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An
INDUSTRY INTERNSHIP PROJECT REPORT
On
Effectiveness of Recruitment and Selection
Project undertaken at
India India Infoline Limited

SUBMITTED BY
D.BHAVANA
Roll No 12291E0010
PGDM- HR





CORPORATE GUIDE FACULTY GUIDE
Mr. Krupakar Reddy Prof.RAGHUVEER REDDY
Manager HR HOD-MBA


DEPARTMENT OF BUSINESS MANAGEMENT
VIJAY RURAL ENGINEERING COLLEGE, NIZAMABAD
(Approved by AICTE, New Delhi and Affiliated to JNTU Hyderabad)
2014
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DECLARATION

I BHAVANA, declare that this project report titled Effectiveness of Recruitment and Selection
at India Infoline Limited has been carried out by me under the guidance of Dr.S.F. Chandra
Sekhar Professor and Chairperson, Research and HR Area VIJAY RURAL ENGINEERING
COLLEGE and Mr. krupakar Reddy, Manager- HR ; and it is my original work as part of my
academic course.









D.BHAVANA
PGDM- HR
ROLL NO-12291E0010

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ACKNOWLEDGEMENT

I feel Privileged to be associated with India Infoline Limited a Company which is one of the
leading companies for financial services throughout India. I deeply express my gratitude to India
Infoline Limited for giving me an opportunity to work as a HR Intern under internship program.
The past two months has been a great learning experience for me.
I am also very much thankful to all members of India Infoline Limited for their invaluable
support throughout the project. Their guidance always showed me the proper way to tackle
situations I came across during my Project.
First and the foremost my intellectual debt is to our faculty guide Dr Chandra
Sekhar SF, who has contributed significantly towards the completion of the project. He has
provided the guidelines on which this project was made.
I would like to take this opportunity to heartily thank my corporate guide Mr. Krupakar
Reddy, Manager-HR for his co-operation and guidance. He gave me valuable suggestions to
handle critical situations and ideas to get the required information for the completion of my
project.
I hope this report reflects my learning in the past two months is as beneficial to the organization
as it has been to me.










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TABLE OF CONTENTS

Chapter 1
Introduction ..6
Scope of the study.7
Objectives of the study..8
Literature Review .8
Chapter 2
Industry Profile12
Company Profile..13
Recruitment and Selection process..16
Chapter-3
Research Methodology...33
Tools and Methods of Data Collection33
Limitations...33
Chapter-4
Data Analysis.......35
Chapter-5
Interpretation and Findings.56
Chapter-6
Recommendations and Discussions.58
Bibliography59
Questionnaire...59




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List of Tables











S.No Name of the table Page No.
4.1 Gender of respondents 36
4.2 Education of respondents 37
4.3 Designation of respondents 38
4.4 Appointed details of respondents 39
4.5 Age of respondents 40
4.6 Reasons for joining IIFL 41
4.7 Vacancies at IIFL 42
4.8 Effectiveness of ads 43
4.9 Satisfaction regarding time given to apply for job 44
4.10 Satisfaction regarding recruitment policy 45
4.11 Professionalism of recruiters 46
4.12 Clarity regarding recruitment process 47
4.13 Timely information regarding Interview process 48
4.14 Clarity of job role 49
4.15 Interview duration 50
4.16 Recruiters reply 51
4.17 Time to complete selection process 52
4.18 Relativity of selection process to job role 53
4.19 Issue of offer letters 54
4.20 Joining formalities of IIFL 55
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CHAPTER-1














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INTRODUCTION
Recruitment is process of attracting individuals on a timely basis, in sufficient numbers and
with appropriate qualifications, to apply for jobs with an organization. Whereas next step of
recruitment is selection, it is the process of interviewing and evaluating candidates for a
specific job and selecting an individual for employment based on certain criteria.
Employee selection can range from a very simple process to a very complicated process
depending on the firm hiring and the position. Certain employment laws such as anti-
discrimination laws must be obeyed during employee selection.

People are integral part of any organization today. No organization can run without its human
resources. In todays highly complex and competitive situation, choice of right person at the right
place has far reaching implications for an organizations functioning. Employee well selected
and well placed would not only contribute to the efficient running of the organization but offer
significant potential for future replacement. This hiring is an important function. The process of
hiring begins with human resource planning (HRP) which helps to determine the number and
type of people on organization needs. Job analysis and job design enables to specify the task and
duties of hobs and qualification expected from prospective job HRP, job analysis, hob design
helps to identify the kind of people required in an organization and hence hiring. It should be
noted that hiring is an ongoing process and not confined to formative stages of an organization.
Employees leave the organization in search of greener pastures, some retire and some die in the
saddle. More importantly an enterprises grows, diversifies, take over the other units all
necessitating hiring of new men and women. In fact the hiring function stops only when the
organization ceases to exist.
Recruitment and selection in India Infoline Limited was carried out is very effective way .This
article discuss the importance of good recruitment .Recruitment is responsibility of every
manager in organization. The article covers all aspect of recruitment and selection.


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Definitions of Recruitment and Selection
1. Recruitment defines it is a process of searching for prospective employees and stimulating to
apply for job in the organization.
-FLIPPO
2. Recruitment is a process to discover the sources of manpower to meet the requirements of
staffing schedule and to employee effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.
-YODER
3. Selection is the process of discovering the qualification and characteristic of the job
applicants in order to establish their likely suitability for the position.
-FLIPPO
4. The hiring process is one or many go and no go. Candidates are screened by the
application of these tools. Qualified applicants go on to the next hurdle or step, while the
unqualified are eliminated.
-YODER

SCOPE OF STUDY
The scope of the study has been carried out as a whole in hiring process at the entry level for
India Infoline limited, Hyderabad.
The study specifies how effectively and efficiently the hiring process is undertaken and also how
the hiring process at IIFL is customized. This study gives an overall view about the way it is
done and the various, methods used for the purpose of recruitment. The respondent of this study
are Human Resource officers and employees of India Infoline Limited.
The study was conducted to have an insight into the recruitment and selection process. The scope
of the study was to identify various techniques in the recruitment and selection process and
effectively it is done. To structure the recruitment policy of the company for different categories
of employees, it extends to the whole organization.

