RECRUITMENT

"The art of choosing men is not nearly as difficult as the art of enabling those one chosen to

attain their full worth".

DEFINITION:-

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

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

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

recruiting process, and can occur through several means; through online, newspapers, using

newspaper dedicated to job advertisement, through professional publication, using

advertisements placed in windows, through a job center, through campus graduate recruitment

programs, etc.

OBJECTIVE:-

The main objective of recruitment is to increase the number of applications for the job available

in the organization, to select the best applicant who is the best fitted to the company.

NEED FOR RECRUITMENT:-

It makes it possible to choose the right person in the right time at the right place. It also makes it

possible to acquire the number of people necessary to ensure the continued operation of the

organization.

 Planned needs:- Such needs arise from changes in the organization policies.

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  Anticipated needs:- It refers to those movements in personnel which an organization can

predict by studying trends in internal or external need.

 Unexpected needs:- Such need arises due to illness, death and resignation.

Recruitment follows HR planning and goes hand in hand with selection process by which

organizations evaluate the suitability of candidates. With successful recruiting to create a

sizeable pool of candidates, even the most accurate selection system is of little use.

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The

next step is careful examination of the job and enumeration of skills, abilities and experience

needed to perform the job successfully.

RECRUITMENT PROCESS:

 Planning

 Strategy Development

 Searching

 Screening

 Evaluation and Control

SOURCES OF RECRUITMENT:-

1. Advertising

2. Employment agencies

3. Employee referral
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 4. Schools, colleges and professional institutions

5. Labor unions

6. Casual applicants

FACTORS AFFECTING RECRUITMENT:

All organizations whether small or large, do engage in recruiting activity, though not to the same

extent. This differs with

1) The size of the organization.

2) The employment conditions in the community where the organization is located.

3) Working conditions, salary and benefit packages offered by the organization.

4) The rate of growth of the organization.

5) Future expansion program of the organizations.

6) Cultural and legal issues.

7) Organization's ability to find and retain good performing people.

ADVANTAGES :

 Benefits of new skills, new talents and new experiences to organization.

 Compliance with reservation policy is easy.

 Scope for resentment, jealousies and heartburn are avoided.

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DISADVANTAGES :

 Better morale and motivation associated with internal recruiting is denied to the

organization.

 It is costly.

 Adjustments of new employees to the organizational culture takes longer time.

SELECTION

"Selection is the process of examining the applicants with regard to their suitability for the given

job or jobs, and choosing the best candidate and rejecting the others."

Selection is the process in which candidates for employment are divided in two classes-those

application of these tools. Qualified applicants go on to the next hurdle, while the unqualified are

eliminated. Thus, an effective selection program is a non-random process because those selected

have been chosen on the bases of the assumption that they are more likely to be "better"

employees than those who have been rejected.

STEPS INVOLVED IN SELECTION PROCESS :

A specific selection procedure completes in 10 basic steps which are as follows:

1. Application Form.

2. Written Examination.

3. Preliminary Interview.

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 4. Group Discussion.

5. Tests.

6. Final Interview.

7. Medical Examination.

8. Reference checks.

9. Line Manager's decision.

10. Employment.

FACTORS AFFECTING SELECTION :

 EXTERNAL

Supply and demand in labor market.

Unemployment rate.

Legal and political considerations.

Company's image.

 INTERNAL

Company's policy.

Cost of hiring.

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OBJECTIVE OF THE STUDY :

1. To study the internal recruitment process in organization.

2. To know the various sources of recruitment and their availability at Gallagher Service

Centre, LLP (GSC).

3. To identify areas where there can be scope for improvement.

4. To give suitable recommendation to streamline the hiring process.

5. To develop practical knowledge with theoretical aspects.

6. To know about the importance of recruitment and selection.

7. To find out better process of recruitment.

8. To know about the role of recruiter.

SCOPE AND LIMITATIONS OF THE STUDY :

The present research is related to study the recruitment process followed at Gallagher Service

Centre, LLP (GSC) Pune. The scope of this study is to observe the Recruitment and Selection

Techniques adopted by the company. Apart from getting an idea of the techniques and methods

in the recruitment procedures a close look will be taken at the insight of corporate culture

prevailing in the organization.

The scope of the project includes :

 Study the Importance of recruitment and selection process for an enterprise.

 Study recruitment and selection practices at Gallagher Service Centre, LLP (GSC) Pune.

 Proper Utilization of human resource planning.

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  Effectiveness of recruitment process and techniques.

