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Certified that this project report “The study of selection & recruitment process in DLF Ltd. &
its effectiveness” is the bonafide work of “NEERAJ NEGI” who carried out the project work
under the supervision of MR.MANOJ KUMAR
SIGNATURE SIGNATURE
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DECLARATION
I hereby declare that the project work entitled “The study of selection & recruitment process
in DLF Ltd. & its effectiveness” submitted to the GURU GOVIND SINGH INDRAPRASTH
UNIVERSITY, is a record of an original work done by me under the guidance of Mr. Manoj
Kumar, Faculty Member, Lingya’s Lalita Devi Institute Of Management & Sciences and this
project work has not performed the basis for the award of any Degree to the best of my
knowledge.
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ACKNOWLEDGEMENT
I owe a great many thanks to a great many people who helped and supported me during the
writing of this report. My deepest thanks to Lecturer, Mr. Manoj Kumar (the Guide of the
project for guiding) for correcting various documents of mine with attention and care. He has
taken pain to go through the project and make necessary correction as and when needed. I
express my thanks to the hod of, BBA, for extending his support. My deep sense of gratitude to
Mr. Sudhanshu Bushan (division Supervisor), DLF Ltd. support and guidance. I am also
gratefully acknowledged to help rendered by Mr. Ajay Gauri Officer HR, DLF Ltd., who was
always there to provide guidance whenever required. Thanks and appreciation to the helpful
people at DLF Ltd, for their support. I would also like to thank my Institute and my faculty
members without whom this project would have been a distant reality.
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PREFACE
The course of BBA require one to undergo a summer internship with the end of the 2 nd year , so
as to get a practical knowledge and understanding the practical aspects Of all the theories read. It
helps us to make the best use of our skills and intelligence so as to make a better research report.
It is really the most important thing during the course of the study.
The purpose of my research project was to study the Recruitment and Selection process and its
use in selecting the right candidates. It was a continuous learning experience as I got to know
different kinds of Recruitment procedure, how they are conducted and are beneficial.
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TABLE OF CONTENTS
1 ACKNOWLEDGEMENT 3
2 PREFACE 4
3 EXECUTIVE SUMMARY 6
4 INTRODUCTION 7 to 45
a. RECRUTMENT
b. SELECTION
c. COMPANY PROFILE
d. BUSINESS POLICY
e. VISION, MISSION & VALUES
f. SWOT ANALYSIS
g. RECRUTMENT & SELECTION PROCESS AT DLF
h. STEPS INVOLVES IN EMPLOYEES SELECTION IN
DLF
i. EFFECT OF RECESSION OM RECRUTMENT &
SELECTION PROCESS
j. STRATEGIES OF SUCESSFUL RECRUTMENT
PROCESS
5 OBEJECTIVES OF PROJECT 46
6 RESEARCH METHODOLOGY 47
8 LIMITATIONS 57
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10 BIBLOGRAPHY 62
11 APPENDIX 63 to 64
a. QUESTIONAIRS
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EXECUTIVE SUMMARY
Human Resource Planning is a vital ingredient for the success of the organisation in the long run.
Online recruitment has become de rigueur, and both companies and candidates applaud its ease
of application.
The objectives of Human Resource Department are Human Resource Planning, Recruitment and
Selection, Training and Development, Career planning, Transfer and Promotion, Risk
Management, Performance Appraisal and so on. Each objective needs special attention and
proper planning and implementation. With reference to this context, this project is been prepared
to put a light on Recruitment and Selection process. This project includes Meaning and
Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of
Recruitment Process, Recruitment Tips. Sources of Recruitment through which an Organisation
gets suitable application. Scientific Recruitment and Selection, which an Organisation should
follow for right manpower. Job Analysis, which gives an idea about the requirement of the job.
Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview,
Common Interview Problems and their Solutions.
In this project we also study the effect of recession selection and recruitment process and also the
different constraint of recruitment and selection process in Delhi Land Finance Ltd.
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INTRODUCTION
The human resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so, they have to keep the
present as well as the future requirements of the organization in mind. Recruitment is distinct
from Employment and Selection. Once the required number and kind of human resources are
determined, the management has to find the places where the required human resources are/will
be available and also find the means of attracting them towards the organization before selecting
suitable candidates for jobs. All this process is generally known as recruitment. Recruitment is
however not just a simple selection process but also requires management decision making and
extensive planning to employ the most suitable manpower. Competition among business
organisations for recruiting the best potential has increased focus on innovation, and
management decision making and the selectors aim to recruit only the best candidates who
would suit the corporate culture, ethics and climate specific to the organisation.