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OBJECTIVES OF THE STUDY
1. To know the process of Recruitment and selection in India Infoline limited.
2. To know the effectiveness of the process.
3. To understand the Importance of Recruitment and selection in India Infoline limited.
4. The purpose of the study is to learn the practical and theoretical knowledge about Recruitment
and Selection process in India Infoline limited.
5. To provide suggestions if any for having an effective Recruitment and Selection process of
India Infoline limited.
6. To study the various sources of recruitment followed in IIFL.
7. To learn what is the process of recruitment and selection that should be followed.
8. To search or headhunt people whose skill fits into the companys values.
LITERATURE REVIEW
1. Best Practice Recruitment and Selection

The State Services Authority undertook a project in 2007 to evaluate the
effectiveness of recruitment and selection techniques in the Victorian Government.
The project aims for:

Promote the systematic review of current recruitment selection techniques in the VPS
Develop recommendations for the use of better practice tools, based on research and case
studies
Promote better selection techniques to improve the quality and speed of recruitment
actions within the VPS and the public sector
After the completion of the program the authority decided to adopt the Practice
Recruitment and Selection Toolkit and develop a training program which will help in the
execution of this toolkit. The training program guides participants through presentations,
practical exercises and additional reference material. The similar is the direction of my
project wherein I have to suggest various measures through in the best efficient manner.
The HR department should be aware of the recent trends in Recruitment and Selection so
as to adopt them wherever required. They should be given proper training in adopting
various trends in the process.
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2. Recruitment and Selection
The literature states about the problems faced by the organizations at the time of selecting the
right candidate for a particular position and the various ways the organizations can overcome
these problems.
Train Those Recruiting It is necessary for the organizations to train those people who
are involved in the process of recruitment and selection, so that they take right decisions.
They should be provided with sufficient training so that they are confident about their
decisions.
Be clear on what you are looking for if you are going to get the right person for the job,
you need to be clear on the skills, qualifications, experience, personal attributes and
qualities that the right candidates will have.
Select The Most Appropriate Source For Securing Applicants The key point here is to
be sure you are choosing the right place to advertise. Sometimes a local newspaper will
work. At other times, you may need to go to specialist publication or a recruitment
consultant.
Establish a Clear Framework for Short listing The framework for short listing the
candidates should be clear to the recruiters and also to the candidates.
Consider the Best Options for Selecting Candidates In some cases you might just go for
a traditional interview and possibly add in a presentation. Otherwise the organization can
adopt any other method of which they are more confident.
Remain Open Minded Often people jump to conclusions about candidates within
minutes. Remember some of the best candidates might take a few minutes to get warmed
up so dont discount people too quickly..
Give Feedback Candidates takes good time in preparing themselves for the interviews
therefore the recruiters should also take out the time for giving them feedback whether
they are successful or unsuccessful candidates.


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3. Recruitment and Selection Reasons for its Importance
The literature states about the importance of the recruitment and selection procedures and
how even a small mistake at the time of selecting the candidate can harm the organization.
Any successful business will have at its core efficient and caring employees who have
complete job satisfaction and a perfect fit for the jobs they are entrusted with. This is not an
easy task to accomplish and full credit goes to selection and recruitment processes that the
company has in place. On the contrary, if these processes are not handled efficiently, the
wrong sort of lethargic employee appointments can prove fatal even to a well-established
business. It is of utmost importance for an employer to be absolutely clear on what they
expect an employee to be. The skills required for the job should be enumerated as precisely
as possible. Transferable skills which the company could use also deserve a mention. So the
chances of zeroing in on the right candidate increase greatly if the vacancy advertised is very
specific as to the requirements. If recruitment agency service is opted for by the employee,
the agency or the consultant should get very precise instructions from the employer. It is
necessary that an exact framework for short listing applicants for a vacancy is formulated in
advance. This is the first step of the selection and recruitment process. This entails that the
employers are very clear as to what sort of qualifications and experience they expect to see
on the CV of the potential employee. The process of selection and recruitment needs to spell
out very clearly the absolute requirements vis--vis qualifications and qualities necessary to
fill the vacancy. Based on this one can shortlist the candidates. The next step is to take a
decision on the number of interviews and/or presentations needed to finally select the
employee. If the employers give very concise and accurate descriptions of what they expect
the employees to be, the recruitment consultant or the agency can choose a candidate very
easily. The recruitment consultant or the agency also needs to have knowledge of the
employers in-built processes of selection of the right candidates. Before proceeding with the
interview which may or may not be followed by a presentation, the interviewer on behalf of
the company should have reached a decision as to what package of remuneration he is
willing to offer to the right person.. The employers would do well to remember that the
potential candidate would most definitely be sizing up the prospective employer as well
during the selection and recruitment process.
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CHAPTER-2









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INDUSTRY PROFILE

A category of stocks containing firms that provide financial services to commercial and retail
customers. This sector includes banks, investment funds, insurance companies and real estate.

Financial Sector of India is intrinsically strong, operationally sundry and exhibits competence
and flexibility besides being sensitive to Indias economic aims of developing a market oriented,
industrious and viable economy.
An established financial sector assists greater standards of endowments and endorses expansion
in the economy with its intensity and exposure. The fiscal sector in India entails banks, financial
organization, markets and services. The sector is classified as organized and conventional sector
that is also recognized as unofficial finance market.
Fiscal transactions in an organized industry are executed by a number of financial organizations
which are commercial in nature and offer monetary services to the society. Further classification
includes banking and non-banking enterprises, often recognized as activities that are client
specific.
The chief controller of the finance in India is the Reserve Bank of India (RBI) and is regarded as
the supreme organization in the fiscal structure. Other significant fiscal organizations are
business banks, domestic rural banks, cooperative banks and development banks. Non-banking
fiscal organizations entail credit and charter firms and other organizations like Unit Trust of
India, Provident Funds, Life Insurance Corporation, Mutual funds, GIC, etc.

Financial Sector of India RBI guidelines for NBFC's

The Reserve Bank of India has relaxed its guidelines for the operation of non-bank finance
companies (NBFCs) in India considering the various investments from the investors. It has also
permitted leasing of machinery and rent-buying credit firms with endowment level rankings to
avail public savings increase the maximum limit on the amount of public investments on these
NBFCs that may allow and expand the closing date for observance on its norms by two years.

The fiscal competitiveness of several NBFCs persists to be of importance to the administration
and reserve bank of India controllers. There is a significant merging activity in this industry as
NBFCs are regulated by stringent yardsticks that are obligatory to fulfill.

In addition, India has entered into new agreements with WTO in the area of fiscal services in
Geneva on December 1997.
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Financial Sector of India Chief Characteristics

Some of the major characteristics of Financial Sector of India are:

The financial sector of India allows Most Favored Nation (MFN) reputation to all
international banks and firms offering financial facilities.
The sector has relaxed previous MFN tax exemption on banking activities.
Allows 12 new financial bank division authorizations every year to international banks,
that is higher as compared to the existing 8 every year.
Raises the 10% limit of reinsurance by insurance firms in India.
Permits 51% foreign endowment in fiscal advisory, issuing, hiring, business enterprise
capital, business banking and non-banking credit firms.

