A PROJECT REPORT ON RECRUITMENT AT

JOBSMART GLOBAL

SUBMITTED TO SINHGAD INSTITUTE OF MANGEMENT FOR PARTIAL FULFILLMENT OF 2 YEARS FULL TIME COURSE POST GRADUATE DIPLOMA MANAGEMENT

SUBMITTED BY SUTAPA DAS (PGDM AICTE HR) (BATCH 2010-12)

UNDER THE GUIDANCE OF Prof. Mrs. Anima Rathod

SINHGAD INSTITUTE OF MANAGEMENT VADGAON, PUNE-411041

DECLARATION

I hereby declare that the project entitled, Recruitment Process accomplished in Jobsmart Global, submitted to Sinhgad Institute Of Management, Pune, for partial fulfilment for the Post Graduation Diploma Management course in Human Resource is my Original work and does not form any part of previously conducted projects.

This information has been used purely for academic purpose.

The span of my research report was from 1 June to 31 July, 2011& during this period, I have put my best of knowledge & effort to create this package.

st

st

The comprehension report is my own & it is only submit to Jobsmart Global(Pune) & SIBM Pune.

Place: Pune

Sutapa Das

Date:

ACKNOWLEDGEMENT

I am overwhelmed while expressing my sense of gratitude towards all those who helped and guided me during the course of this project.

I feel immense pleasure in expressing my sincere and profound sense of gratitude to Mr.Pritesh Shah, Director of Jobsmart Global, for their inspiring guidance and constructive criticism during the course of summer project.

I express my sincere thanks to all the staffs in jobsmart global for their guidance, constant encouragement and constructive criticism.

I am very thankful to Mrs. Anima Rathod, my project guide, of SIOM, Pune for their cooperation and valuable guidance in completing the project.

I express my sincere thanks to our Director Dr. Roopali Jain for inspiring guidance.

Thanks and Regards Sutapa Das

INDEX
Particulars Page No.

Chapter I

INTRODUCTION

Chapter II

PROFILE OF THE ORGANISATION

Chapter III

CONCEPTUAL BACKGROUND

17

Chapter IV

RESEARCH DESIGN & METHODOLOGY

29

Chapter V

DATA PRESENTATION , ANALYSIS AND INTERPRETATION

33

Chapter VI

FINDINGS , SUGGESTIONS AND CONCLUSION

46

ANNEXURE

49

BIBLIOGRAPHY

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Chapter I INTRODUCTION

1.1.

EXECUTIVE SUMMARY

The proposed research entitled Recruitment Process in Recruitment Outsourcing Sector within Pune region, was carried out under the guidance of Prof. Mrs. Anima Rathod in a corporate training firm named Jobsmart global. In this report I have analyzed the core recruitment process in Recruitment Outsourcing Sector in Pune region. Here, I assessed various large scale Construction/manufacturing firms on the basis of their manpower requirements the various openings available in their organisation. The need for skilled and qualified candidates for required positions were analyzed. I used techniques like formal interviews and survey methods through designing a questionnaire that helped me gain the information I needed. In this study the survey of different HRs of our client companies were conducted who were dealing with the recruitment process conducted in these firms. The questionnaire was designed to understand the current requirements keeping in view the Organisational structure in Construction/Manufacturing Sector. While the objective in mind the survey was conducted with major HR of Pune City like, Tooltech, Fosroch Chemicals,Konecranes, Paysquare consultancy, etc.

1.2. OBJECTIVE OF THE PROJECT

The main objective of the project is to analyze the manpower requirement and accordingly conduct the recruitment process in different sectors. I also tried to find out the reasons for outsourcing manpower requirements and formulating & implementing new strategies and study the current trends of recruitment in the recruitment sector. The major objectives of this study are

1. To study the recruitment and selection procedure followed in JOBSMART GLOBAL

2: To study the various sources of recruitment followed in JOBSMART GLOBAL

3: To learn what is the process of recruitment that should be followed for different sectors. 4: To search or headhunt people whose skill fits into the companys values.

