RECRUITMENT AND SELECTION PROCESS

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How do you know about 21st century software solutions? The reasons for applying to this organization? For how long you are in 21st century software solutions? What kind of recruitment procedure is adopted In 21st century software solutions? In 21st century software solutions Company recruit the applicants through? Which recruitment source is used to recruit the Technical candidates? Do you come across any applicants taken as per Following? Did you Experience any of the internal mobility in 21st century software solutions? 21st century software solutions conduct background checks for new joinees? What has been the time gap between interview and issue of offer? To what level are you satisfied with the working condition at 21st century software solutions? Do you recommend this company to any other Person for making his/her career? The duration of the probationary period for a new Joiner in 21st century software solutions? How do you think about the recruitment and selection process in 21st century software solutions? Suggestions for 21st century software solutions? Recruitment and selection procedure at 21st century software solutions. HRP

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CHAPTER

CONTENTS
INTRODUCTION INTRODUCTION OF THE TOPIC THEORYINPUTS

PAGE No 1-33

DESIGN OF THE STUDY STATEMENT OF THE PROBLEM OBJECTIVE OF THE STUDY SCOPE OF THE STUDY METHODOLOGY

34-36

COMPANY PROCEDURE INTRODUCTION OF THE COMPANY PROFILE

37-39

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DATA ANALYSIS AND INTERPRETATION FINDINGS AND CONCLUSION SUGGESTIONS ANNEXURE BIBLIOGRAPHY

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CHAPTER 1

INTRODUCTION
Every organization has difficulty in finding good people, when it comes to the long-term survival and prosperity of the firm. In simple terms, recruitment is the set of activities a firm uses to attract job candidates possessing the abilities and attitudes necessary for the enterprise to achieve its objectives. The recruitment process is a systematic, ongoing attempt to find qualified prospects for existing or potential openings in the organization. All organizations, whether large or small, do engage in recruiting activity, through not to the same extent. This differs with: The employment conditions in the community where the organization is located. The size of the organization. The effects of past recruiting efforts which shows the organizations ability to locate and keep good performing people. Working conditions and salary and benefit packages offered by the organization. The rate of growth of organization. Cultural, economics and legal factors etc.

RECRUITMENT
Recruitment is the process of searching for prospective employees and stimulating the to apply for jobs in the organization Identifying the source of potential employees and encouraging them to apply for jobs in the organizations.

It is the linking activity bringing together those with the jobs and those seeking jobs. It aims at securing as many applications from qualified candidates as possible for decreasing hiring ratio. When more Persons apply for jobs, and then there will be a scope for recruiting better persons. Thus recruitment involves locating, maintaing and contacting the sources of manpower .Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organization charts and control systems would not do much good. Though theoretically, recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.

PURPOSE AND IMPORTANCE:The general purpose of recruitment is to provide a pool of potentially qualified job Candidates.Specifically the purposes are to: Determine the present and future requirements of the organization in conjunction with its personal planning and job-analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of 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. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate Candidates

 Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

THEORIES REGARDING RECRUITMENT:Recruitment is a two way street it takes a recruiter and a recruitee. Just as recruiter has a choice whom to recruit and whom not, so also the prospective employee has to make the decision usually on three different basis, the objective factor, critical contact, and subjective factor. The objective factor theory views the process of organizational choice as being one of weighing and evaluating a set of measurable characteristics of employment offers such as pay, benefits, location, opportunities The critical contact theory suggests that the typical candidate is unable to make a meaningful differentiation of organizations offers in terms of objective or subjective factors because of his limited or very short contact with the organization. Choice can be made only when the applicant can readily perceive the factors such as the behavior of the behavior of the recruiter, the nature of the physical facilities and the efficiency in processing paperwork associated with the application.The subjective factor theory emphasis the congruence between personality patterns and the image of the organization i.e., choices is made on a highly personal and emotional basis.

RECRUITMENT PROCESS:Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five inter-related stages, viz,

 Planning Strategy development Searching Screening Evaluation and control

Planning:Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify the 1.number 2.Type of applicants to be contacted. Organization plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment programmed is contemplated one task is to estimate the number of applicants necessary to fill all vacancies with qualified people.

