ("Office of Addresses and Encounters")
was in 1650 by Henry Robinson which was rejected by The British Parliament.
Since the beginning of the 20 century, every developed country has created a public
recruitment agency as a way to combat unemployment and help people find work.
In the UK (also ruling the EMEAI), the first agency began in London, through
the Labour Bureau (London) Act 1902; amended in 1909 as Labour. In the USA,
The initial legislation was Wagner-Peyser Act of 1933 which was amended
as Workforce Investment Act of 1998.

14
5. Birth of Private/for-profit agencies:
The first private recruitment agency ‘Engineering Agency’ in the USA was formed
by ‘Fred Winslow’ in 1893. It later became part of General Employment
Enterprises who also owned Businessmen's Clearing House (est. 1902). In 1906,
Katharine Felton had started a recruitment agency as a response to the problems
brought on by the San Francisco earthquake and fire.
6. Regulation of the Recruitment Agencies:
In 1919, International Labour Organization of US recommended for the abolition
of fee-charging agencies. After 14 years of discussions by the government and
agency unions about this convention a bill was passed in 1933 that resulted in
abolition of for-profit agencies if the agencies were not licensed and a fee scale
was not agreed in advance. In most countries, agencies are regulated. Like, UK -
Recruitment agencies Act 1973; Germany - Employee Hiring Law of 1972, etc.

15
By 1970s along with the booming economy, there was a shift in focus. Recruiters
began to work for the client as an increasing amount of corporate and expanding
businesses began to outsource their hiring needs to recruitment agencies.
7. The Internet age > Today:
Though Internet/www was launched in 1982, Commercial Internet service providers
(ISPs) began to emerge in the late 1980s and early 1990s; fully commercialized in the
U.S. by 1995. With the emerging technology/internet, was the birth of e-recruitment.
Recruiters started using web based Applicant Tracking Systems, databases, jobs,
advertisements. The first job portal was launched in 1994 by Monster followed by Net
start which is now CareerBuilder. Today, we have numerous job portals and ATSs’
available. A lot of them!
In 2000s, Web 1.0 and its sequel Web 2.0 have highly influenced recruitment industry
by letting recruiters leverage Social Media. The concept of "head-hunting" became ever
popular while Mobile based recruitment was popping in the market. With several
sources available and the need for niche talent, recruitment/sourcing has transformed
from being a task to a Research Function. Agencies started forming exclusive sourcing
teams and research functions. Today, web based self-branding has become a necessity
that most of the applicants, recruiters and agencies have online presence. Be it

16
LinkedIn, Facebook, Twitter, Google+, WordPress, etc. This is an ever-ending list. Few
recruiters/candidates own blogs, websites, online portfolios/resumes making
web/internet ‘One World Database’ and the trend of ‘Cloud Sourcing’. This new
technique includes sourcing the resumes/e-profiles of applicants from web (including
but not limited to) search engines, social/professional portals, blogs, e-directories, etc.

17
SWOT ANALYSIS OF THE INDUSTRY
Strengths
Opening up a temporary staffing agency in an area with a large job market that needs
temporary workers is a strength. Focusing on and becoming known for filling jobs in
certain sectors where it is hard to find qualified applicants, such as technology,
accounting or office administration, is another key differentiator that can help you win
business. (See Reference 4) On the other hand, the ability to fill a variety of positions,
such as staff for food-tasting stations at grocery stores or blue-collar jobs in
construction, may work better in your area if those are the types of employers seeking
assistance. Past experience placing staff in temporary positions and finding suitable
employees is a strength that allows you to put your expertise to work.
Weaknesses
Changes in the job market, such as companies reducing staff or no longer hiring
temporary staff members, represents a potential weakness for your agency. As a new
business, branding and customer loyalty will be something you need to establish and
your competition may already possess. If you lack business experience running and
managing a temporary staffing agency, this is a weakness. A lack of efficient
accounting software or bookkeeping skills may cause problems as well, since staffing
firms rely on these skills to track each worker’s hours, handle payroll for your
temporary staff and bill clients for each worker’s hours.