 The selection procedure is effective or not.

 Cost effectiveness.

LIMITATIONS :

 I got the data based on my observation only.

 As the Summer Internship was for two months only I could not get the more data.

7
 ABOUT THE

GALLAGHER SERVICE CENTER, LLP

NAME : GALLGHER SERVICE CENTER, LLP

ADDRESS: Arthur J Gallagher & Co 2850 Golf Rd

ROLLING MEADOWS IL 60008-4002

P: +1630.7733800

F: +1302.6365454

LOCATION : GIGA-SPACE IT PARK INTERNAL ROAD, NEAR

PHEONIX MARKETCITY, SAKORE NAGAR, VIMAN

NAGAR, PUNE, MAHARASHTRA.

Gallagher is the brand name of Arthur J. Gallagher & Co. (NYSE: AJG) — the global insurance

broker, risk management services and consulting firm headquartered in Rolling Meadows,

Illinois.

8
With operations in 34 countries, Gallagher offers client service capabilities in more than 150

countries around the world through a network of correspondent brokers and consultants.

HISTORY OF THE ORGANIZATION

 The company dates back to 1927 when Arthur James Gallagher started a brokerage firm

in Illinois. The end of World War II brought his three sons, John, James, and Robert, into

the business. The company incorporated in 1950 when revenues were $175,000. In 1957,

the firm won Beatrice Foods Company as a client.

 Gallagher's purchased 16 smaller brokerages during 2000. The firm had grown its

presence to include about 50 U.S. cities.

 A history and the values of the firm were documented by Robert E. Gallagher and Alison

Kittrell in a book called The Gallagher Way, published in 2005 by Marketing Counsel

and iUniverse.

 In 2010 Gallagher Brazil was established following the company's takeover of Securitas

Re of São Paulo from Estater Gestao de Investimentos Ltda.

 In July 2015 the firm was ranked third in the Best's Review world's largest brokers list.

 In June 2016, it was announced that Gallagher had joined the Fortune 500 for the first

time. Gallagher currently ranks 462 on the list.

 Ethisphere Institute recognizes Arthur J. Gallagher & Co. as one of the World’s Most

Ethical Companies® for the seventh consecutive year in 2018.

9
  In April 2018, Gallagher was announced as the new name sponsor of Premiership

Rugby, the top flight of England's rugby union league system. The deal took effect with

the 2018–19 season.

VISION AND MISSION

VISION OF GALLAGHER :

To be the Premier Provider of Risk & Claims Management Services Throughout the World,

With Demonstrably Superior Outcomes.

OUR VALUES – THE GALLAGHER WAY

We care for our customers, our people, our owners, the community and their future. Our core

values reflect our beliefs. They form our unique culture and are the ingredients that unite GB

towards our purpose.

10
INTERNATIONAL BUSINESS (MILESTONES OF THE ORGANIZATION) :

1) Asia

Arthur J. Gallagher Asia Limited was incorporated in 2002. India- Gallagher service center LLP

Bangalore , Pune ,Kolhapur and Shimoga

 Singapore

 Arthur J. Gallagher & Co. acquired Singapore-based ITI Solutions Pte Ltd. in 2011. ITI is

a specialist insurance broker with expertise in marine cargo, political risk, trade credit

risk, and specialty lines. ITI was rebranded as Gallagher Singapore.

 Singapore branches: Singapore

2) Europe

In July 2016, Arthur J. Gallagher acquired an 85% stake in Swedish specialist insurance and

reinsurance broker Brim AB. At the time of acquisition, the Scandinavian brokerage posted

revenues of $11.4 million and employed under 30 people. Scandinavia is an area of strategic

development for Arthur J. Gallagher and this deal bolstered their purchase of Norwegian

specialty insurance broker Bergvall Marine AS in December 2013.

United Kingdom

Between 2010 and 2012 British operations have grown in importance. In 2012 the UK was the

source of 14% of company revenue - $352.3m up 137% versus 2010. The United States

contributes 80% of revenue - $2,006.1m up 24%. The other 6% came from Australia, Bermuda

and Canada ($161.9m up 59%).

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  Scotland branches: Aberdeen, Ayr, Dumfries, Dundee, Edinburgh, Fort William,

Glasgow, Inverness, Kilwinning, Irvine, Newton Stewart and Stirling.