Human Resource Management theories focus on methods of recruitment and selection and
highlight the advantages of interviews, general assessment and psychometric testing as employee
selection processes. The recruitment process could be internal or external or could also be online
and involves the stages of recruitment policies, advertising, job description, job application
process, interviews, assessment, decision making, legislation selection and training (Korsten
2003, Jones et al, 2006). Examples of recruitment policies within healthcare sector and business
or industrial sectors could provide insights on how recruitment policies are set and managerial
objectives are defined. Successful recruitment methods include a thorough analysis of the job
and the labor market conditions and interviews as well as psychometric tests to determine the
potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews
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and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced
applicants and corporate social responsibility (CSR). Other techniques of selection that have
been described include various types of interviews, in tray exercise, role play, group activity, etc.
Recruitment is almost central to any management process and failure in recruitment can create
difficulties for any company including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in
management decision making and the recruitment process could itself be improved by following
management theories. The recruitment process could be improved in sophistication with Rodgers
seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems for different
professions and specializations have been given. A new national selection system for
psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.
Recruitment is however not just a simple selection process and requires management decision
making and extensive planning to employ the most suitable manpower. Competition among
business organizations for recruiting the best potential has increased focus on innovation, and
management decision making and the selectors aim to recruit only the best candidates who
would suit the corporate culture, ethics and climate specific to the organization (Terpstra, 1994).
This would mean that the management would specifically look for potential candidates capable
of team work as being a team player would be crucial in any junior management position.
Human Management resource approaches within any business organization are focused on
meeting corporate objectives and realization of strategic plans through training of personnel to
ultimately improve company performance and profits (Korsten, 2003). The process of
recruitment does not however end with application and selection of the right people but involves
maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and
selection and involvement of qualified management team, recruitment processes followed by
companies can face significant obstacles in implementation. Theories of HRM may provide
insights on the best approaches to recruitment although companies will have to use their in house
management skills to apply generic theories within specific organizational contexts.
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The process of recruitment does not however end with application and selection of the right
people but involves maintaining and retaining the employees chosen. Despite a well drawn plan
on recruitment and selection and involvement of qualified management team, recruitment
processes followed by companies can face significant obstacles in implementation. Theories of
HRM may provide insights on the best approaches to recruitment although companies will have
to use their in house management skills to apply generic theories within specific organizational
contexts.
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RECRUITMENT
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin
B. Flippo defined recruitment as “the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.” In simple words recruitment can be
defined as a ‘linking function’-joining together those with jobs to fill and those seeking jobs.
The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes and needs are:
Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities.
Help increase the success rate of the selection process by reducing the number of visibly,
under qualified or overqualified job applicants.
Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
Search for talent globally and not just within the company.
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SELECTION
Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the
applicant proceeds to the next one. The time and emphasis place on each step will definitely vary
from one organisation to another and indeed, from job to job within the same organisation. The
sequence of steps may also vary from job to job and organisation to organisation. For example
some organisations may give more importance to testing while others give more emphasis to
interviews and reference checks. Similarly a single brief selection interview might be enough for
applicants for lower level positions, while applicants for managerial jobs might be interviewed
by a number of people.
Importance of Selection
The term selection denotes a choice of one or some form amongst many. The vital importance of
making the right selection of staff for any enterprise cannot be overemphasized. While selecting
employees it should be born in mind that they are the greatest source of an organization.
Building and money are always secondary. The critical element is always the spirit team work
and the skill of the organization’s personnel.
The selection produced adopted by an organization is mostly tailor made to meet its particular
needs.
First, the nature of selection, whether faulty or safe, because a faulty selection affects not only
the training period that may be needed, but also results in heavy expenditure on the new
employee and the loss that may be incurred by the organization in case the job-occupant fails on
his job.
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Second, the policy of the company and the attitude of the management. As a practice some
companies usually hire more than the actual number needed with a view to removing the unfit
persons from the jobs.
Third, the length of the probationary or the trial period. The longer the period the greater the
uncertainty in the minds of the selected candidate about his future.