COMPANY PROFILE
The IIFL (India Infoline) group, comprising the holding company, India Infoline Ltd (NSE:
INDIAFO, BSE: 532636) and its subsidiaries, is one of Indias premier providers of financial
services.
IIFL offers advice and execution platform for the entire range of financial services covering
products ranging from Equities and derivatives, Commodities, Wealth Management, Asset
management, Insurance, Fixed deposits, Loans, Investment Banking, Gold bonds and other small
savings instruments
IIFL has presence in.
Equities Equities are core offering in IIFL, it gives a leading market share in both retail and
institutional segments. Over a million retail customers rely on research, as do leading FIIs and
MFs that invest Billions.
Private Wealth Management services cater to over 2500 families who have trusted IIFL with
close to Rs.25000 crores($5bn) of assets for advice.
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Investment Banking services are for corporate looking to raise capital. IIFL forte is Equity
Capital Markets, where company have executed several marquee transactions.
Credit and Finance focuses on secured mortgages and consumer loans. High quality loans book
of over Rs.6200 crores ($1.2bn) is backed by strong capital adequacy of approximately 20%.
IIFL Mutual Fund made an impressive beginning in FY12, with lowest charge Nifty FTF. Other
product include Fixed Maturity Plans.
Life Insurance, Pension and other Financial Products, on open architecture complete our product
suite to help customers build a balanced portfolio.
IIFL has received membership of the Colombo Stock Exchange becoming the first foreign
broker to enter Sri Lanka .IIFL owns and manages the website www.indiainfoline.com which is
one of Indias leading online destinations for personal finance, stock markets, economy and
business. IIFL has been awarded the Best Broker-India by FinanceAsia and the Most
improved brokerage, India in the Asia Money polls. India Infoline was also adjudged as Fastest
Growing Equity Broking House-Large firms by Dun & Bradstreet. A forerunner in the field of
equity research, IIFLs research is acknowledged by none other than Forbes as Best of the Web
and a must read for investors in Asia.
IIFL research is available not just over the internet but also on international wire services like
Bloomberg, Thomson First Call and Internet Securities besides others where it is amongst one of
the most read Indian brokers.
IIFL is a listed company with a consolidated group net worth of about Rs 1,800 crores. The
income and net profit during FY2010-11 were Rs 14.7 bn and Rs2.1 bn respectively.
The Group has a consistent and uninterrupted track record of profits and dividends since its
listing in 2005.The company is listed on both Exchanges and also trades in the derivatives
segment.
IIFLs Crisil and ICRA Rating for short term is top rated as CRISIL A1+ and
ICRA(A1+)respectively. For long term, IIFL has been rated ICRA(AA-) by ICRA and CRISIL
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AA-/Stable by CRISIL indicating high degree of safety for timely servicing of financial
obligations.
It is present in every nook and cranny of the country, with over 3,000 business locations across
500 cities in India. All offices are connected with the corporate office in Mumbai with cutting
edge networking technology .The group caters to a customer base of about a million customers.
IIFL Subsidiaries are in Colombo, Dubai, New York, Mauritius, London, Singapore and Hong
Kong.

Vision of IIFL:
To become the Most Respected Company in the financial services space
Evolution:
1995-Commenced operation as Equity Research Firm.
1997-Launched research product of leading Indian Companies, key sectors
1999-Launched indianinfoline.com
2000-Started distribution of life insurance and mutual fund
2004-Acquired commodities broking license
2005-Maiden IPO and listed on NSE and BSE
2006-Commenced the credit and finance.
2007- Commenced Institutional equities under IIFL.
2008-Launced IIFL Wealth
2009-Aquired registration for Home Loan Finance.
2010-Commenced operation in Singapore and Colombo.
2011-Received SEBI final approval for IIFL Mutual fund
2012-India Infoline receives SEBI approval for its Alternative investment Funds

2013-India Infoline Housing Finance Ltd: 11.52% secured NCDs issue opens on Dec 12



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Recruitment And Selection
Human Resource is a basic need of any work to be done.
According to ARTHUR LEWIS: There are great differences in development between countries
which seem to have roughly equal resources, so it is necessary to enquire into the difference in
human behaviors.
The project report is all about recruitment and selection process thats an important part of any
organization. Recruitment highlights each applicants skills, talents and experience. Their
selection involves developing a list of qualified candidates, defining a selection strategy,
identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the
most qualified candidate. It is said if right person is appointed at right place the half work has
been done. In this project I have tried to cover all the important point that should be kept in mind
while recruitment and selection process and have conducted through a questionnaire that I got it
filled with the employees of the India Infoline Limited Hyderabad and tried to find out which
methods and various other information related to recruitment and selection and tries to come to a
conclusion at what time mostly the manpower planning is done, what the various method used
for recruiting the candidates and on what basic the selections is done. India India Infoline
Limited has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of
individuals irrespective of age, race, caste or gender. As a best practice in recruitment.
Hiring involves two board activities:-
i) Recruitment
ii) Selection
Recruitment
The word recruitment has many meaning and plays an important role. Employees leave the
organization in search of greener pastures- some retire some die in saddle. The most important
thing is that enterprise grows, diversifies, and takes over other units-all necessitating hiring of
new men and women. In fact recruitment functions stop only when the organization ceases to
exist. To understand recruitment in simple terms it is understood as process of searching for
obtaining applications of job from among from whom the right people can be selected. To define
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recruitment we can define it formally as it is a process of finding and attracting capable
applicants for employment. The process begins when new recruit are sought and ends when their
application are submitted. The result is a pool of applicants from which new employees are
selected. Theoretically, recruitment process is said to end with receipt of application in practice
the activity extends to the screening applicants as to eliminate those who are not qualified for
job.
Factors Affecting Recruitment
There are a number of factors that affect recruitment. These are broadly classified into
Two categories:
1. Internal factors
2. External factors

Internal Factors
The internal factors also called as endogenous factors are the factors within the organization
that affect recruiting personnel in the organization.
Some of these are:-
Size of the organization
The size of the organization affects the recruitment process. Larger organization finds
recruitment less problematic than organization with smaller in size.
Recruiting policy
The recruitment policy of the organization i.e. recruiting from internal sources and external
sources also affect the recruitment process. Generally, recruitment through internal sources is
preferred, because own employees know the organization and they can well fit in to the
organization culture.