 England branches: Barnstaple, Birmingham, Bordon, Bournemouth, Brierly Hill,

Bristol, Brixham, Chelmsford, Chester, Chichester, Coventry, Croydon, Exeter, Feering,

Gloucester, Godalming, Guildford, High Wycombe, Horsham, Ipswich, Leeds, Leicester,

Liss, Liverpool, Norwich, Nottingham, Orpington, Portsmouth, Rickmansworth,

Sevenoaks, Sheffield, Southampton, St. Austell, Swindon, Talbot Green, Wakefield and

Wigan

 Channel Islands branches: Jersey, Guernsey and Alderney

 Northern Ireland branches: Belfast

 Wales branches: Cardiff, Llantrisant, Newport, Tonyrefail and Wrexham

 Other branches: Isle of Man

3) Oceania

Australia

In 2014, Arthur J. Gallagher expanded their brand proposition in Australia with the acquisition

and rebranding of OAMPS Insurance Brokers.

 Australia branches: Adelaide, Alice Springs, Bacchus Marsh, Ballarat, Beenleigh,

Bexley, Brisbane, Cairns, Canberra, Darwin, Dubbo,East Melbourne, Hobart, Horsham,

Katherine, Launceston,Mulgrave, Newcastle, Sydney, Perth, Shepparton, Toowoomba,

Townsville, Wagga Wagga, Wangaratta, Warragul, and Wollongong.

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  New Zealand

 In 2014, Arthur J. Gallagher purchased New Zealand nationwide insurance brokerage,

Crombie Lockwood, New Zealand branches: Auckland, Bleinheim, Christchurch,

Dunedin, Greymouth, Hamilton, Invercargill, Kaitaia, Kapiti, Kerikeri, Napier, Nelson,

New Plymouth, Palmerston North, Queenstown, Takapuna, Tauranga, Wanganui,

Wellington, and Whangarei.

4) North America

Canada

In February 2015, Arthur J. Gallagher & Co. acquired Ottawa-based Cohen & Lord Insurance

Brokers Ltd. The terms of the transaction were not disclosed.

In November 2015, the firm acquired Christie Phoenix Ltd. and their affiliate Discovery

Insurance Services Ltd., both located in Victoria B.C. Christie Phoenix is a retail insurance

broker founded more than 40 years ago and specializes in providing commercial property and

personal lines of insurance service to middle-market and individual clients across British

Columbia.

In June 2016, Arthur J. Gallagher & Co. reached a milestone in the Canadian market by

rebranding Noraxis group of insurance brokers to Arthur J. Gallagher Canada Limited.

Ethisphere Institute recognizes Arthur J. Gallagher & Co. as one of the World’s Most Ethical

Companies® for the seventh consecutive year.

 Canada branches: Calgary, Edmonton, Halifax, London, Markham, New Glasgow,

Ottawa, Toronto, and Winnipeg.

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  United States

 In August 2017, the firm announced the acquisition of employee benefits insurance

agency Ballard Benefit Works, Inc., based in Howell, Michigan.

5) Caribbean

 Caribbean branches: Bermuda, Barbados, Grenada, Jamaica, St. Lucia, St. Vincent and

the Grenadines, as well as St. Kitts and Nevis.

6) South America

Chile

 Chile branches: Santiago and Viña del Mar.

Colombia

 Colombia branches: Bogotá, Cartagena, Barranquilla

14
 ORGANIZATIONAL CHART

J. Patrick Gallagher Jr.

Chairman, President &

CEO

Christopher E. Mead Douglas K. Howell James S. Gault

CMO CFO Chairman, Brokerage

Services

James W. Durkin Jr. Joel D. Cavaness Scott R. Hudson

Chairman, Employee President, U.S. Wholesale President and CEO, Risk
Benefits Consulting and Brokerage Management Services
Brokerage

Susan E. Pietrucha Thomas J. Gallagher Vishal Jain

CHRO CEO, Brokerage Services Global Chief Service
Officer

Walter D. Bay William E. Ziebell

General Counsel & CEO, Employee Benefits
Secretary Consulting

15
 CURRENT STATUS OF THE ORGANIZATION :

 Gallagher Service Center LLP is a Limited Liability Partnership firm incorporated on 08

February 2017. It is registered at Registrar of Companies, Pune. Its total obligation of

contribution is Rs. 38,603,752.

 Gallagher Service Center LLP's last financial year end date for which Statement of

Accounts and Solvency were filed is N/A and as per records from Ministry of Corporate

Affairs (MCA), date of last financial year end date for which Annual Return were filed is

N/A.

 Current status of Gallagher Service Center LLP is - Active.