18
Opportunities
New laws that require employers with at least 50 employees to offer insurance to all of
their employees may represent an opportunity for your agency. As a result of those
perceived incremental cost increases in hiring employees, smaller companies may hire
temporary workers to keep their employee payroll below that threshold so they don’t
have to provide insurance. The opportunity for your agency lies in being able to place
more people in these open positions. If you have strong community ties and can spot
hiring trends faster than your competitors that can give you an advantage as well.
Threats
If you fill more than 50 temporary staffing positions, you are considered a large
employer under new health care laws. Depending on how the IRS interprets the law,
this may mean you must provide health insurance for your workers, a threat to your
bottom line since more of the profit now goes to health insurance instead of in your
pocket. While you can raise prices to cover the extra cost, this might cause your clients
to use other temporary agencies who do not need to charge more due to their smaller
size. New staffing agencies that start targeting the same companies as your company
presents yet another threat.

19
ABOUT COMPANY
They are one of the growing full service Recruitment Solutions in India. Waays &
Solutions is specialized in Human Resource service provider offering Manpower
recruitment services to major Corporate & MNC’s in India.
They recruit across a wide range of industries and at all position levels. Their primary
activity is Permanent staff recruitment for either single, large volume or ongoing
staffing requirements. They recruit at all employment levels from junior to senior and
across a broad range of employee categories and sectors.
They have a pan-India presence, with a wide spectrum of Recruitment Specialists, each
with a rich domain expertise across various industries like Banking and Financial
Services, IT and ITES, FMCG, Manufacturing, Engineering, etc. This gives them the
capability to tap the crème-de-la-crème of the talent across India.
At Waays & Solutions, they understand their patrons’ need and help them in creating a
roadmap towards becoming successful. They believe that only if they are well on their
way towards achieving their goals, can they also tread the same path.
 They are a panel of competent and resourceful professionals.
 They maintain the highest standards of Honesty and Integrity.
 They always believe in establishing long term relationship which transforms to
business and are therefore transparent in our dealings with our clients.
 At Waays & Solutions they believe in the "Partnership Approach" with their
clients and consider ourselves as an extension of clients.

20
 They always aspire to add value to clients, maintain a very high level of
confidentiality.
 They invite everyone to experience their services built on the tenets of Pace,
Quality and Reliability.

21
 How they work?
Waays & Solutions provides pre-screened profiles based on your specific
requirements within a short time frame. Our elaborate selection process ensures a
high hit ratio. Our services are based on Pace, Quality and Reliability.
Methods:
 We take efforts to understand the company, its vision, goals and culture.
 Requirements are understood in great detail in terms of qualification, years of
experience, Essential skills, preferred skills, compensation and job profile.
 Shortlist candidates with the relevant skills either through our vast database or
networking with the help of our trained recruiting staff.
 Speak to the candidate about the company and job profile.
 Facilitate meetings with the selected candidates.
 Co-ordination from candidate counselling, offer letters, negotiations, till the
candidate joins the Company.

22
 Waays & Solutions Take care of:
 Quality:
Our consultants go through a stringent pre-qualification phase to ensure that they
have the expertise that the clients require. We select experienced personnel with
established professional consulting experience. We put strong emphasis on
Attitude, Communication and Team Player skills and demonstrated ability to
stretch themselves to contribute to the successful completion of projects. We
engage in reference checks, drug tests, and background checks before deploying
our manpower to the project.
 Cost:
We keep our overheads low and therefore we can compete with the biggest of
staffing firms to provide a fair and competitive rate.
 On time Delivery:
That is a promise we made to ourselves. We have taken extreme care to ensure that
delivery is met and we are proud of our track record that shows 90% of the
candidates selected take up our projects. Our support function facilitates our
consultants to move from project to project. This ensures that they are ready to
work ‘when and where’ our clients need them.
 Retention:
Our retention level of consultants on the project is at an enviable rate of 95%. This
does not happen accidentally. We spend quality time on the staffing needs and
ensure that the staffing solution we provide really fulfils the clients’ needs.