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Image of the organization
Image of the organization is another factor having its influence on the recruitment process of the
organization. Good image of the organization earned by the number of overt and covert action by
management helps attract potential and complete candidates. Managerial actions like good public
relations, rendering public service like building roads, public parks, hospitals and schools help
earn image or goodwill for organization. That is why chip companies attract the larger numbers
of application.
Image of the job
Better remuneration and working conditions are considered the characteristics of good image of
a job. Besides, promotion and carrier development policies of organization also attract potential
candidates.
External Factors
Like internal factors, there are some factors external to organization, which have their influence
on recruitment process. Some of these are given below:-
Demographic factors
As demographics factors are intimately related to human beings, i.e. employees, these have
profound influence on recruitment process. Demographic factors include age, sex, Literacy,
economics status etc.
Labor market
Labor market condition I.e. supply and demand of labor is of particular importance in affecting
recruitment process. E.g. if the demand for specific skill is high relative to its supply is more than
for particular skill, recruitment will be relatively easier.
Unemployment situation
The rate of unemployment is yet another external factor its influence on the recruitment process.
When the employment rate in an area is high, the recruitment process tends to simpler. The
reason is not difficult to seek. The number of application is expectedly very high which makes
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easier to attract the best-qualified applications. The reserve is also true. With low rate of
unemployment, recruiting process tend to become difficult.
Labor laws
There are several labor laws and regulations passed by the central and state governments that
govern different type of employment. These cover working condition, compensation, retirement
benefits, safety and health of employee in industrial undertakings.
The child Labor Act, 1986; for example prohibits employment of children in certain
employments.
Similarly several other acts such as the Employment Exchange Act,1958; The Apprentice Act,
1961; the Factory Act,1948; and The Mines Act, 1952 deal with recruitment.
Legal consideration
Another external factor is legal consideration with regard to employment reservation of jobs for
schedule tribes, and other backward class (OBC) is the popular examples of such legal
consideration. The supreme court of India has given its verdict in favor of 50 per cent of jobs and
seats. This is so in case admission in the educational institutions also.
Internal Sources
Present employees:
Promotions and transfer from among the present employees can be good sources of
recruitment. Promotion implies upgrading of an employee to a higher position carrying
higher status, pay and responsibilities. Promotion from among the present employees is
advantageous because the employees promoted are well acquainted with the organization
culture, they get motivated and it is cheaper also. Promotion from among the person
employees also reduces the requirement of job training. However, the disadvantage lies in
limiting the choice of the few people and denying hiring of outsiders who may be better
qualified and skilled. Furthermore, promotion from among present employees also results in
inbreeding, which creates frustration among those not promoted. Transfer refers to shifting
an employee from one job to another without any change in the position/post, status and
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responsibilities. The need for transfer is felt to provide employees a broader and carried base,
which is considered necessary for promotion. Job rotation involves transfer of employees
from one job to another job on the lateral basis.
Former employees:
Former employees are another source of applicant for vacancies to be filled up in the
organization. Retired or retrenched employees may be interested to e come back the company
to work on the part time basis. Similarly, some former employees who had left the
organization for any reason, any come back to work. This source has the advantages of hiring
people whose performance is already known to the organization.
Employee referrals:
This is yet another internal source of recruitment. The existing employees refer to the family
members, friends and relatives to the company potential candidates for the vacancies to be
filled up in the organization. This source serves as the most effective methods of recruiting
people in the organizations because refer to those potential candidates who meet the
company requirement known to them from their own experience. The referred individuals are
expected to be similar in type in the of race and sex, for example, to those who are already
working in the organization
Previous applicant:
This is considered as internal source in the sense that applications from the potential
candidates are already lying with organization. Sometimes the organization contacts though
mail or messengers these applicants to fill up the vacancies particularly for unskilled or
semiskilled jobs.
External Sources
External sources of recruitment lie outside the organization. These outnumber internal
sources. The main ones are listed as follows:

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Employment exchanges:
The national commission labor (1969) observed in its report that in the pre-independence era,
the main source of labor war rural areas surrounding the industries. Immediately after
independence, national employment services were established to bring employer and job
seeker together. In response to it, the compulsory notification of vacancies act of 1959
(Commonly called employment exchange act) was instituted which become operative in
1960.the main functions of these employment exchanges with the branches in most cities are
registration of job seeker and tier placement in the notified vacancies. It is obligatory for
employer to inform about the outcome of selection within 15 days to the employment
exchange. Employment exchange is particularly useful in recruiting blue-collar, white- collar
and technical workers.
Employment agencies:
In addition to the government agencies, there are number of private agencies that register
candidates for employment and furnish a list of suitable candidates from the data bank as and
when sought by the prospective employer. Generally, these agencies select personnel for
supervisory and the higher levels. The main function of these agencies is to invite application
and short-list the suitable candidates for the organization. Of course, the representative of the
organization takes the final decision on selection. The employer organizations derive several
advantages through this source. The time saved in this method can be better utilized
elsewhere by the organization. As the organizational identity remains unknown to the job
speakers, it, thus, avoid receiving letters and attempts to influence.
Advertisement:
This method of recruitment can be used for jobs like clerical, technical, and managerial. The
higher the position in the organization, the more specialized the skills or the shorter the
supply of that resources in the labor market, the more widely dispersed the advertisement are
likely to be. For instance, the search for a top executive might include advertisements in a
national daily like the Hindu. Some employers/companies advertise their post by giving them
post box number of the name of some recruiting agency. This is done to particular keep own
identity secret to avoid unnecessary correspondence with the applicants. However the
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disadvantage of these blind advertisement, i.e., post box number is that the potential job
seekers are the hesitant without unknowing the image of the organization, on the one hand,
and the bad image/ reputation that the blind advertisement have received because of the
organizations that placed such advertisements without position lying vacant just to know
supply of labor/ workers in the labor market, on the other. While preparing advertisement, a
lot of care has to be taken to make it clear and to the point. It must ensure that some self-
selection among applicant take place and only qualified applicant responds the advertisement
copy should be prepared by using a four-point guide called AIDA . The letters in the
acronym denote that advertisement should attract Attention, gain Interest, arouse a Desire
and result in action.
However, not many organizations mention complete detail about job
positions in there advertisement. What happened is that ambiguously worded and
broad-based advertisements may generate a lot irrelevant application, which would, by
necessity, increasing the cost of processing them.
Professional Associations
Very often, recruitment for certain professional and technical positions is made through
professionals association also called Headhunters. Institute of Engineers, All India
Management Association, etc., provide placement service to the members. The professional
associations prepare either list of jobseekers or publish or sponsor journal or magazines
containing advertisements for their member. It is particularly useful for attracting highly
skilled and professional personnel. However, in India, this is not a very common practice
and those few provide such kind service have not been able to generating a large number
of application.
Campus Recruitment
This is another source of recruitment. Though campus recruitment is a common
phenomenon particularly in the American organizations, it has made rather recently. Of
late, some organizations such as HLL, HCL, L&T, Citibank, Cadbury ANZ Grind lays,
etc., in India have started visiting educational and training institute/ campuses for
recruitment purposes. Many Institutes have regular placement cells / offices to serve liaison
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between the employer and the students. Tezpur Central University has one Deputy Director
(Training and Placement) for purpose of campus recruitment and placement.
The method of campus recruitment offers certain advantages to the employer organizations.
First, the most of the candidates are available at one place; second, the interviews are
arranged at short notice; third, the teaching is also met; fourth, it gives them opportunity
to sell the organization to a large students body who would be graduating subsequently.
The disadvantages of this of recruitment are that organizations have to limit their
selection to only entry positions and they interview the candidates who have similar
education and experience, if at all.
Deputation
Another source of recruitment is deputation I.e., sending an employees to another
organization for the short duration of two to three years. This method of recruitment is
practice in a pretty manner, in the Government department and public sector organization
does not have to incurred the initial cast of induction and training. However, the
disadvantages of this of deputation is that deputation period of two/three year is not
enough for the deputed employee to provide employee to prove his/her mettle, on the one
hand, and develop commitment with organization to become part of it, on the other.
Word-of-mouth:
Some organizations in India also practice the word-of-mouth method of recruitment. In this
method , the word is passed around the vacancies or opening in the organization. Another
form of word-of-mouth method of employee-pinching i.e., the employee working
In another organization is offered by the rival organization. This method is economic, in
terms of both time and money. Some of the organization maintain a file applications and
sent a bio-data by a job seeker. These serve as a very handy as when there is vacancy in the
organization. The advantage of this method is no cost involved in recruitment. However, the
disadvantages of this method of recruitment are non- availability of the candidates when
needed choice of candidates is restricted to a too small number.