Branches in India-

1. Pune

2. Shimoga

3. Kolhapur

4. Bangalore

Over the past 10 years, GSC has grown into a highly effective team of more than 3,000

employees throughout Bengaluru and Pune, providing reliable, fast and high quality support to

the field staff across Gallagher's divisions.

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Revenue - US$ 6.16 billion (2017)

Operating Income - US$ 502.2 million (2017)

Net Income - US$ 499.2 million (2017)

Total Assets - US$ 12.90 billion (2017)

Total Equity - US$ 4.16 billion (2017)

No of Employees - ~26,800 (2017)

Website - AJG.com

Products of the Company - 1) Insurance

2) Reinsurance

Brokerage Segment

The brokerage segment primarily consists of retail and wholesale insurance brokerage

operations. Its retail brokerage operations negotiate and place property/casualty, employer-

provided health and welfare insurance, and healthcare exchange and retirement solutions

principally for middle-market commercial, industrial, public entity, religious and not-for-profit

entities. Its wholesale brokerage operations assist its brokers and other unaffiliated brokers and

agents in the placement of insurance programs. Its retail brokerage operations place all lines of

commercial property/casualty and health and welfare insurance coverage. Its lines of insurance

coverage and consultant capabilities include aviation, disability, general liability, products

17
liability, casualty, earthquake, health and welfare, professional liability, claims advocacy, errors

and omissions, healthcare analytics and property.

Risk Management Segment

The risk management segment provides contract claim settlement and administration services for

enterprises that choose to self-insure some or all of their property/casualty coverage and for

insurance companies that choose to outsource some or all of their property/casualty claims

departments. In addition, the Company provides disability management (employee absence

management) programs, information services, risk control consulting (loss control) services and

appraisal services, either individually or in combination with arising claims. Risk management

services are primarily marketed directly to larger middle-market companies, not-for-profit

organizations and public entities, among others on an independent basis from its brokerage

operations. As of December 31, 2016, the Company managed its third-party claims adjusting

operations through a network of more than 110 offices located throughout the United States,

Australia, Canada, New Zealand and the United Kingdom.

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 AWARDS

1) World's Most Ethical Companies 2018

2) Insurance Times Claims Excellence Awards - Broker Claims Team of the Year 2016

3)News on the Block - Property Management Awards 2015-2016 for Block Insurer of the

Year

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 RECRUITMENT AND SELECTION PROCESS
 Identify vacancy
 Prepare job description and person specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
 Conducting interview and decision making

Job advertisement

website/newspaper

Analysis of position and requirement

Candidates Generation

Pre-screen (phone or web)

Testing and Evaluation Sourcing/

On-going coaching/
development of developing
employees candidates pool
Interview

Final Selection

Issuance of appointment

Pre joining

Successful Placement

Processing/
Sourcing of
candidates

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OVERVIEW OF THE PROCESS :

 Assess the need for the job and ensure there is adequate funding for it.

 Review the job description to ensure that it meets the present and future requirements.

 Review the person specification to ensure it meets the requirements of the job

description.

 Design the selection process.

 Draft the advertisement and select the advertising media.

 Short list using the person specification only.

 Interview and test short-listed candidates.

 Validate references, qualifications and security clearances.

 Make appointment.

Managers hold the responsibility for ensuring this framework is followed. HR is available for

advice and will assist in general administration of the recruitment process.

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When I started my internship in Gallagher Service Center, LLP, Pune, there I learned a lot

related to my specialization i.e. HR. Everyone there was kind and ready to help me at all times.

My reporting HR manager has divided the whole task in small activities which became easy to

learn and adopt the new changes.

Activity Flow :

 Observe everything going on in your office.

 Workshop on how to use Monster.com .

 Making Calls for the hiring.

 Study Recruitment and Selection Process.

 Co-ordinate with the Team Leaders during the Interview.

 Learn how to make entry of candidates in the Database system.

 Help selected candidates in uploading their documents.

 Checking of original documents for verification.

Now, we will see these activities in detail.

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Activity 1 - Observe everything going in your office

 At the starting of my internship, I was asked to observe everything as possible to know

about the culture and the work which is done in the office.

 I observed there that every work is done in a very systematic way and most importantly

before the deadline.

 In the first week, I was asked to arrange the documents as per told by the HR and then

file those documents in their respective files.

 But for the filing first I had to get the employee Id for each and every document as per

the name mentioned in the document, then find those files in the cupboards then file those

documents very safely.