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COMPANY PROFILE
THE LOGO
DLF is a name synonymous with leadership, trust, quality and reliability. Built on a strong
pedigree and established reputation, the Group combines on impeccable record of performance
with innovation and leadership in the real estate industry.
DLF Universal Limited considered being the pioneer and market leader in India’s real estate
business has completed projects of over 35 million sq. ft. across its residential, commercial and
retail businesses. Founded in 1946, it has been responsible for the development of 21 urban
colonies aggregating 5,816 acres, as well as an entire integrated 3,000-acre township - DLF City;
and is now well poised to reinforce its strong national position with significant projects across
major cities and emerging destinations of the country.
With over six decades of experience in the real estate business, the group is capitalizing on
emerging market opportunities to deliver high-end facilities and projects to its wide base of
customers by constantly upgrading its internal skills and resource capabilities. In line with its
current expansion plans, the DLF Group has over 130 million sq. ft. of development across its
businesses, including accomplished and on-going projects. This comprises over 28 million sq. ft.
of projects that the group has executed under its home, offices and shopping mall segments.
The success of the DLF Group can be attributed to its implementation of successful business
models which include development of innovative business strategies, strengthening its
professional resources and driving market penetration that is adaptive to local market needs.
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The DLF Group is the only company in India in the Consumer validated category from the real
estate sector to be awarded the distinction of ‘Superbrand’ ranking. And all this is due to its
mammoth contribution to the real estate sector; that has not only made significant inputs in the
residential and commercial property segment but has also made noteworthy advancement in
pursuing new business opportunities in hotel, infrastructure and SEZs. With its joint venture with
Laing O’Rourke, it plans to make its foray into the sectors of expressways and airports.
Exceeding over 250 million sq. ft. of accomplished projects across the country and 100
million sq.ft of on-going projects; DLF also plans to develop around 100,000 acres of land over
the next couple of years, nationally. With the growth of the Indian economy and the increase in
corporate Cushman & Wakefield and consumer incomes, combined with the growing foreign
investment in the real estate sector, DLF envisages significant opportunities for growth in the
realty business.
Strengths:
Six decades in the real estate business and reputation for providing prompt payment to
landowners upon the acquisition of its land, developing and completing projects in a timely
manner and conducting its business with transparency has created a relationship of trust with its
customers and suppliers.
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With its extensive land reserves under development aggregated 1,372 acres representing
approximately 102 million square feet of developed area or area available for development; it is
estimated that it will be able to develop over 118 million square feet of saleable or lettable area.
Besides that, the strategic positioning of its projects and scale of operations make DLF the
indispensable leader in the real estate business. Also, innovative techniques and offering new
designs and concepts in real estate developments make DLF stand out amongst the real estate
fraternity.
The story behind the DLF Delhi Land & Finance, or DLF, is a company set up by DLF chairman
Mr. Kushal Pal Singh's father-in-law, Chaudhary Raghvendra Singh. The company at that time
had developed no fewer than 21 colonies in Delhi between 1947 and 1961, which was taken over
by the Delhi Development Authority. That had forced DLF to diversify into batteries, cables and
so on.
Six decades later, DLF has invested close to Rs 80,000 crore in projects running into 100 million
square feet. The group has made remarkable contribution in the evolution of the sleepy adjacent
city of Gurgaon to the 'investor's destination' of India. Their foresightedness in identifying
Gurgaon as the next logical extension of Delhi proved to be their biggest advantage, as they were
the ones to make the first move in Gurgaon real estate.
However, DLF’s role in confirming the visit of Jack Welch, the CEO of GE to India on the
invitation of Rajiv Gandhi the then Prime Minister of India proved to be the biggest turnaround
for DLF and Mr. K. P. Singh. Welch was not only struck by the country's trained manpower and
started thinking in terms of outsourcing back office work to India; but also set up GE's first
office at Gurgaon.
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HISTORY OF DLF
The DLF Group was founded in 1946. We developed some of the first residential colonies in
Delhi such as Krishna Nagar in East Delhi, which was completed in 1949. Since then we have
been responsible for the development of many of Delhi’s other well known urban colonies,
including South Extension, Greater Kailash, Kailash Colony and Hauz Khas.
Following the passage of the Delhi Development Act in 1957, the state assumed control of real
estate development activities in Delhi, which resulted in restrictions on private real estate colony
development. We therefore commenced acquiring land at relatively low cost outside the area
controlled by the Delhi Development Authority, particularly in the district of Gurgaon in the
adjacent state of Haryana.