Strategy Development:Once it is known how many and what type of recruits are required, serious consideration need to be given to 1.Makeor Buy employees 2.Technology sophistication of recruitment and selection devices 3.Geographical distribution of labour markets comprising job seekers 4.sources of recruitment process. Make or Buy organizations must decide whether to hire less skilled employees and invest on training and education programmes or they can hire 5.sequencing the activities in the recruitment

skilled labour and professionals. Essentially the make (hire less skilled workers) or buy (hire skilled workers and professionals) decision. Organizations which hire skilled labor and Professionals shall have to pay more for these employees. Buying employees has the advantage in the sense that the skilled labor and professionals can begin the work immediately and little training may be needed. But the high remuneration that the skilled workers and professionals demand may out weigh the benefits Technological sophistication the second decision in strategy development relates to the methods used in recruitment and selection. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international qualifications. Although impersonal, computers have given employers and job seekers a wider scope of options in the initial screening stage. Technological advancement has made it possible for job seekers to gain better access. They have begun sending videotapes about themselves to number of organization Without wasting time and without spending money on travel. Where to look in order to reduce costs, organizations look into labor markets most likely to offer the required job seekers. Generally, companies look in to the national market for managerial and professional employees, regional or local markets for technical employees and local markets for clerical and bluecollar employees.

SEARCHING
Searching involves two steps 1. Source activation 2. Screening.

Source activation:Sources and search methods are activated by the issuance of an employee requisition. This means that mo actual recruiting takes place until line managers have verified that a vacancy does exist. If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications and/or resumes. Screening:Screening of applications can be regarded as an integral part of the recruiting process. The selection process will begin after the applications have been scrutinized and short listed. Applications received in response to advertisements are screened and only eligible applicants are called for an interview. Interview is conducted by a selection. Committee and subject experts. Here the recruitment process extends up to screening the applications. The selection process commences only later. The purpose of screening is to remove from the recruitment process at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great time and money. Care must be exercised, however to assure that potentially good employees are not lost. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interviews

and application blanks may be used to screen Walk-ins, Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening. EVALUATION AND CONTROL:Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are Salaries for recruiters Management and professional time spent on preparing job description, job specification,

Advertisements, agency liaison and so forth. Costs of advertisements or other recruitment methods i.e., agency fee.

Recruitment overheads and administrative expenses.

Costs of overtime and outsourcing while the vacancies remain unfilled.

Costs of recruiting suitable candidates for the selection process. Questions should always be asked as to whether the recruitment methods used are valid and whether the recruitment process itself is effective.

Statistical information on the cost advertisements, time taken for the process, and the suitability of the consideration in the selection process should be gathered and evaluated. EVALUATION AND RECRUITMENT PROCESS:The recruitment process has the objective of searching for and obtaining applications from job-seekers in sufficient numbers and quality. Keeping this objective in mind the evaluation might include: Return rate of application sent out. Number of suitable candidates for selection. Retention and performance of the candidates selected. Cost of the recruitment process. Time lapsed data. Comments on image projected. FACTORS GOVERNING RECRUITMENT:Recruitment is naturally subject to influence of several factors. These include external as well as internal forces.

External: Supply and Demand Unemployment rate Labour market Political-Social Image Internal: Recruitment police Size of the firm Cost Growth and Expansion HRP

Human Resource Planning

Identify the human resource requirements Demand Determine the number, levels and criticality of vacancies Organizational recruitment policy Choose the resources and methods of recruitment

Surplus Retrench

Not Efficient

Analyze the cost and time involved Job Analysis Efficient Start implementing the recruitment program

Select & hire the candidates

Evaluate the program

RECRUITMENT POLICY:Such a policy asserts the objectives of the recruitment and provides the frame work of the implementation of their recruitment on the form of procedures. Such a policy may involve commitment to broad principles such as filling vacancies with the best qualified individuals. It may embrace several issues such as extent of promotion within, attitudes of enterprise. Recruitment policy based on corporate goals, study of environment and the corporate needs may avoid hasty or ill considered decisions and may go a long way to man the organization with the right type of person.