23
 Specialization in level of recruitment
Waays & Solutions handles the below 3 Levels of Recruitment:
1. Middle & Senior Level of Management
2. Junior & Middle Level of Management
3. Junior & Senior Level of Management
Waays & Solutions deals with all “IT requirements” & below mentioned are some of
the Functional area of recruitment where W&S is specialized:
 Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script,
VB.net, ASP.net, HTML, Autocad)
 Manual Testing Engineers (Performance Testing (Web Load), Functional
Testing, Integration Testing ,White box Testing , Database testing (SQL,
Oracle) )
 Automation Testing Engineers (Win runner, Load runner, Rational Robot, QTP,
Silkiest)
 Project Lead/Lead Management/Project Manager
 Informatics, Autosys, Database Administrator (Oracle , SQL, DB2,DB
Attritions)
 Network / System support/System Integration
 Symbian, Brew, Android, iphone, Blackberry, Fixed line data
 Data center Operations
 .net (VB/ ASP/ VC/ C#/ Sharepoint)
 Sr. Ops Engineer/Ops Manager

24
 Assistant Manager Service Delivery (Networking / System Integration / IT
Operation)
 Crystal Report
 Weblogic / Websphere / WAP
 Java / JSP / J2ee / J2me / Junit
 Siebel / PHP / Perl / People soft
 SAP (FICO / BASIS / ABAP / SRM / CRM)
 UML / XML / HTML / DHTML
 Unix / Linux / Windows
 QTP / Win Runner / Load Runner
 SQL / Oracle / DB2 / PL SQL / D2K / Dbase
 Lotus / Mainframes
 3DMax / Coral Draw / Adobe Photoshop
 Adobe Pagemaker / Adobe Illustrator
 Apache
 Cold Fusion
 Matlab / Labview
 Rational Robot / MQC / Silk Test
 C / C++ / C# / VB / VC / VC++ / ASP / Foxpro
 Network / System / Support / Implementation Engineer
 Delivery Managers (PMP & ITIL certified)

25
W&S deals with all “Non IT requirements” & below mentioned are some of the Functional
area of recruitment where EMC is specialized:
 Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head,
AM- Sales, Branding Manager.
 Accounts & Finance (All areas)
 Engineers Civil / Mechanical / Chemical
 Draftsman / Interior Design Engineer
 Secretary to CFO / MD / VP
 Process Trainers / VNA Trainers
 Admin Executive / Front Office Exec
 Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager
Contract & Planning, Manager Design.
 Commercial Head, Piping Engineer, Manager Quality, Executive Procurement,
 Architects
 Road Surveyor
 GM, VP, AVP – Finance , Financial Analyst, Investor Relation
 HR & Admin: Manager HR, Sr.Exe. / Exe. HR.
 Legal : Manager Legal , Compliance Manager, Company Secretary

26
How does W&S get paid?
A recruitment consultant primarily acts from a position of self-interest. Their job is to
generate revenue by making sales. Sales mean selling their service, their ability to find
the right candidate, to prospective employers. In effect they are selling you. This means
they will be eager to champion you, their product, to the employer, likewise they will
be keen to ensure that you will accept the position if offered.
Exactly how a recruitment consultant is paid depends on whether it is a permanent or
contract position. Generally for a permanent placement the company receives a
proportion of your salary, or a set fee agreed with the employer. The more you earn the
more they stand to make. Knowing this should ease any concerns you have; in this you
are both on the same side. For a contract the consultant will receive a margin of your
rate.

27
WORK PROFILE
HR Recruiter
A recruiter focus on requirement he/she got from the company. An individual
who works to fill job openings in businesses or organizations. Recruiters will work
from resumes or by actively soliciting individuals qualified for positions. A recruiter's
job includes reviewing candidate's job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from
the hiring employers.
What is the role and responsibility of HR recruiter?
 Understanding manpower requisition from the concerned department.
 Understanding the requirement and accordingly drafting a job description and
getting it approved from the concerned person.
 Sourcing candidates that match the desired skills.
 Screening the candidates by conducting telephonic or personal interviews as the
case may be.
 Encouraging the employees to provide reference for better prospects.
 Arranging for technical interview and coordinating with the concerned person.
 Communicating the employment status to the applied candidates.
 Maintaining and updating the database of the candidates.
 Doing a background verification of the shortlisted candidates.

28
 Contacting candidates, following-up with candidates, and managing candidate
pipeline.
 Scheduling interviews, briefing and debriefing candidates before and after
interviews.
 Maintaining timely documentation of all conversations with candidates within
our internal database.
 Assisting in generating leads from conversations with candidates.
 Presenting candidates to our management team applying high quality standards.
 Posting job descriptions on job boards, and tracking posting status and results.