This led to our first landmark real estate development project – DLF Qutab Enclave, which has
now evolved into DLF City. DLF City is spread over 3,000 acres in Gurgaon and is an integrated
township, which includes residential, commercial and retail properties in a modern city
infrastructure with schools, hospitals, hotels and shopping malls. It also boasts of the prestigious
DLF Golf and Country Club with night golfing facilities.
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Company policy of DLF
We at DLF are committed to produce high standard infrastructure and provide satisfaction of
World class quality.
Our Aim is to maximize the customer’s Satisfaction and this is achieved through Quality
product, continuous improvement and motivated employees.
BUSINESS PRINCIPLES
Continuous Improvement.
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LOGO OUR ETHOS
The pyramid symbol and the mission line 'Building India’ is collectively referred to as the DLF
Logo.
The company's name is represented in black capital letters. The typeface represents the solidity
of the enterprise; emphasizes accountability, responsibility as being a strong and integral part of
the Group's ethos.
The pyramid depicts nine smaller pyramids; each composes itself into a larger pyramid all-
encompassing in nature and presentation. The pyramid itself and the component pyramids
convey cohesion, interdependence, support and foundation, to a common purpose and to achieve
greater heights.
The words ’BUILDING INDIA’, is in capitals like the company’s name, and at once conveys
DLF’s mission and vision. It is an intrinsic reflection of the Group’s commitment and its 60-year
heritage.
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DLF Real Estate
Delhi Land & Finance, or DLF, is a company set up by DLF chairman Mr. Kushal Pal Singh's
father-in-law, Chaudhary Raghvendra Singh. The company at that time had developed no fewer
than 21 colonies in Delhi between 1947 and 1961, which was taken over by the Delhi
Development Authority. That had forced DLF to diversify into batteries, cables and so on.
Six decades later, DLF has invested close to Rs 80,000 crore in projects running into 100 million
square feet. The group has made remarkable contribution in the evolution of the sleepy adjacent
city of Gurgaon to the ‘investor’s destination’ of India. Their foresightedness in
identifying Gurgaon as the next logical extension of Delhi
proved to be their biggest advantage, as they were the ones to
make the first move in Gurgaon real estate.
Almost overnight, Gurgaon had turned from a sleepy village to a throbbing hub of commercial
activity. DLF which started its business then with a new lease has definitely come a long way
since then - from townships, shopping malls and commercial space to hotels, special economic
zones and infrastructure projects.
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DLF in India's Real Estate Growth
Residential
Commercial
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Retail:
Hotel: With the growth of economy, India is emerging as a major business, tourism and sports
event destination; causing traffic to pour in from across the globe. This has led to the demand for
hotels in mostly in the cities.
DLF group foresees that with the rise in demand for rooms expected to grow by approximately
4% in 2006-07; the investment in the premium segment of the hotel industry will be between Rs
20-23 billion in the aggregate over the next five years. Keeping in view, the exponential growth
opportunities in the sector DLF intends to develop hotels in four star, five star and deluxe
segments.
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Infrastructure
DLF foresees significant growth opportunities in the infrastructure sector which are expected
through the route of Public-Private Partnerships (PPP). Though there is a significant size of
investments earmarked by the government and there are tremendous opportunities in the sector
for private players to contribute in the nation’s growth, DLF has marked down the sector as it
anticipates the infrastructure vertical to create new source of revenues and growth to the group.
The key focus areas of vertical are construction of expressways, highways, airports and other key
infrastructure projects.
SEZ
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VISION, MISSION & VALUES
DLF Vision
To contribute significantly to building the new India and become the world’s most valuable real
estate company.
DLF Mission
To build world-class real-estate concepts across six business lines with the highest standards of
professionalism, ethics, quality and customer service
DLF Values
Compliance and respect for all community, environmental and legal requirements.
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MILESTONES
The largest real estate developer in India with 266 million square feet worth of developed and
under development projects.
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OTHER BUSINESSES
Project Locations
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AWARDS
DLF was chosen as the leader in the 'Building & Construction - Real Estate' category, in the 2nd
NDTV Profit Business Leadership Awards held in New Delhi on July 27 2007. This award
reaffirms DLF's leadership position and underlines the contribution made by DLF in the real
estate sector.