Elements of recruitment policy: Organization objectives. Identification of the recruitment needs. Referred sources of recruitment. Criteria of selection and preferences.

The cost of recruitment and financial implications of the same. The recruitment policy is concerned with the quantity and qualifications of the manpower. It establishes broad guidelines for the staffing process. Generally the following factors are involved in the recruitment policy

To carefully observe the letter and spirit of the relevant public policy on hiring and on the whole employment relationship. To provide individual employees with the maximum of the employment security, avoiding, frequent lay-off or lost time. To provide each employ with an open road and encouragement and continuing development of his talent and skills.

 To assure each employee of the organization interest in his personal goals and employment objectives. To assure employees of fairness in all employment relationships, including promotions and transfers. To encourage one or more strong, effective, responsible trade unions among the employees. SOURCES OF RECRUITMENT:Before an organization activity begins recruiting applicants it should consider the most likely source of the type of employee it needs. Generally these sources termed as internal and external

Internal sources:
Present Employees Employee referrals Former employees Previous applicants

External sources:
Professional or Trade Associations Advertisements Employment exchanges Consultants and contractors

 University Placement Services Walk-ins ,write-ins and Talk-ins Media ,displaced persons, acquisitions and mergers

Competitors

METHODS AND TECHNIQUES OF RECRUITMENT

Recruitment techniques or methods are the means or media by which an enterprise establishes contacts with potential candidates, provides them necessary information and encourages them to apply for jobs. Management of an enterprise uses different types of techniques to stimulate or encourage internal and external candidates. Dunn and Stephens Summarizes the possible recruiting methods into three categories: 1. Direct methods 2. Indirect methods 3. Third party methods 1. Direct methods: Sending traveling recruiters to educational and professional institutions, employees contact with public and manned exhibits. Once of the widely used direct methods is that of sending of the recruiters to colleges and technical schools. Most college recruiting is done in cooperation with the placement of a college. The placement office usually provides help in attracting students, arranging interviews, furnishing space, and providing student resumes. For managerial, professional and sales personnel, campus recruiting is an extensive operation. Persons reading for MBA or other technical diplomas are

picked up in this manner. For this purpose, carefully prepared brochures, describing the organization and the jobs it offers, are distributed among the students, before the interview arrives. Sometimes firms directly solicit information from the concerned professors about students with an outstanding record. Many companies have found employees contact with the public very effective method. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs and using mobile offices to go to the desired centers.

2. Indirect methods:Indirect methods involve mostly advertising in news papers and media in trade and professional journals technical magazines and brochures. Advertising in news papers and trade journals and magazines is the most frequently used method. When qualified or experienced personnel are not available from other sources. Senior posts are largely filled by such methods when they cannot be filled by promotion from within. The main point is that the higher the position is in the organization or the more specialized the skills sought the more widely dispersed advertisement is likely to be the search for top executive might include advertisement in national periodical, while the advertisement of blue collar jobs is usually confined to the daily newspaper or regional trade journals. 3. Third Party methods: This method include Private Employment Agencies, Employment exchange, Professional institutions and colleges, Professional organizations or recruiting firms, Employee referrals, Trade unions, Casual labour or Applicant at the gate, Unconsolidated Applications, Computer data banks.

MODERN SOURCES AND TECHNIQUES FOR RECRUITMENT:A number of modern recruitment sources and techniques are being used by the corporate sector in additional to traditional techniques. These sources, techniques are discussed 1. Walk-ins: The busy organization and rapid changing companies do not find time to perform the various functions of recruitment. Therefore they advise the potential candidates to attend an interview directly and without prior application on a specified date, time and at a specified place. The suitable candidates from among the interviews will be selected for appointment after screening the candidates through tests and interview. 2. Consult-in: The busy and dynamic companies encourage the potential jobseekers to approach them personally and consult them regarding the jobs. The companies select the suitable candidates and advise such candidates through the selection process 3. Head-hunting: Head-hunters are also called search consultants The companies request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advice the company regarding the up of the positions.