29
LEARNING REPORT
 As I have taken HRM as my specialization I theoretically knew roles and responsibility
of Recruiter but here in ways & solutions I came to know about how recruiter works
in practical word.
 I have learnt how to be professional at the position of HR recruiter.
 I have learnt there how to talk with the candidates.
 I also learnt how to manage candidate’s data.
 I have used different online tools or portals for recruiting people so came to know
about how online job portals work.
 I also learn how to post job on that portals.
 I also learn to be calm and cool if any candidates react aggressively.
 My communication skills are improved as compare before the internship.
 I have learnt how to work on ERP portal as I had used in my work.
 Make quick decision in real situation.
 Establish high standard in professionalism.
 My level of patience has increased.
 Other important skills which has improved like Problem solving, multitasking, listing
etc.

30
 Following is the login page which we require to do every day.
 Following is the screenshot of dashboard of ways & solutions portal

31
 This is screenshot of job management field where we got our daily
requirement of different locations.
 This is the screenshot of candidate field where I used to manage candidates
and add their details.

32
My Job Profile in W&S:
 Sourcing resumes through different job portals like Naukri, Timesjob etc.
 Based on the clients requirements screening the resumes and judging the
Candidates to meet the particular requirement.
 Initial phone screening of candidates to judge communications and background.
 Short listing the candidates as per client’s requirements and then scheduling up the
interviews.
 Regular follow up with the selected candidates to confirm their joining dates,
ensuring the maximum of them are placed successfully with the respective
organization
 Maintaining and updating database of potential, prospective and rejected candidates
 Constantly be in touch with the candidate until he/she joins.
 Co-ordinate with other recruiters to work as a team.
 Maintaining a database of candidates.
 Handling end to end recruitments.
Requirements I worked on in W&S
 Relationship Officers / Sr. Relationship Officers / Territory Manager for the
Location of Delhi and Mumbai(Lower parcel), for the Quikr India Pvt Ltd
 Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd
 Asp.Net for the Location of Mumbai(Malad), for the 3G Services
 Network Engineer at Vashi Electricals Pvt. Ltd Mumbai.

33
 Development Manager at Edelweiss Tokio Life Insurance for different location
like Mumbai, Pune, Rajkot, Baroda, Ahmedabad, Bhopal, Jaipur, lucknow,
 Project Co-coordinator with on mobile Global Ltd.
 TechReady Position for Ativan Technologies.

34
DAILY REPORT SCREENSHOTS
 These are the screenshots of my daily report which we maintain in excel sheet
which I had to mail to my senior every day.
 These are sheets of candidates details which we got directly from Head office
in case of some requirements like Development manager, Life Insurance
Agent etc.

35
 This is the screen shot of sheet which I had to maintain every day and the sheet
contains data of candidates.

36

37

38
 These are the screenshot of total line-ups weekly report which we were require to
send to our head.

39
 The candidates are interested so I used to mark with green cell filler so I can easily
find on other day and take follow-ups.

40
CONCLUSION
The WAAYS & SOLUTIONS, is a well-known head hunting firm in India. From the
very beginning, the company had faced many challenges and defeat successfully to
convert the company. From a very small unit, it is a giant organization today.
Human resource division at WAAYS & SOLUTIONS is vast and elaborative which
compromises the overall management process. Strong recruitment and selection
process and teamwork is the secrets of their success.
They has been working relentlessly with a vision the Be the most preferred talent
management service provider, which is globally recognized as being the most
Innovative, Sophisticated, Dedicated and Quick by providing clients and candidates
with a level of excellence which surpasses their expectations.
During the internship I have learnt many new things so I am thankful to the course
which provided me the opportunity to do IIP and as HR Recruiter of WAAYS &
SOLUTIONS I am doing this job with full of my efforts and moving forward to take
more and more experience in the field of Human Resource Management.

41
BIBLIOGRAPHY
 www.waays&solutions.com
 http://www.waaysandsolutions.com/current_opportunities.php
 http://www.waaysandsolutions.com/about.php
 http://www.waaysandsolutions.com/franchise.php
 www.citehr.com
 https://www.linkedin.com/pulse/20140615231643-15044927-evolution-of-
recruitment-the-people-industry
 http://www.citehr.com/25813-role-junior-recruiter-senior-recruiter-hr-
executive.html
 https://en.wikipedia.org/wiki/Executive_search

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