1.3. SCOPE OF STUDY Conceptual Scope:

Research on recruitment process in Construction& Chemicals/Manufacturing/IT Sectors in the Pune region helps collect valuable information about the on-going trends in the recruitment sector for this vast market that may help JobsmartGlobal in changing its approach towards it and capturing entering it with bigger potential to succeed. There are many advantages that the company gets from this project report. The findings will help the company in following ways: To understand the expectation and requirements of manpower skills in order to recruit in different sectors. To offer what they are looking for To improve the quality of service To help survive in such major competition To know the requirement of the companies and take immediate action to make good profit. Preparing a project by its nature was quite an interesting task and challenging. I had to sincerely work since the start to gather relevant information.

Geographical Scope:
The research was limited to the Pune region.

Chapter II COMPANY PROFILE

2.1. INTRODUCTION TO COMPANY Jobsmart Global

Company Name: Address:

Jobsmartglobal A-5 Narayan Baug, Opp Noble Hospital. Magarpatta Road, Hadapsar, Pune-28 www.JobsMartGlobal.com

URL:

MISSION
To emerge as the first choice resource for HR requirements by following a multi disciplinary approach that helps our clients create value for their enterprises through the Right Fit people we source.

VISION
To be the best and preferred in the recruitment industry and to deliver efficient services, stringently following ethical business practices

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JobsmartGlobal takes the opportunity to introduce itself as a unique search service provider for right human resources to meet the organizational goals. In our growing global economy, human resources functions are becoming increasingly complex and resource-intensive. For an outsourcing solution to help a company cut costs and manage human resources, a partner is required who understands how to add value to the company. Jobsmartglobal takes the initiative to understand their client
companys goals and culture. Based on this understanding, it places exceptional talent which will provide skills & leadership to achieve the necessary goals. JobsmartGlobal believes recruitment is an ongoing process and values its long term relationships.

Requirement analysis and Process: Jobsmartglobal believes that each requirement or assignment of its client as a special task for them. Thus before they start the actual search for the candidate it understands the whole organization as well as the carrier growth path for the candidate. JobsmartGlobal believes that in business an efficient employee is the greatest asset for the company so to accomplish the accurate search strategy they understand the complete job specification details viz. qualifying criteria, Roles and responsibility, Functional Attributes and Reporting Relationship for that position. At jobsmartglobal they take clients through a process of establishing recruitment goals and candidate screening on the client's behalf once qualified candidates are identified and interviews are set with the client company.

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JobsmartGlobal Clients:

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Partial List of the esteemed clients

Hema Engineering Sermo-Arrk North Based Co. having R&D Division in Pune Collaboration of German and Japanese Co.

Hyperion Systems Engineering Cyprus based company India Max Newyork Life Insurance Co. Ltd. Crystalline Infotech San Telequip Pvt. Ltd. Realty Automations Pvt. Ltd. San Technomentors Pvt. Ltd. Parag Swithgear Vaibhav Electrics Jetline Group of Companies Adroit Infotech Niche Software Solutions Pvt. Ltd. M Logica Inc. T Solutions Process Max Solutions Synechron Technologies Pvt. US Based IT Company Pvt. Vertual Engineering Paysquare Consultancy Ltd. Firstpolicy Insurance Advisors Pvt. Ltd. Country Club India Pvt. Ltd. Swedish Subsidiary

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Alcotech Engineering Ltd. FourJ Development Tools Pvt. US based IT company Ltd. I-Deb Accountancy Paranjape Metal Shapers Pvt Ltd Leading Network System Sudharshan Chemicals Konecranes India Pvt. Ltd. Shinde Developers Pvt. Ltd. Aerole Institute of Business Mgt. Unison Insurance Services MLS Business Center Kamal Jain Trading Services Pvt. Ltd. Wonder Properties TechSys Live Harjai Compunters Pvt. Ltd. Gera Developments Pvt. Ltd. Webworx Outsourcing Shinde Developers Pvt. Ltd. Wonder Properties Pct. Ltd. Fosroc Chemicals India Pvt. Worlds well known construction chemical company Ltd. Opus Infomedia Venus Technology GallagherOffshoreSupport Worlds 4th largest Insurance KPO Broking Chemical Company US based Accounting company

UK Based worlds second largest business center

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Services Ltd. Tooltech Pvt. Ltd. Global Engineering

Our Services Permanent Recruitment Contract Staffing

Infrastructure and Resources We have 1000 sqft. office premises on JM Road, Pune. Currently we have team of 6 recruiter and 1 corporate marketing resources

Verticals: Banking Insurance and financial Services Manufacturing and Engineering FMCG Pharmaceuticals and Chemicals Telecom / ISP IT, ITES and BPO And other industries

Terms and Conditions

Professional Fees For all requirements- Flat 7% Annual CTC (including Services Tax)

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[Note:-The CTC includes Basic, HRA, conveyance, P.F, LTA, Medical and other annual allowances and reimbursement paid annually as gross salary.]