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Raiding or Poaching:
This is another sources of recruitment whereby the rival firm by offering terms and
conditions, try to attract qualified employees to join the. This raiding is a common feature in
the Indian organizations. For instance, service executive of HMT left to join Titan Watch
Company, so also exodus of pilot from Indian Airlines to join the private air taxi operator. In
fact, raiding has become challenge for the human resource manager.
Besides these, walk - ins, contractors, radio and television, acquisitions and merger, etc., art
some other sources of recruitment used by organization.

Recruitment Process
As stated earlier, recruitment is the process of location, identifying, and attracting capable
applications for jobs available in an organization. Accordingly, the recruitment process
comprises the following five steps:
Recruitment planning;
Strategy Development;
Searching;
Screening;
Evaluation and Control.
Recruitment Planning: -
The first involved in the recruitment process is planning. Hire, planning involves to draft a
comprehensive job specification for the vacant position, outline its major and minor
responsibilities; the skills, experience and qualifications needed; grade and level of pay;
starting date; whether temporary or permanent; and mention of special condition, if
any, attached to the job to be filled.


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Strategy Development:-
Once it is known how many with what qualification of candidates are required, the
next step involved in this regard is to device a suitable strategy for recruitment the
candidates in the organization. The strategic considerations to be considered may
include issues like whether to prepare the required candidates themselves or hire it
from outside, what type of recruitment method to be used, what geographical area be
considered, for searching the candidates, which source of recruitment to be practiced,
and what sequence of activities to be followed in recruiting candidates in the
organization.
Searching:-
This step involves attracting job seeders to the organization. There are broadly two sources
used to attract candidates. These are:
Internal Sources
External Sources.
Screening:-
Through some view screening as the starting point of selection, we have
considered it as an integral part of recruitment. The reason being the selection
process starts only after the application have been screened and short listed. Let it
be exemplified with an example. In the Universities, application is invited for filling the
post of Professors. Application received in respond to invitation, i.e. advertisement are
screened and short listed on the basis of eligibility and suitability. Then, only the
screened applicant are invited for seminar presentation and personal interview. The
selection process starts from here, i.e., seminar presentation or interview. Job
specification is invaluable n screening. Applications are screened against the
qualification, knowledge, skills, abilities, interest and experience mentioned in the job
specification. Those who do not qualify are straightway eliminated from the selection
process. The techniques used for screening candidates are vary depending on the source
of supply and method used for recruiting. Preliminary applications, de-selections tests
and screening interviews are common techniques used for screening the candidates.
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Evaluation and control:-
Given the considerable involved in the recruitment process, its evaluation and control is,
therefore, imperative. The costs generally incurred in a recruitment process include:
Salary of recruiters;
Cost of time spent for preparing job analysis, advertisement, etc;
Administrative expenses;
Cost of outsourcing or overtime while vacancies remain unfilled;
Cost incurred in recruiting unsuitable candidates.

In view of above, it is necessary for a prudent employed to try answering certain questions like:
Whether the recruitment methods are appropriate and ?
Whether the recruitment process followed in the organization is effective at all or
not?

Methods Of Recruitment
Recruitment methods refer to the means by which an organization reaches to the potential
job seeker. It is important to mention that the recruitment methods are different from the
resources of recruitment. The major line of distinction between the two is that while the
former is the means of establishing links with the prospective candidates, the latter is
location where the prospective employees are available. Dunn and Stephen have broadly
classified methods of recruitment into three categories. These are;
Direct Method;
Indirect Method;
Third Party Method.


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Brief descriptions of these are follows:
Direct Method:
In this method, the representatives of the organizations are sent to the potential candidates
in the educational and training institutes. They establish contacts with the candidates seeking
jobs. Person pursuing management, engineering, medical, etc. programmers are mostly
picked up the manner.
Sometimes, some employer firm establishes with professors and solicits information about
student with excellent academic records. Sending the recruiter to the conventions, seminars,
setting up exhibits at fairs and using mobile office to go to the desired centers are some
other methods used establish direct contact with the job seekers.
Indirect Method:
Indirect methods include advertisements in the newspaper, on the radio and television, in
professional journals, technical magazines, etc. this method is useful when
Organization dose not find suitable candidates to be promoted to fill up the
higher posts,
When the organization want to reach out a vast territory, and
When organization wants to fill up scientific, professional and technical posts.
The experience suggests that the higher the position to be filled up in the organization, or
the skill sought by the sophisticated one, the more widely dispersed advertisement is likely
to be used to reach too many suitable candidates. Sometimes, many organizations go for
what referred to as blind advertisement in which only Box No. is given and the identity
of the organization is not disclosed. However, organizations with regional or national
repute do not usually use blind advertisements for obvious reasons.
While placing an advertisement to reach to the potential candidates, the following
three points need to borne in mind:
o To visualize the type of the applicant one is trying recruit;
o To write out a list of the advantages the job will offer;
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o To decide where to run the advertisement , i.e., newspaper with local,
o state, nation-wide and international reach or circulation.
Third Party Method:
These include the use of private employment agencies, management consultants,
professional bodies pr associations, employee referral or recommendation, voluntary
organization, trade banks, labor contractors, etc., to establish contact with the job seekers.
Now, a question arises; which particular method is to be used to recruit employee in the
organization? The answer to it is that it will depend on the policy of the particular firm, the
position of the labor supply, the government regulations in this regard and agreements
with labor organizations. Notwithstanding, the best recruitment method is to look first
within the organization.
Effectiveness Of Recruitment Programme
Though there has so far not been evolved any formula such that makes recruitment programme
necessitates having certain attributes such as:
A well defined recruitment policy.
A proper organizational structure.
A well - laid down procedure for locating potential jobseekers.
A suitable method and technique for tapping and utilizing these candidates
A continuous assessment of effectiveness of recruitment program and incorporation of
suitable modifications from time to improve the effectiveness of the program.
An ethically sound full-proof telling an applicant all about the job and its position, the firm
to enable the candidate to judiciously decide whether or not to apply and join the firm, if
selected.