In order to meet challenges of the future and to leave an indelible mark on the industrial scenario,
DLF group structured along shopping centers, luxury malls, DT cinemas, hotels, DLF SEZs.
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IN THE POLICY OF THE COMPANY
To provide them Harmonious & safe working conditions, in time salary, canteen
& chilled dirking water facilities, interest free loan & timely overtime payment.
All facilities are available to workers e.g. Medical, Canteen, Loan etc.
management has in regular interaction with employees & due to this outside
interference is minimized and workers are not getting carried away with outside
issues. Thus Union activities have no scope to develop.
Take care for its employees in their Hardships at work and family level. feeling of
togetherness is developed which has alleviated various problems of workers.
Educate & Train employees to make them feel a part of the organization.
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SWOT ANALYSIS
Strength is defined as any internal asset, technology, motivation, finance, business links, etc
that can help to exploit opportunities and to fight off threats.
Opportunity is any external circumstance or characteristic which favours the demand of the
system or where the system is enjoying a competitive advantage.
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Strength
Weakness
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Opportunities
Continuous private sector housing boom will create more construction opportunities.
Public sector projects through Public Private Partnerships will bring further
opportunities.
Developing supply chain through involvement in large projects is likely to enhance
the chances in construction.
Renewable energy projects will offer opportunities to develop skills and capacity in
new markets.
More flexible training delivery techniques are now available.
Financial supports like loan and insurance and growth in income of people is in
support of construction industry.
Historical cultural heritages like the TAZ MAHAL encourage and provide a creative
platform for the industry.
Remote areas in the country are easily accessible and plenty of land is available in the
country.
Threats
Long term market instability and uncertainty may damage the opportunities and prevent
the expansion of training and development facilities.
Current economic situation may have an adverse impact on construction industry.
Political and security conditions in the region and Late legislative enforcement measures
are always threats to any industry in India.
Infrastructure safety is a challenging task in construction industry.
Lack of political willingness and support on promoting new strategies
Natural abnormal casualties such as earth quake and floods are uncertain and can prevent
the construction boom.
Inefficient accessibility in planning and concerning the infrastructure and signs.
Competitors are emerging in the industry by leaps and bounds.
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Recruitment and selection process at DLF in 2010
Recruitment Process:
6 2
5 3
1. Identify vacancy
4. Employee referral
5. Job portal
6. Consultants
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Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions
for recruitment from any department of the company.
the position in the company, including the job title of the person to whom the employee
will report and of those who will report to them, if any
A person specification is not a legal requirement but will be useful when writing a job
advertisement and defining the qualities you are looking for in a candidate. Include the
knowledge, experience and skills you would like them to have, separating those which
are essential for the job from those which are desirable. It's essential not to discriminate -
see our guide on how to prevent discrimination and value diversity.
The process of looking inside the organization for existing qualified employees who
might be promoted to higher-level positions.
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lower level position to a higher level position. It is accompanied by changes in duties,
responsibilities, status and value. Internal promotions and transfers certainly allow them
a greater scope to experiment with their careers, kindling ambitions and motivating them
to take a shot.
Employee referral
It is a recruitment method in which the current employees are encouraged and rewarded
for introducing suitable recruits from among the people they know. The logic behind
employee referral is that “it takes one to know one”. Benefits of this method are as
follows:
Quality Candidates
Cost savings
On the other hand it is important for an organization to ensure that nepotism or favouritism
does not happen, and that such aspects do not make inroads into the recruitment process.
job portal
The emergence of vertical search engines, allow job-seekers to search across multiple
website. Some of these new search engines index and list the advertisements of
traditional job boards. These sites tend to aim for providing a one-stop shop for job-
seekers. However, there are many other job search engines which index pages solely
from employers website, choosing to bypass traditional job boards entirely. These
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vertical search engines allow job-seekers to find new positions that may not be
advertised on traditional job boards, and online recruitment website.
Consultants
Several recruitment consultancy like S.B. Billimoria Co,a.f ferguson etc. provide
recruitment and selection services. Several private consultancy firms perform
recruitment functions on behalf of client companies by charging a fee. These agencies
are particularly suitable for recruitment of executives and specialists. It is also known as
RPO (recruitment Process Outsourcing).