.4. Body shopping: Professional organizations and the hi-tech training

institutes develop the pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. Otherwise, the organizations themselves approach the prospective employers to place their human resources. This professional and training institute is called body shoppers, and their activities are known as body shopping. The body shopping is used mostly for computer professional. 5. Business alliances: Business alliances like acquisitions, mergers and takeover help in getting human resources. In addition, the companies do also have alliances their human resources on ad-hoc basis.
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6. Online recruitment: Online recruitment also e-recruitment is the use of technology to attract candidates and aid the recruitment process. The technology revolution helped the organizations to use internet as a source of recruitment. Organizations advertise the job vacancies through the world wide web internet. The jobseekers send their applications through e-mail.
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7. Job fairs: Job fairs are yet another way of recruiting talented employees. Job fairs are a relatively new phenomenon in India, but seem to be gaining popularity. Job fairs are held in several major metropolitan areas throughout India periodically for industry-specific recruitment.

SELECTION:Selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job.

The selection procedure is concerned with Securing relevant information about an applicant, this information is secured in a number of steps or stages .The objective of selection process is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform well in that job. Selection is the process choosing a person Suitable for the job out of several persons. It involves a careful Screening and testing of candidates who have put in their applications for any job in the enterprise .Selection involves rejection of some Candidates and hence some times known as negative process or Process of elimination. Thus, selection is a negative function .The Purpose of selection is to pick up the right person for every job. Selection process or activities typically follow a Standard pattern, beginning with an initial screening interview and Concluding with the final employment decision .The traditional Selection process includes: preliminary screening interview, Completion of application form, employment tests, comprehensive interview, background investigations, physical examination and Final employment decision to hire.

Selection policy:While formulating a selection policy, due consideration should be given to organizational requirements as well as technical and professional dimensions of selection procedure. Yoder and others have suggested goals, technological issues, cost factors, extent of formality, etc. In other words, an effective policy must assert the why And what aspects of the organizational objectives.

ESSENTIALS OF SELECTION PROCEDURE:The nature of selection, whether faulty or safe, because faculty selection affects not only the training period that may be needed, but also results in heavy expenditure in the new employee and the loss that may be incurred by the organization in case the job-occupant fails on his job. 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. The length of the probationary or the trail period. The longer the period. The greater the uncertainty in the minds of the selected candidate about his future.

SELECTION PROCEDURE:Selection is a long process, commencing from the elementary interview of the applicants and ending with the contract of employment. There is no standard selection procedure to be used in all organizations or for all jobs. The complexity of selection procedure increases with the level and responsibility of the position to be filled. The strategy and method used for selecting employees varies from organization to organization and from one job to another. Selection decisions should be made after using a range of tools appropriate to the time and resources available. The most common techniques

are described below. Care should be taken to use techniques which are relevant to the job and the business objectives of the organization. All tools used should be validated and constantly reviewed to ensure their fairness and reliability.

Steps in Selection Process: Preliminary Screening Application Blank Selection tests Employment Interview Reference and Background Analysis Selection Decision Physical Examination Job Offer Induction

Preliminary Screening:The first step in screening applications to identify and eliminate those applicants who do not meet the required minimum qualifications. HRM performs this step for classified positions and sends to the department only those applications of candidates who meet the minimum qualifications. A copy of current resume or curriculum vitae should be provided to the HRM compensation staff for review and recommendation when a candidates eligibility for professional or academic positions is questionable. After the

first cut has been made, screening methods will necessarily involve qualitative evaluations of character, competencies/skills, and degree of experience and ability. Application Blank:Application is a traditional, widely accepted device for getting information from prospective applicant which will enable a management to make a proper selection. The blank provides preliminary information as well as Aid in the interview by indicating areas of interest and discussion. It is good means of quickly collecting verifiable (and therefore Fairly accurate) basic historical data from the candidate. It also serves as a convenient device for circulating information about the applicant to appropriate members of management and as a useful device for storing for, later reference The information required to be given in the applicants own handwriting is needed to identify properly and to draw tentative inferences about suitability for employment. Many Types of application forms sometimes very long and Comprehensive and sometimes brief are used. Selection Tests:Job seekers who pass the screening and the preliminary interview are called for tests. Different types of tests may be administered, depending on the job or the company. Generally, tests are used to determine the applicants ability, aptitude and personality. Ability tests (also called as achievement tests) assist in determining how well an individual can perform tasks related to the job. An excellent illustration of this is the typing test given to a prospective employee for a secretarial job. An aptitude test help to determine