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2. SELECTION
Meaning and Definition:
Selection is the process of picking individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization. A formal definition of
Selection is:-
It is the process of differentiating between applicants in order to identify (and
here) those with a greater likelihood of success in a job.
Recruitment and selection are the two crucial in the HR process and are often used
interchangeably. There I, however, a fine distinction between the two steps. While recruitment
refers to the process of identifying and encouraging prospective employees to apply for jobs,
selection is concerned with picking the right candidates from the pool of applicants.
Recruitment is said to be positive in its approach as it seeks to attract as many candidates as
possible. Selection, on the other hand, is negative in its application in as it seeks to
eliminate as many unqualified applicants as possible in order to identify the right candidates.
Role Of Selection
The role of selection in an organizations effectiveness is crucial for at least, two reasons; first,
work performance depends on individuals. The best way to improve performance is to hire
people who have the competence and the willingness to work. Arguing from the employees
viewpoint, poor or inappropriate choice can be demoralizing to the individual concerned (who
finds himself or herself in the wrong job) and de-motivating to the rest of the workforce.
Effective selection, therefore, assumes greater relevance.
Second, cost incurred in recruiting and hiring personnel speaks about volumes of the selection.
Costs of wrong selection are greater.



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Steps in Selection Process









ORGANISATION FOR SELECTION


Until recently, the basic hiring process was performed in a rather unplanned manner in
many organizations. In some companies, each department screened and hired its own employees.
Many managers insisted upon selecting their own people because they were sure no one else
could choose employee for them as efficiently as they themselves could. Not any more. Selection
is now centralized and is handled by the human resources department.
Ideally, a selection process involves mutual decision-making. The organization decides
whether or not to make a job offer and how attractive the offer should be. The candidate decides
whether or not organization and the fob offer fit his or her needs and goal. In reality, the
selection process is highly one-side. When the job market is extremely right, several
candidates will be applying for a position, and the organization will use a series of
screening devices to hire the candidates it feels is most suitable. When there is a shortage
of qualified workers, or when the candidate is a highly qualified executive or professional
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who is being sought after by several organizations, the organizations will have to sweeten its
offer and come to a quicker decision.

New Method of Selection
In recent years, HR specialists have found out new methods of selection. These approaches
are deemed to the alternatives to the traditional methods of selection.
Two intersecting alternatives are participative selection and employee leasing. Participative
selection that subordinates participates in the selection of their co-workers and supervisors. The
idea is that such participation will improve quality, increase support for the selected supervisors
and co-workers, and improve employee morale. In employee leasing, the client company leases
employees from a third part, not on a temporary basis, but rather ate leased as full-time, long-
term help. An interesting feature of this method is that the client company need not perform
such personnel activities as hiring, compensation or record keeping. The advantages of
employee leasing are significant. The client is relived from many administrative burdens, as well
as the need to employ specialized personnel employees. Further, employees not recruited by
one client are sent to another client company for employment.









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CHAPTER 3












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RESEARCH METHOD
Research was carried out at India Infoline Ltd to find out the Recruitment and selection
process. The sample for the study was taken from the staff of IIFL in hyderabad. The sample
unit of the study constituted employees from the various departments of the IIFL..The researcher
limited the sample size to Thirty (30). The simple random techniques was adopted in the
selection of the sample units or respondents from the departments
DATA COLLECTION
Primary Data: Primary data was collected through survey method by distributing
questionnaires to employees of India Infoline Limited. The questionnaires were carefully
designed by taking into account the parameters of my study.
Secondary Data: Data was collected from books, magazines, web sites, going through the
records of the organisation, etc. It is the data which has been collected by individual or someone
else for the purpose of other than those of our particular research study. Or in other words we can
say that secondary data is the data used previously for the analysis.
Sampling
Simple random sampling technique was utilized for the selection of participants of the study.
There are approximately 120 employees in total, of which 50 percent of them were selected
randomly from of the company. This has resulted in 60 employees representing HR, Sales,
Online,administrative units of the company. However, only 30 participants could be contacted
and responses elicited during the field work time.
LIMITATIONS OF STUDY
1. Due to time constraint in-depth study could not be carried out.
2. As strength of Company is Big, it is not possible to draw sample from each and
Every department.
3.Sample size was small hence conclusion cannot be generalized.

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CHAPTER 4














36 | P a g e

DATA ANALYSIS AND INTERPRETATION

In this chapter, an attempt has been made to present the results of the study. Various aspects of
profile of the respondents, and the effectiveness of recruitment and selection.

Gender of the Respondents
It was decided to know about the gender background of the respondents. Therefore, data
collected in this regard and presented in the following table.
Table 4.1: Gender of the Respondents

S.no Frequency Percent
1

Female 16 53.3
2
Male 14 46.7

Total 30 100.0

It is clear from the table above and the graph presented, a majority of The employees
constitute female (53.3%), while the remaining employees constitute male (46.7%) of the
surveyed population.
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Education of the respondents
It was decided to know about the education background of the respondents. Therefore, data
collected in this regard and presented in the following table.

Table 4.2:Education of the respondents

Frequency Percent

Graduate 14 46.7
PG 16 53.3
Total 30 100.0


Conclusion: As per the survey, it is found that majority of the respondents, 53.3%, were post
graduates while the graduates constitute to 46.7%.


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Designation of the respondents

It was decided to know about the designation of the respondents. Therefore, data collected in this
regard and presented in the following table.

Table 4.3: Designation of the respondents

Frequency Percent

Manager 5 16.7
Officer 25 83.3
Total 30 100.0


Conclusion: As per the survey, Managers of IIFL constitute about 17% and Officers constitute to
majority, that is about 83%.
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Appointment details of the respondents

It was decided to know about the appointment details of the respondents. Therefore, data
collected in this regard and presented in the following table.

Table 4.4: Appointed details of respondents

Frequency Percent

1 Year 10 33.3
2 Years 6 20.0
Recently 14 46.7
Total 30 100.0






Conclusion: As per the survey, recently appointed employees constitute to about 47%,
employees appointed one year ago constitute to about 20% and employees appointed two years
ago constitute to about 33%. So, majority of the employees of IIFL were appointed recently.
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Age of the respondents
It was decided to know about the age of the respondents. Therefore, data collected in this regard
and presented in the following table.

Table 4.5: Age of the respondents

Frequency Percent

22-26 22 73.3
27-42 8 26.7
Total 30 100.0


Conclusion: Employees between the age group 22-26 years constitute about 73% and age group
between 27-42 years constitute about 26% of the total surveyed population.


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Reasons of joining IIFL
It was decided to know the reason of joining IIFL from the respondents. Therefore, data collected
in this regard and presented in the following table.


Table 4.6: Reasons of joining IIFL

Frequency Percent

BRAND IMAGE 4 13.3
PAY PACKAGE 1 3.3
JOB DESCRIPTION 6 20.0
WORK ENVIRONMENT 17 56.7
ORGANISATION
BACKGROUND
2 6.7
Total 30 100.0



Conclusion: As per the survey, when employees were asked, What attracted you to join IIFL?
Majority replied that it was the work environment which attracted them and followed by job
description. Very less stated that it was pay package which was attractive.


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Regarding vacancies at IIFL

It was decided to know how employees came to about the vacancies of IIFL from the
respondents. Therefore, data collected in this regard and presented in the following table.