 So, at the start I learned that every document of the employee must be safe and it is the

responsibility of an HR.

 Also I was told to sit in their meetings to observe how does the meeting is conducted.

Activity 2 - Workshop on how to use Monster.com

 In the second week of the internship, the organization itself conducted an workshop on

how to use Monster.com with respect to HR Manager and an employee from

monster.com came to guide us.

 In the beginning, she told us how to create an account on monster.com and then how to

post an opening or advertisement about the position.

 Then she taught about how to set the criteria for the given specific position as per

required by the respective department.

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  After that, she showed us how to retrieve the data about the people who are nearby the

company location and make calls to them and tell them about the organization and the

opening.

 In today's world, everything is almost online so from that perspective these online sites

help both the organization to get the skilled and right employee for the specific position

and people who are in need of job to get a good and secured job.

Activity 3 - Making calls for the hiring

 In the third week, I was told to make the calls to the people as per the list given to me and

then write appropriate comment in front of every entry.

 Then, at the start I had to give my introduction to the person talking to me then tell them

about the position we are hiring for and then make sure that the person is interested in

listening by asking them "Are you interested in such position?".

 If the person says yes then proceed with the call and if the person says no then tell them

thank you for listening and shut the call.

 I was told to ask those people about their qualification, a quick short introduction during

the call if they shows any interest in talking about the position that we are hiring for.

 Also I had to answer to each question asked by the person on the call such as about the

location of the organization, exact work they have to do if they got hired, about the CTC

offered, shift timing, other queries etc.

 And also I had to tell them about the drive date, time of the drive and location of the drive

and send email on their respective email-id.

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  I was told to make calls for the Gallagher Service Center, LLP Kolhapur Branch for

the position of Finance and Insurance.

 Also after some days I did calling for the Pune branch of the same organization for

Finance and Insurance profile.

Activity 4 - Study Recruitment and Selection process

 In the fourth week, after the completion of calling task, the task of recruitment and

selection was begun.

 To apply for the position either candidates were coming via calling or reference or walk-

ins as the organization posting their advertisement to online sites as well as in the internal

site of the organization as well.

 In this task, first candidates was asked to fill up the application form given at reception

desk and then they were supposed to register themselves in the database of the

organization and then submit the form at the reception.

 Then, I was collecting those forms and checking them if the person is fitting in the

criteria and every necessary field is filled up otherwise that specific person gets called

and asked to fill up the remaining information.

 Then HR leader starts the screening process in which he decides whether he/she is

suitable for this position or not.

 After that, candidates were given a English Test which required 17 marks out of 30 for

passing, if one gets enough marks then he/she will be eligible for the next exam and if

one gets less than 17 marks then he/she gets rejected.

25
  When checking papers, I needed to check English grammar and give the feedback to the

HR, which then forwarded to the candidates by the HR if they have failed the exam.

 If one passes the exam then he/she gets next Logic Test which required 50 marks out of

100 for passing, and the procedure for it was the same as mentioned above.

 If he/she passes both the exams then he/she is eligible for HR interview in which they

were asked the questions about the suitability of the job shift, CTC offered by the

organization and terms & conditions of the organization.

 HR Leader decides whether he/she is capable of doing the job or can go to the next

round, which was the Word-Excel exam in which they were told to follow the

instructions as shown on the screen and the passing marks for Word exam was 4 marks

out of 5 and 8out of 10 for Excel exam. And one more Insurance exam for which 15

marks was necessary for passing.

 I was asked to keep the profile applications separately of one those have failed and those

have passed and write comment on it.

Activity 5 - Co-ordinate with the Team Leaders during the Interview

 After clearing all the exams he/she is eligible for the face to face interview with the

Team Leader

 When one candidate gets eligible for the TL round which was called as OPS round - 1,

HR used to call TL to take the interview as per their schedule.

 When TL comes to take the interview they were handover with the profile applications

of the eligible candidates and was given a separate cabin to take the interview.

26
  For the first 10 minutes TL goes through the resume and profile of the candidate after

that he/she asks me to call the candidate.

 Then I used to call the candidate by their name and show them the way to the interview

cabin.

 After the interview TL is supposed to write the comment about his/her grammar, way of

talking, status of candidate whether select or reject etc.

 If one gets selected by the TL then he/she is eligible for the OPS round - 2, and the

procedure for that was also same as mentioned above, and if one gets rejected then the

feedback for the same is given by HR.

 If one gets selected in both OPS rounds the he/she is officially selected for the position

he/she has applied for and the feedback for the same is given to them by HR.