a persons potential to learn in a given area. An example of such test is the General Management Aptitude Test (GMAT), which many business students take prior to gaining admission to a graduate business school programme. The objective of tests is to solicit further information to assess the employee suitability to the job. Selection tests are also called psychological tests because psychologists have contributed a lot in developing these tests. Employment test is an instrument designed to measure the nature and degree of ones psychological potentialities, based on psychological factors, essential to perform a given job efficiently. The purpose of these tests is to help in judging the ability of candidate in a given job situation. The tests help in ranking candidates and are valuable in determining subsequent success on the job. They help to reduce bias and subjective judgment in the selection process. They help to identify talent that may be otherwise over looked. A test has been defined both in a broad and narrow manner. Broadly, it has been defined as systematic procedure for comparing the behavior of two or more persons. In narrow sense, it is a sample of an aspect of an individuals behavior, performance or attitude. It can be define as a systematic procedure for sampling human behavior. Purpose of Tests:Tests are also used for the purpose of making a differential placement of assignment of a person to the job for which he is most suitable; for selecting candidates for promotion and transfer within an organization for selecting candidates for assignment to a company training programme; and for assisting in individual employee in solving his problems.

According to Wendell, tests are used in business for three primary purposes: 1) For the selection and placement of new employees; 2) For appraising employees for promotional potentials; Proficiency Tests:Proficiency tests are designed to measure proficiency and skills already acquired by the candidate through training experience. There are various jobs that required specialized skill. In these jobs, the candidate is asked to demonstrate his abilities by undergoing trade test. A number of industrial organizations in India are using trade test for the selection of clerical, supervisors and technical personnel. Psychological Tests:These tests are gained popularity in selection process because of their positive contribution to this psychological tests are being increasingly used in selecting employees. These tests provide a systematic procedure for sampling human behavior. They are based on the assumptions that no two individuals are equal in terms of intelligence, attitudes, personality and other trades. The nature and degree of once psychological and other characteristics are measured through test. The purpose of these tests is to judge the ability of candidates in a given job situation. Psychological tests help to predict the success of a candidate on the job. They help to reduce bias and subjective judgment in the selection process. They also help to identify talent that may

otherwise be overlooked. These tests are called psychological tests because they have been designed by psychologies. Psychological tests may be further classified into the following types: Aptitude test or Potential ability test Achievement test o r Proficiency test Interest test Personality test APTITUDE TEST:These tests measure that latent ability or potential of a candidate to learn a new job or skill. Peculiarities or defects in a persons sensory are intellectual capacities can be detected through these test. These tests focus attention on a particular type of talent, such as reasoning, learning, mechanical bent of mind, etc. a) Intelligence Tests:These tests in general measure intelligence quotient or intellectual capacity of a candidate. These reveal whether an individual has the capacity to deal with the new problems. These help determine a persons word fluency, memory, inductive reasoning, comprehension, speed of perception and spatial visualization. Intelligence tests measure the ability to understand instructions and make decision. These tests are useful in selecting employees for a wide variety of jobs.

b) Mechanical Aptitude Tests:These tests measure a persons capacity to learn a particular type of mechanical work. Capacity for spatial visualization, perceptual speed, manual dexterity, visual sides, specialized knowledge of techniques, problem solving ability, technical vocabulary, etc are judged in the test. These tests are useful for selecting apprentices, mechanics, maintenance workers and mechanical technicians. c) Psychomotor Tests: These tests measure a person ability to perform a specific job. These tests help to measure the mental dexterity or motor ability and similar attitudes involving muscular movement, control and coordination. These are primarily used for selecting workers whose have to perform semi skilled and repetitive jobs like assembly work, packing, testing and inspection. d) Clerical Aptitude Tests:These tests measure specific capacities involved in office work. Items of this test include spelling, computation, comprehension copying, word measuring etc. Achievement Tests:These tests measure what a person can do. These tests determine the skill or knowledge already acquired through training and on the job experience. These tests are classified into two types: a) Job knowledge Tests:Under these tests a candidate is tested in the knowledge of particular job. This test can be both oral and written. This test is also useful in the selection of typists, office workers, sales persons and public utility employees.