1. Identify vacancy
2. Prepare job description and person specification
3. consultants
4. job portal
5. employee referral
Hiring a consulting firm can be a very cost-effective way to improve a company's bottom
line. Previously, it was thought that consulting firms were too pricey and cost-prohibitive.
Companies are now taking into account what it would cost to have the same level executive
on staff, and the realization occurs that much money can be saved by bringing in a consulting
firm for a short time to overhaul an organization's systems and tackle any tough issues at
hand.
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Steps involved in employee selection in DLF Ltd. may be
described as under:
1. Preliminary Interview: First of all, initial screening is done to weed out totally
information about the nature of the job and the organization. Necessary information is
also elicited from the candidates about their education, skills experience, salary expected,
etc. if the candidate is found suitable, he is selected for further screening. Preliminary
interview saves time and efforts of both the company and the candidate.
2. Application Blank: Application form is traditional and widely used device for collecting
information from candidates. The application form should provide all the information
relevant to selection. But reference to caste, birth, religion, birth place may be avoided as
following information.
(b) Personal Information- Age, sex, place of birth, marital status, dependents etc.
(f) Experience – Jobs Held, employers, duties preferred, salary drawn, etc.
(g) References
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Application form helps to serve objectives. First scrutiny of the form helps to weed out
candidates who are lacking in education, experience, or some other eligibility taints.
contained in application forms can be stored for future reference. Application form duly
3. Selection Test: Psychological tests are being increasingly used in employee selection. A
also provides a systematic basis for comparing the behavior, performance and attitudes
of two more persons. Tests are based on the assumption that individuals differ in their job
related traits which can be measured. Tests help to reduce bias in selection by servicing
and the job. Tests may also reveal qualifications which remain covered in application
Useful when the number of applicants is large. Further, tests will be useful only when
selection it involves a personal, observational and face to face appraisal of candidates for
complete without one or more personal interviews. The information collected through
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A selection interview serves three purposes: (a) obtaining information about eh
background, education, training, work history and interests of the candidate; (b) giving
information to candidates about the company, the specific job and personnel policies; and
(c) establishing a friendly relationship between the employer and the candidate so as to
5. References Check: The opinion of referees can be useful in judging the future
6. Final Approval: In most of organization, selection process is carried out by the human
candidates short listed by the department are finally approved by the executives of the
mentioning the post, the rank, the salary grade, the date by which the candidate should
join and other terms and conditions in brief. In some organization a contact of service on
judicial paper is signed by both the candidate and the representative of the organization.
performance during this period the candidate is finally confirmed in the job on permanent
basis or regularized.
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Effect of recession on recruitment and selection process
The recruitment strategy of the DLF is the first document to change during the recession. The
company would like to continue in the current recruitment strategy, but the job candidates
The recession makes the recruitment process very hard. The job market is full of the average
job candidates, who apply for every job position, but the majority of the companies are
Strategic initiatives to increase the productivity and efficiency of the whole organization.
Before recession the DLF is hiring around 90 employees in a month. After the recession
in the market as compared to previous year the new joiners are 30 employees in 3 month
i.e. DLF is know hiring only 1/6 th of employees as compared to previous year. That has
result in:
1. Quality Hiring
3. Cost saving
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Strategies for successful recruitment process
Recruitment and selection is not only about choosing the most suitable candidate. The
recruitment and selection experience can also impact on the likelihood that a candidate
will accept a job offer and on their commitment to remaining with the organization.
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The recruiter
A range of people within an organization may be called upon to act as recruiters (i.e., to
answer telephone enquiries, conduct interviews, etc.). A recruiter can have a significant
impact on job applicants, particularly their interest in a position and their intention to
accept a job offer
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Objectives of the study:
I have undertaken the research “recruitment and selection process in DLF Ltd. & its
effectiveness” in order to study the: -
1) Recruitment and selection process at DLF. To assess the effectiveness and suggest
ways to improve it.
Also my objective of doing research on this topic is study how the Organization is manning
the human resource of it and also study the constraint in of recruitment and selection process.
The main objective is to select-right candidates to the right jobs to reduce the cost of
employment and losses occurred due to errors made by the employees which are not
appropriate to the corresponding job.
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Research Methodology
The research is primarily both exploratory as well as descriptive in nature. The sources of
information are both primary & secondary.