Replacement Terms Any candidates placed through us are subject to replacement, within a period of 3 months provided Payment in full has already been received as per our aforementioned terms.

Payment Terms Payment due upon appointment of candidate(s), payable within 15 days of appointment. You will provide us with the following details of the candidate within 3 days from the date of offer:

(a) Date of joining of Candidate (b) Designation Offered (c) Remuneration/Compensation (CTC) offered

Exclusive Property Terms The profile/CV sent to you shall remain exclusive property of Jobsmart Global for a period of 6 months

We assure you, to provide the best of our attention at all time.

We look forward to hear about your manpower requirement

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Chapter III CONCEPTUAL BACKGROUND

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3.1. INTRODUCTION

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 behaviours The project report is all about recruitment process thats an important part of any organization. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in an organization. Recruitment is the activity that links the employers and the job seekers. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment need are of three types Planned: i.e. the needs arising from changes in organization and retirement policy. Anticipated: Anticipated needs are those movements in personnel, which an organization predict by studying trends in internal and external environment. Unexpected: Resignation, deaths, accidents, illness giving rise to unexpected needs.

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 or organization looking for recruits. 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 centre, through campus graduate recruitment programs, etc. Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. All companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies. The recruitment industry has four basic types of firms. 1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment opportunities. 2). Recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource department or department manager will spend time outside their normal duties reading and screening resumes. A professional recruiter has the ability to read and screen resumes, talk to potential candidates and deliver a selective group in a timely manner.
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3). "headhunters" for executive and professional positions. These firms are either contingency or retained. Although advertising is used to keep a flow of candidates these firms rely on networking as their main source of candidates. 4). Niche agencies specialize in a particular industrial area of staffing. Some organizations prefer to utilize employer branding strategy and in-house recruitment instead of recruiting firms. The difference, a recruiting firm is always looking for talent whereas an internal department is focused on filling a single opening. The advantage associated with utilizing a third-party recruiting firm is their ability to know where to find a qualified candidate. Talent Management is a key component to the services a professional recruiting firm can provide. The stages in recruitment include sourcing candidates by networking, advertising or other methods. Utilizing professional interviewing techniques to understand the candidates skills but motivations to make a move, screening potential candidates using testing (skills or personality) is also a popular part of the process. The process is meant to not only evaluate the candidate but also evaluate how the candidate will fit into the organization. The recruiter will meet with the hiring manager to obtain specific position and type information before beginning the process. After the recruiter understands the type of person the company needs, they begin the process of informing their network of the opportunity. Recruiters play an important role by preparing the candidate and company for the interview, providing feedback to both parties and handling salary/benefits negotiations.

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 process and have conducted a research study through a questionnaire that I got it filled with all the managers of Venus Technology & Jobsmart Global and tried to find out the different methods and various other information related to recruitment and tried to find 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.

Jobsmart Global 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.

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Why outsource?

Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing helps the HR professionals of the organizations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts, time and money on the routine work. Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations.

Advantages
Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as well as the consultancies that provide the service to the corporate. Apart from increasing their revenues, outsourcing provides business opportunities to the service providers, enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise. The advantages accruing to the corporate are:

turning the management's focus to strategic level processes of HRM accessibility to the expertise of the service providers freedom from red tape and adhering to strict rules and regulations optimal resource utilization Structured and fair performance management. a satisfied and, hence, highly productive employees value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organizations and the consultancies to grow and perform better.

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Recruitment Operations
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

Preparing the job description and person specifications Outsourcing openings to various consultancies Short-listing and identifying the prospective candidate with required characteristics sent by an outsourced vendor Arranging the interviews with the selected candidates. Conducting the interview and decision making on prospective employment. The recruitment process is immediately followed by the selection process i.e. the final interview and decision making, conveying the decision and the appointment formalities.