Activity 6 - Learn how to make entry of the candidates in the system

 It's very important to make entry of each and every candidate who has applied in the

organization for any position no matter whether he/she is selected or rejected to keep the

record of everything.

 The policy of the organization is simple, if one applies for the first time then system

takes that entry and that entry is kept in the system for three months. It means if anyone

gets rejected and applies for another position within three months then the system will

take that entry. Because as per the company policy after being rejected you re-apply after

three months not before that.

27
  The task of recruitment and selection is never ending, so in the sixth week of my

internship I was asked to make the entries of all the candidates as per the date mentioned

on their profile.

 HR handed over the system to me by logging into it to make the entries. In that, I was

supposed to fill up the information such as screening status - select/reject, reason for

screening rejection, English test score & status - select/reject, Logic test score & status -

select/reject, HR Interviewer name, HR interview Status - select/reject & reason for the

same, Word/Excel/Insurance Test score & status - select/reject, OPS round 1 TL name &

status - select/reject, OPS round 2 TL name & status - select/reject, and then lastly Final

status of the candidate whether select or reject.

Activity 7 - Help selected candidates in uploading their documents

 After the selection process, candidates were given a form which they need to fill and

bring the soft copy of the necessary documents as stated in the form as well as original

documents on the day, date & time mentioned by the HR to them.

 In the seventh week, after being selected when candidates came for the document

uploading they were told to sit on a desktop showed by me then they were asked to open

the site and login into it by using username and password given in the mail send by the

HR.

 Candidates was supposed to upload the soft copy of all original documents and bring one

set of Xerox copy of all documents as well.

28
  Candidates needed to upload their mark sheets of 10th, 12th, graduation, Masters (if

applicable), address proof, adhar card, pan card, pace slip(if applicable), offer letter,

experience letter (if applicable), etc.

 Also they were supposed to fill the information about their family.

 If they had in query while filling up the information I used to help them with it and

resolve their problem.

Activity 8 - Checking of original documents for verification

 After the successful uploading of all documents by the candidate, I was supposed to

check their original documents for the purpose of cross verification.

 Candidate would give their Xerox set of all documents arranged as per the list described

in the form as well as original documents and I would check them one by one of all the

candidates and then report it to the HR when everything is verified.

29
 FINDINGS

 I studied the whole Recruitment and selection process of the Gallagher Service Center,

LLP, Pune.

 The various sources of recruitment are online job websites such as Naukri.com,

monster.com, LinkedIn, etc. as well as employee referrals, walk-ins.

 I also found an easy way to recruit the candidates which is based on their knowledge.

 The importance of recruitment and selection process is that we can help the organization

getting fresh and new talent which will help us in future by recommending new ideas if

needed.

 I also found a better process for recruitment through this project report which will help

me in future.

 The role of recruiter is very important in this process as he/she is the person responsible

for hiring the employees for the organization.

 Also, I got to apply my knowledge practically during every task of the organization what
I studied in theory books.

30
 CONCLUSION

This study suggests that when Recruitment and Selection process is properly established and

implemented then organization will must grow because all the employees will be according to

the requirements. All the independent variables are Recruitment sources, Interviews and

Recruiters are all very important in this process because by the missing of any one factor there is

a chance the whole process will be affected by these factors.

There is no doubt other factors also affect the Recruitment and Selection process but these are

main and require more attention hence I choose these variables.

31
 LEARNING FROM THE STUDY

I learned from the study that HR people are more important to the organization as they are

responsible for the hiring of employees for the organization for required stated by the Manager.

If the Recruitment and Selection process is not properly implemented in the organization then it

might affect the future growth of organization. I experienced the whole Recruitment and

Selection process practically which helped me in gaining knowledge about HR functions what I

did learned from theory books.

Also I learned the various functions performed in the same organization by the employees which

are recruiting, selection, training, development, industry relations, etc.

CONTRIBUTION TO THE SOCIETY

This report will help to the people in understanding the recruitment and selection process

systematically of the organization Gallagher Service Center, LLP, Pune. Also it will help in

understanding the various recruitment sources viz. external as well as internal, functions

performed by the HR person, different activities done in the organization while hiring candidates

for the specific position.

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 Bibliography

MAGAZINES

 Course books of MBA

 Human Resource Management by K. Aswathappa

 Essentials of Human Resource Management by Anjali Ghanekar

SEARCH ENGINES

 www.ajg.com

 www.google.com

 www.scribd.com

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