Table 4.7: Vacancies at IIFL

Frequency Percent

ADVERTISEMENT 3 10.0
EMPLOYEE
REFEREL
17 56.7
CONSULTANCY 2 6.7
JOB PORTALS 6 20.0
OTHER 2 6.7
Total 30 100.0


Conclusions: As per the survey, most of the employees came to know about the vacancies at
IIFL through employee referrals, 56%, and 20% stated that it was through job portals.
43 | P a g e

Effectiveness of ads
It was decided to know the effectiveness of the ads published from the respondents. Therefore,
data collected in this regard and presented in the following table.
Table 4.8: Effectiveness of ads
Frequency Percent

FULLY EFFECTIVE 5 16.7
LARGELY EFFECTIVE 3 10.0
MODERATELY
EFFECTIVE
5 16.7
TO A SMALL EXTENT 11 36.7
NOT AT ALL 6 20.0
Total 30 100.0


Conclusion: As per the survey, majority of the employees stated that the add published was
effective only to a small extent, 36%, and only about 10% employees said it was largely
effective.
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Satisfaction of respondents
It was decided to know whether sufficient time was given to apply for the job from the
respondents. Therefore, data collected in this regard and presented in the following table.

Table 4.9: Satisfaction regarding sufficient time to apply for job

Frequency Percent

STRONGLY AGREE 12 40.0
AGREE 13 43.3
NEUTRAL 5 16.7
Total 30 100.0



Conclusion: Majority of the employees agreed that sufficient time was given to apply for the
job, about 43%, and also 40% of employees strongly agreed it.
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Satisfaction towards of recruitment policy
It was decided to know the satisfaction towards recruitment policy of IIFL from the respondents.
Therefore, data collected in this regard and presented in the following table.

Table 4.10: Satisfaction towards recruitment policy
Frequency Percent

HIGHLY SATISFIED 7 23.3
SATISFIED 23 76.7
Total 30 100.0


Conclusion: Majority of the surveyed employees replied that they were satisfied
with the current recruitment policy of IIFL, 67%, where 26% of employees stated
that they were highly satisfied. None of the employees of IIFL mentioned that the
process was not satisfied.

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Professionalism of recruiter
It was decided to know the professionalism of recruiter from the respondents. Therefore, data
collected in this regard and presented in the following table.
Table 4.11: Professionalism of recruiter
Frequency Percent

EXTREMELY
PROFESSIONAL
9 30.0
VERY PROFESSIONAL 10 33.3
MODERATELY
PROFESSIONAL
10 33.3
NOT AT ALL
PROFESSIONAL
1 3.3
Total 30 100.0

Conclusion: 33% of the surveyed employees stated that recruiters of IIFL were Highly
professional and other 33% stated that they were moderately professional very less percent of
employees stated that the recruiters were not professional
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Clarity regarding recruitment process
It was decided to know the clarity regarding recruitment process from the respondents.
Therefore, data collected in this regard and presented in the following table.

Table.4.12:Clarity regarding recruitment process

Frequency Percent

EXTREMELY CLEAR 4 13.3
VERY CLEAR 17 56.7
MODERATELY
CLEAR
9 30.0
Total 30 100.0


Conclusion: Majority of the employees said that the recruiting
process was very clearly stated by the recruiter followed by the
interview, 56%, and about stated 30%that it was moderately clear.

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Timely information regarding Interview process
It was decided to know the whether timely information was provided regarding interviews
process from the respondents. Therefore, data collected in this regard and presented in the
following table.

Table 4.13: Timely information regarding interview process
Frequency Percent

YES 25 83.3
NO 3 10.0
CAN'T SAY 2 6.7
Total 30 100.0


Conclusion: As per the surveyed employees 80% of employees stated that they got timely
communication regarding the interview date, time and venue and only about 10% stated
that they did not get it.
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Clarity of job role
It was decided to know whether the job role was explained from the respondents. Therefore, data
collected in this regard and presented in the following table.
Table 4.14: Clarity of job role

Frequency Percent

YES 25 83.3
NO 2 6.7
CAN'T SAY 3 10.0
Total 30 100.0



Conclusion: As per the surveyed employees majority of the employees, 83%, replied that they
were clear about the job role before joining IIFL and only 6% said they were not clear.






50 | P a g e


Interview duration
It was decided to know the duration of the interview from the respondents. Therefore, data
collected in this regard and presented in the following table.

Table 4.15: Interview duration

Frequency Percent

TOO MUCH 4 13.3
SLIGHTLY TOO
MUCH
3 10.0
RIGHT TIME 4 13.3
SLIGHTLY LITTLE 19 63.3
Total 30 100.0




Conclusion: 63% of the employees stated that the recruiter spent slightly little time with them
and about 13% of employees stated that the recruiter spent about right time in interacting with
them.


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Recruiters reply
It was decided to know the recruiters reply towards the emails from the respondents. Therefore,
data collected in this regard and presented in the following table.

Table 4.16: Recruiters reply

Frequency Percent

EXTREMELY QUICK 8 26.7
VERY QUICK 13 43.3
MODERATELY
QUICK
9 30.0
Total 30 100.0


Conclusion: As per the surveyed employees 30 % stated that the recruiter very quickly replied
to their emails and other 30% of employees stated that the recruiter was moderately quick in
replying to their emails.

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Time to complete selection process

It was decided to know the time taken to complete the selection process from the respondents.
Therefore, data collected in this regard and presented in the following table.

Table 4.17: Time taken to complete selection process

Frequency Percent

15 DAYS 25 83.3
1 MONTH 1 3.3
OTHER 4 13.3
Total 30 100.0


Conclusion: 83% employees said their selection process completed in 15 days, 3% of
employees selection process completed in 1 month and for rest of the employees it was
other duration required for their selection process to b completed.
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Relativity of selection process to job
It was decided to know the reason of joining IIFL from the respondents. Therefore, data
collected in this regard and presented in the following table.
Table 4.18: Relativity of selection process to job

Frequency Percent

TO GREAT
EXTENT
12 40.0
TO SOME EXTENT 13 43.3
NOT AT ALL 5 16.7
Total 30 100.0


Conclusion: When employees were asked, How relevant and effective the interview
rounds were with respect to the position you are inducted into the company?, 43%
stated it was to some extent and other 40% stated it was effective to a great extent.
.
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Issue of offer letters
It was decided to know the time taken to issue offer letters from the respondents. Therefore,
data collected in this regard and presented in the following table.