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3.2Recruitment Steps

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Steps

Step 1: Generating interest in the client's organization Step 2: Generating interest in job profile Step 3: Generate interest in compensation & benefits Result A: Candidate acknowledges interest Step 4: Brief interview - validate key skills & experience required Step 5: Schedule onsite interview with Human Resource Department stress importance of being on-time & to call at least a day in advance to re-schedule

Step 1

Reason for call Your CV forwarded to us through a portal / reference / headhunting Trying to assess if you are a possible fit for a career or senior opening with one of our clients. Is this a good time to have this conversation? Generating interest in the client's organization by saying: Let me tell you a bit about the organization where there is an opening Give details about the client's organization Our culture is very open and fun loving with freedom to work but demands responsibility Our policies are people oriented and we offer excellent compensation and benefits

Step 2

Generating interest in job profile by: Highlighting important and key areas of the organization's functioning. Speak about the roles and responsibilities and mention the details on the Job Description

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Step 3
The position offers very competitive compensation and benefits compared to leading players in the industry. The offer will give full consideration to your skill and experience, and your ability to deliver results

Step 4: Brief Interview

Education & Training Check the candidates education and training details Your Experience Key Focus Areas Ask the candidate about his job profile so far. Check if his skill sets match the requirement

Step 5

If candidate matches our needs - schedule an interview with the client. To schedule interview: Tell the candidate that you would like him/her to come in for an interview Ask the candidate which day of the week and what time during the day would he can come Fix up an appropriate time with the candidate Remind the candidate about coming 10 minutes before time and need to call at least a day in advance to reschedule

Note candidates response to scheduling interview, & his/her eagerness for the interview Communicate interview schedule to all interviewing managers in advance with Resume and feedback
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Step 6

After interview call the relevant person on the client's side and take a feed back. If feedback is positive the call the candidate and request for his latest salary slip and forward the same to the client. An offer is prepared and given to the candidate and the joining date is decided.

If the candidate is not selected or if he does not take up the offer then initiate the search process again.

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The Recruitment Process:

The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made.

Identify Vacancy from the various department Prepare Job Description and person Specification Advertise- Channels are 1.Company website 2. Local Agency 3.Through Referral 4.Data Bank (Direct CV received from the Candidate 5. Advertisement (News Paper)

Screening the CV- 1.check the Interest of the candidate , Either he ready to work accept our salary range or not.

Short-listing Send to the Concern Request Center for their Interview Schedule After Interview

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 Conduct The Interview Decision Making Convey The Decision Appointment Action

When there is a Job Opening, Step 1 - Recruitment * publish ads to let others know of the job openings. * Invite applications from various sources like consultants, referrals, online portals etc, * Screening of resumes * Filter candidates who may be suitable for that particular job. Step 2 - Selection * Conduct Interviews * Reference checks * Select the best of the best from the rest.

recruitment - defining specification selection-selecting candidates defining specifications- job specifications and person specification selecting candidates- interviewing, communicating and offers

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Chapter IV RESEARCH DESIGN AND METHODOLOGY

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4:RESEARCH METHODOLOGY

The word research from the Latin word means to know. It is a systematic and a replicable process that identifies and defines problems, within specified boundaries. It employs well-designed method to contribute to generalized knowledge.

4.1. RESEARCH DESIGN:

A research design is the logical and systematic planning and directing of piece of research. It attempts to integrate various aspects of the research study. It brings the various phases of research under the control of the researcher. The design also takes in account the availability of time, energy and other resources at disposal. The word design suggests a research plan or design in purposive. It also brings out the interrelationship between all these phases and highlights the implication of every step with reference to the previous as well as further steps in study. It thus helps the researcher to better appreciate the study in its totality. 1. Research approach Survey 2. Data source Primary & Secondary 3. Research instrument Questionnaire 4. Sampling plan 5. Data analysis

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4.2. Sources of Data Collection: A. Primary Source

In primary data collection, you collect the data yourself using methods such as interviews and questionnaires. The key point here is that the data you collect is unique to you and your research and until you publish, no one else has access to it. There are many methods of collecting primary data and the main methods include: Questionnaire Interview Observations Focus Groups Case-study

I collected the primary data for the research by formulating a questionnaire and also interviewing my samples to get a much precise and in-depth knowledge about my subject.