The Questionnaire
Keeping in view the objective of the study, questionnaire was designed and tested on few
employees. The questionnaire includes multiple choice questions.
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DATA ANALYSIS & INTERPRETATION
My project titled Study on Recruitment and Selection Process of employees in DLF home
developers Ltd. For this project I prepared a questionnaire on assessment of current
recruitment and selection practice at DLF. I took a sample size of 30 and collected the data
where I personally met employees working at their respective department.
7%
Other Sources
Advertisement
50% Internal Reference
44%
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They are satisfied by the recruitment process by which they
are selected
RECRUTMENT PROCESS
10%
SATISFIED BY THE
PROCESS
UNSATISFIED BY
THE PROCESS
90%
7%
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The recruitment conducted fare at DLF
4%
YES
NO
96%
3%
27%
YES
NO
NO COMMENT
70%
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Time duration given for the recruitment process is sufficient
15%
YES
NO
86%
13%
43%
23% 5-10 years
10-15 years
15-20 years
Till Retirement
20%
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They believe their Job security in DLF
3%
30%
YES
NO
CAN'T SAY
67%
17%
YES
NO
83%
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On quality of work life dimension of recruitment and selection
effectiveness in DLF recognition system is followed impartially
or not
15%
FAVORABLE
NOT FAVORABLE
86%
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After analyzing these questions which were are responded by
employees of DLF Ltd. interpretate following things:
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Limitations
To fix an appointment especially with the corporate people was very tough and many
a time negative response was received.
The numbers of respondents were limited because of time constraints & assignments.
The respondents may give false information because sometimes some respondents
were not in full mood.
Only the domestic business organization is the focus of this study. We have not
studied the international recruitment process here
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CONCLUSION
o The recruitment & selection process in DLF is done through internal job posting,
o The selection process in DLF is depends on the job profile of their requirement.
o If a firm has a poor image in the market, many of the prospective candidates may not
even apply for vacancies advertised by the firm. If the job is not attractive, qualified
people may not even apply. Any job that is viewed as boring, hazardous, anxiety
resources, organizations may not like to carry on the recruiting efforts for long periods
of time, this can, ultimately, constrain a recruiter’s effort to attract the best person
o From the study, it is found that majority of the employees prefer to post their resume in
companies website. So the company can have exclusive career link in its website to post
resume.
o Some of the employees said that the response given after recruitment is not satisfactory.
good candidates to other companies. So they can give the response for candidates
Thus the recruitment process can be made effective by retaining the recruited candidate.
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By studying this project we come 2 know about following
barriers of effective selection process:
The main objective of selection is to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments which
check effectiveness of selection are perception, fairness, validity, reliability, and pressure.
VALIDITY: Validity, as explained earlier, is a test that helps predict job performance of
an incumbent. A test that has been validated can differentiate between the employees who
can perform well and those who will not. However, a validated test does not predict job
success accurately. It can only increase possibility of success.
RELIABILITY: A reliable method is one which will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fall to predict job
performance with precision.
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PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats, relatives,
friends, and peers to select particular candidate. Candidates selected because of
compulsions are obviously not the right ones. Appointments to public sector undertakings
generally take place under such pressure.
RECOMMENDATION
This study inferred that most of the employers and employees are satisfied with the
present process.
This study was helpful to study the sources of recruitment and selection techniques &
methods used.
HR professional is having a big responsibility to hire a best person from the available
talent pool. At the same time, one needs to be cost conscious.
The employer should judge on individual merits and set the same standards for all. In
the present scenario, “It is the biggest challenge for a HR manager to hunt for talent.
Though consultancy has already owned a good reputation, but it always need some
type of publicity as heavily cost incurred while recruiting and selecting employees
through consultancy.
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BIBLIOGRAPHY
TEXT BOOKS
Websites
www.hr.com
www.dlf.in
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APPENDIX
QUESTIONNAIRE RESPONDED BY PRESNT EMPLOYEES OF
DLF LTD.
1. From which source of recruitment they come to know about the job?
Internal References Advertisement Other Sources
2. Whether they are satisfied by the recruitment process by which they are selected or not?
Satisfied by the process Unsatisfied by the process
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9. Whether they are satisfied with their daily schedule?
YES NO
10. On quality of work life dimension of recruitment and selection effectiveness, the
question was asked whether recognition system is followed impartially or not?
FAVORABLE NOT FAVOURABLE
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