Table 4.19: Issue of offer letters

Frequency Percent

TO GREAT EXTENT 14 46.7
TO SOME EXTENT 13 43.3
TO LESSER
EXTENT
1 3.3
NOT AT ALL 2 6.7
Total 30 100.0



Conclusion: When the employees of IIFL were asked about their satisfaction towards the Offer
letters and appointment letters issued on time, majority stated that they were satisfied to a greater
extent, about 46%, and about 43% stated they were satisfied to some extent followed by 3%
employees who were satisfied to a lesser extent and 6% of employees were not at all satisfied.
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Joining formalities at IIFL

It was decided to know the joining formalities of IIFL from the respondents. Therefore, data
collected in this regard and presented in the following table.
Table 4.20: joining formalities of IIFL

Frequency Percent

HIGHLY
SATISFIED
11 36.7
SATISFIED 19 63.3
Total 30 100.0




Conclusion: When employees were asked whether they were satisfied with the joining
formalities and orientation program at IIFL, majority stated that they were satisfied i.e. about
63% and 36% stated that they were highly satisfied. So from the sample none of them mentioned
that they were not satisfied.
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CHAPTER 5














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FINDINGS
Some of the findings about the current hiring process at India Infoline Ltd, differentiating it with
classical hiring model:
1. The hiring process at India Infoline Limited is a unique, which is customized and is
continuous process as there are always vacancies available in mainly entry level in large
numbers compared to other level positions throughout the year.
2. The recruitment team consists of only four members. They are successful in meeting all the
given targets on time and maintain good coordination during interviews despite the fact that
it is a small team.
3. It has been mentioned above the recruitment at India Infoline Limited takes place for more
than one process at a time. So if a candidate is shortlisted for a particular process but gets
rejected for that process in the later stage, he /she is interviewed for other processes for
which there are vacancies. Thus optimum utilization of resources takes place and a thorough
examination of the interviewees are done.
4. The interview is well scheduled from time to time. Candidates are informed to attend the
specific round at a specific time in order to avoid the delays and postponements. If any such
kinds of things happen the information will be intimated to candidates without fail.
5. A regular follow-up is done about the way in which the recruitment process is carried out.
There are timely meetings arranged, involving all the departments who plays a vital role in
the entire process.
6. A daily tracker i.e. schedule for the interviews to be held regarding the selected candidate
schedule from 1
st
round to 2
nd
,from 2
nd
to 3
rd
etc, is prepared before one day in order to
streamline the flow of process in a smooth way.
7. The respective managers discuss about the recruitment process, its proceedings with their
respective teams about the growth in the organization, providing necessary benefits etc.
8. It is found that Recruitment and Selection process in India Infoline limited is Effective and
Employees have rated Good for Recruitment and Selection process in India Infoline Limited.



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CHAPTER 6














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RECOMMENDATIONS
Though the existing process of recruitment and selection has been found to be fairly good based
on the response of the study, the researcher would like to give the following suggestion to make
the system more effective:

1. It is suggested that in order to make Recruitment and selection process effective HR planning
should be done in order to reduce time per hire and cost per hire.
2. It is suggested that recruitment process should be optimized to ensure improved Return on
Investment.
3. Company can take subscription for few more job portals to improve scope of Recruitment in
India Infoline Limited.
4. Stability of employees has to be rigorously checked as lot of time and money especially on
Training and development is spent.
5. Effective and Attractive job Ads should be created and brought to notice through media so as
to attract more and more candidates.
DISCUSSION
India Infoline Ltd, Hyderabad, stands as one of the leading non Banking Industry in India and
has a global reach as well. It has laid down a fine Recruitment and selection process which has
yielded many profits to the organization.
In spite of the fact that the attrition rate is comparatively high in Non-Banking Financial sector
the employers and HR managers of these sectors formulate and implement strategies for talent
retention in turn reduce the attrition rate by formulating a Employee Retention hiring Activities.
On the human resources front, productivity can be improved by ensuring that the organization
attracts the best talent at the no cost for hiring and retain them with the enormous amount of
motivation. Thus, it can be concluded that India Infoline Limited, has evolved as one of the
market leaders in Financial services. And with its hiring process in place, it is fulfilling the needs
of the organization from time to time. If the above mentioned recommendations are considered
this unique hiring process will prove to be a boom to the organization.

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BIBLOGRAPHY

Reference Books:
Human Resource Management, Third Edition, Houghton Mifflin Co Publications - De
Nisi Griffin
Human Resource Management, Second Edition, Excel Books V.S.P Rao
Human Resource Management, Tenth Edition, Prentice Hall publication
Garry Dressler
Websites:
www.citehr.com
www.coolavenues.com
www.answers.com/topic /recruitment
http://en.wikipedia.org/wiki/recruitment
http://www.it-careernet.com/preston/hs-testing.htm
http://dqindia.ciol.com/content/industrymarket/bpo/2004/104031701.asp
Articles: Recruitment and Selection- Duncan Brodie-Book
Recruitment and Selection Reasons for its Importance-Abhishek Agarawal,
Business: Careers Employment Journal











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QUESTIONNAIRE
Part -A: Personal Information
Age:
Sex: Male ( ) Female ( )
Educational Attainment:
Designation:
Appointed: Recently [ ] 1 year ago [ ] more than 2yrs [ ]



Part-B: Recruitment process
1. What attracted you to join IIFL?
A) Brand image B) Pay package C) Job description D)Organizational background E)Designation
F)other________________
2. How did you come to know about the vacancies at IIFL?
A) Advertisement B) Employee referral C) Placement consultancy services D)Job portals
E) Any other__________
3. Did you find Job Ad published was effective?
A)Fully B)To a large extent C)To a moderate extent D)To a small extent E)not at all
4. Do you think sufficient time was given to apply for the Job (Eg: advertisement, portals)
A)Strongly agree B)Agree C)Neutral D)Disagree E)Strongly disagree
5. Are you satisfied with the present organization recruitment policy?
A) Highly satisfied B)Satisfied C)Not satisfied D)Dissatisfied E)Highly dissatisfied

Part C: Selection Process:
1.How professional was your recruiter at our company?
A)Extremely professional B)Very professional C)Moderately professional
D)Slightly professional E)Not at all professional
2. How clearly did your recruiter explain the rest of the recruiting process following your
interview?
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A)Extremely clearly B)Very clearly C)Moderately clearly D)Slightly clearly
E)Not at all
3. Did you get timely communication regarding the interview date, time and venue?
A)Yes B)No C)Can't say
4. Were you clear about your job role before you joined IIFL?
A)yes B)no C)Can't say
5. Did you feel that your recruiter spent.................... time speaking with you?
A)Too much B)Somewhat too much C)Slightly too much D)About the right amount
E) Slightly too little F) somewhat too little G) Much too little
6. How quickly did your recruiter reply to your emails?
A) Extremely quickly B) Very quickly C) Moderately quickly D) Slightly quickly
E) Not at all quickly
7. The time taken to complete your selection process was?
A)15 days B) 1month C)2months D)3months E)other(specify)_____________
8. How relevant and effective the interview rounds were with respect to the position you are
inducted into the company?
A) To greater extent B) To some extent C)not at all

9. Offer letters and appointment letters were issued on time and followed up in between to
keep your interest in the company?
A)To greater extent B) To some extent C)To lesser extent D)Not at all
10. Are you satisfied with the joining formalities and orientation program at IIFL?
A)Highly satisfied B)Satisfied C)Not satisfied D)Dissatisfied E)Highly dissatisfied
11. Suggestions to improve the recruiting process at our company?
____________________________________________________________
____________________________________________________________
____________________________________________________________




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