B. Secondary Source
Secondary data is data collected by someone other than the user. Common sources of secondary data collection include censuses, surveys, magazines, websites, newspapers, journals, organizational records and data collected through qualitative methodologies or qualitative research. Primary data, by contrast, are collected by the investigator conducting the research. I collected the primary data for the research from discussion forums on the internet and through organizational records.

Research Method:
I was given to research on the manufacturing companies in order to find out their present recruitment process, analyse them in order to work with them in recruiting candidates. Thus this research was a Descriptive research where samples being the HR of the different Companies were question by me to study the industry recruitment policies, requirements and their dependence on a third party consulting firm.

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4.3. Sample Description:

I was given the manufacturing sector to investigate the recruitment strategies. Within the Pune region there were around 35-40 big manufacturing firm that could be spotted as our prospects. Out of these only the ones that had some requirements or were seen as leads were approached with a personal interview and a questionnaire which numbered around 30. Thus my Sample Size was 30

Sampling Method:
The technique of Judgment and convenient sampling was used as the respondents were selected on the basis of their availability that filled our required criterion.

3.4. Geographical Coverage:

The research was conducted on the HR of manufacturing companies located within the Pune geographical area.

3.5. Tools for Data Analysis:

Data Analysis was done using graphical representation using the Pie Charts with the help of MS-Excel.

3.6. Research Time:

The study was completed in the period of 2 months that lasted from 9/5/11 to 9/7/11.

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Chapter V DATA ANALYSIS

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5. DATA ANALYSIS

Question 1: When are the resources needed and forecasted in a Company?

Time Yearly Quarterly Not fixed Total

No. Of Respondents 6 18 6 30

% of Respondents 20 50 30 100

Time
20%

50% Quaterly Not Fixed 30% Yearly

Interpretation:It was observed that 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they dont have any fixed time where as 20% go for yearly.
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Question 2: How often Companies interested in outsourcing their recruitment

services?

Option Companies outsourcing recruitment Not outsourcing Total

No. Of Respondents 10 20 30

% of Respondents 33 67 100

% of respondent

33%

Outsourcing 67% Not Outsourcing

Interpretation:It was observed that 33 % of companies outsource their recruitment services while rest 67% do not outsource.

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Question 3: Is your company tied up with any other recruitment consulting agency?

Recruitment Services YES No Total

No. Of Respondents 14 16 30

% of Respondents 42 58 100

% of respondents

42%

58%

YES NO

Interpretation:It was observed that 42% of the companies were already tied up with other recruitment agency and 58% of the companies were not.

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QUESTION 4: What are the sources for recruitment and selection generally used in the Companies?

Sources Internal External Both Total

No. Of Respondents 3 5 22 30

% of respondents 9 18 73 100

Sources
9% 18% Both External 73% Internal

Interpretation:It was observed that 73% of the HR manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.

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Question 5: What are the different sources for external recruitment used by the companies?

Option Campus recruitment Placement Agencies Private Organisations Public Organisation Total

No. Of Respondents 9 11 5 9 30

% of respondents 27 32 23 18 100

% of respondents
18%

27% Campus

23%

Placement Private 32% Public

Interpretation:It was observed that 27% of the companies go for Campus recruitment, 32% through placement agencies,18% from private organisations and 23 % from public organisations

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Question 6: How many rounds of interviews are conducted by the companies?

No. Of interviews 2 3 <4 Total

No. Of Respondents 10 12 8 30

% of Respondents 33 27 40 100

Column1
27%

33%

2 3 <4 40%

Interpretation:It was observed that 33%of the companies take two round of interviews, 27% take three round of interviews and 40% take more than four round of interview.

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Question 7: Is there any current manpower requirement in the company?

Company Openings YES NO Total

No. Of Respondents 10 20 30

% of Respondents 33 67 100

Company Openings

33%

YES 67% NO

Interpretation:It was observed that 33%of the companies had manpower requirements and 67% didnt had any opening to give

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Question 8: What are the different tools & techniques of recruitment used by the companies?

Tools & techniques Personal Interview Aptitude + Personal Interview Aptitude + Group Discussion +Personal Interview Total

No. Of Respondents 6 11 13 30

% of Respondents 20 37 43 100

Recruitment Steps

20% 43% Personal Interview Aptitude + Personal Interview Aptitude + Group Discussion +Personal Interview

37%

Interpretation:Through the research it was observed that 20% of the companies take direct personal interview, 37% of the companies conduct aptitude and personal interview and 43% of the companies conduct first aptitude then group discussion and then personal interview.

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Question9: What would be the preferred venue of the Interviews to be conducted? Option Compnay premises Jobsmart Global Office Total No. Of Respondents 20 10 30 % of Respondants 62 38 100

Venue

33%

Company premises 67% Jobsmart global Office

Interpretation:It was seen that 67 % of the companies prefer to schedule the interviews in their own premises and 33% of the companies prefer coming to Jobsmart Globals office for the same.

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Question 10: Rating of Jobsmart Global recruitment services by the companies out of 5(5 being the Best and 1 being the Least)

Rating Between 0-2 Between 2-4 5 Total

No. Of Respondents 5 17 8 30

% of Respondents 17 56 27 100

Rating

27%

17%

Between 0-2 Between 2-4 5 56%

Interpretation:When asked for a rating it was seen that 17% of the companies gave a rating between 0-2 to Jobsmart Globals services, 56% of the companies gave a rating of 2-4 and 27% of the company gave rating of 5 to Jobsmart Gloabl.

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Question 11: Did Jobsmart Global meet up the expectations of the companys desired profile of the candidates?

% of respondents

40%

60%

YES No

Interpretation:After fulfilling the given requirements of the company, through the research it was seen that 60% of the companies were satisfied with the given candidates profile and 40% were not.

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Question 12: Did Jobsmart Global pertain to all your recruitment need successfully?

Option Always Sometimes Not Always Total

No. Of Respondents 11 11 8 30

% of Respondents 36 37 27 100

% of respondents

27% 36% Always Sometimes Not always 37%

Interpretation:It has been observed that 36% of the companies get what they need completely from Jobsmart Global, 37% of the companies find that Jobsmart Global did meet all the needs to some extent and 27% of the companies stated that the given needs where not fulfilled.

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Chapter VI FINDINGS & SUGGESTIONS

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Findings

The major finding of my study included: There are many companies that are unaware of the firms existence This sector being a service sector is a very profitable sector if the right tools are availed.

The recruiters for recruitment trainings in this sector are mostly experienced recruiters. The companies with very high turnovers manage their recruitments internally

The companies with very low turnovers in order to cut down costs takes the help of third party recruitments. The Companies deals with multiple third party agencies for fulfilling heavy requirements.

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Suggestions:

The suggestions I put forth for my company were: Jobsmart Global should renew its company policies. The company should formulate a better marketing strategies

It must have sufficient sources of recruiters for every different part of the industry specialised. It should approach the middle scale companies and growing small companies first for its growth in the market.

Advanced tools and more skilled and experienced staff is required to perform in more specialised and huge requirements with the right approach. Requires proper knowledge and training given for the different industries in the market before working with them. Division of Work as per expertise and experience should be done for all the separate industry work.

Before commencing on the present requirement a detailed study and a meeting with the HR concerning recruitment should be consulted to know the exact expectation of the relevant candidate required.

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ANNEXURE

49

QUESTIONNAIRE FOR THE RESEARCH

1: When are the resources need and forecasted by the Company? Quarterly Monthly Annually

2: How often Companies interested in outsourcing their recruitment services?

Company Outsourcing recruitment Not outsourcing

3: Is your company tied up with any other recruitment consulting agency?

YES NO

4: What are the sources for recruitment and selection generally used in the Companies? Internal External Both

5: What are the sources for external recruitment among the following

Campus interviews Placement agencies Private employment agencies Public employment agencies

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6: How many rounds of interviews are conducted by the companies? 2 3 >4

7. Is there any current Manpower requirement in the company? Yes No

8: What are the different tools & techniques of recruitment used by the companies? Personal Interview Aptitude and Personal Interview Aptitude, Group Discussion and Personal Interview

9: What would be the preferred venue of the Interviews to be conducted?

Companys Premises Jobsmar Globals Office

10: Rating of Jobsmart Global recruitment services by the companies out of 5(5 being the Best and 1 being the Least) 0-2 2-4 5

11: Did Jobsmart Global meet up the expectations of the companys desired profile of the candidates? Yes No

12: Did Jobsmart Global pertain to all your recruitment need successfully? Always Sometimes Not Always

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BIBLIOGRAPHY

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Websites: www.google.com www.scribd.com www.pagalguy.com www.wikipedia.com www.citehr.com

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