b) Work Sample Tests:Under this test, a portion of actual work is given to the candidate as a test and the candidate is asked to do it. Thus the candidate achievement in his career is tested regarding his knowledge about the job and actual work experience. Interest Tests: These tests are inventories of the likes and dislikes of candidates in relation to work, job, occupations, hobbies and recreation activities. These tests are used to discover a persons area of interest and to identify the kind of work that will satisfy him. These are generally used for vocational guidance. A well designed questionnaire is used to assess the likes and dislikes. Personality Tests:- These are pen and paper tests. These are used to judge the psychological makeup of a person. This test probe deeply to discover clues to and individuals value system, emotional reactions and maturity, and his characteristic mood. These tests help in assessing a person motivation and interests, his ability to adjust himself to the stress of everyday life, his capacity for interpersonal relations, and for projecting an impressive image of himself. These are expressed in terms of the relative significance of traits, such as self confidence, ambition, tact emotional control optimism, decisiveness, sociability, objectivity, conformity, patience, fear, distrust, initiative, judgment, Dominance, sympathy and integrity, etc., these tests are used to select supervisors and executives and for counseling people. These are the widely used in industry as these provide an all round picture of a candidate personality.

a) Objective tests:Most personality tests are objective tests as they are suitable for group testing and can be scored objectively. b) Projective tests:Under these tests candidates are asked to project their interpretation of certain standard stimulus situations basing on ambiguous pictures, figures etc. the way in which they respond to these stimulus situations reflect their own values motives and personality. Non directed or unstructured interview:-

In this interview, the candidate is given freedom to tell about himself by revealing his knowledge on various items or areas, his background, expectations and interest, etc. Similarly the interviewer also provides information on various items required by the candidate. The candidate is allowed to determine the time and direction of discussion. The candidate is more likely to reveal his actual self. As a result, a better assessment of the candidates personality becomes possible. Depth Interview:In this type of interview, the candidates would be examined extensively in core areas on knowledge and skills of the job. Experts in the particular field examine the candidates by posing relevant questions so as to extract critical answers from them, and judge candidates capabilities in the area.

Group Interview:In this interview, groups rather than individuals are interview. Generally, a topic for discussion is given to the group. The candidates in the group are carefully observed as to who will lead the discussion, how well they will react to each other views. Such interview is based on assumption that behavior displayed in a group situation is related to potential success in the job. Stress Interview:This interview aims at testing candidates job behavior and level of withstanding during the period of stress and strain. Interviewer tests the candidate by putting him under stress and strain, by interrupting the candidate from answering, criticizing his options, asking questions pertaining to unrelated areas, keeping silent for unduly ling period after he has finishing speaking, etc.

Reference and Background check:Virtually all employers request references as a matter of course, usually without any thought as to their purpose or value. Where a purpose is expressed, they tend to serve one or both of the following functions: To provide a factual check to maximize the probability of a truthful application. To provide evidence of character or ability.

There is a growing and welcome trend for references to be simple factual checks rather than a source of evidence for the selection process. There is also an issue regarding a referees liability for the consequences of their comments. This varies from country to country. Selection Decision:After obtaining information through the preceding steps, selection decision- the most critical of all the steps - must be made. The other stages in the selection process have been used to narrow the number of candidates. The final decision has to be made from the pool of individuals who pass the test, interviews and critical reference checks. The views of the line manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR managed plays a crucial in the final selection. Physical Examination:After the selection decision and before the job after offer is made, the candidate is required to undergo a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after the physical examination .The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test. Obviously, one reason for a physical test is to detect if the individual carries any infectious diseases. Secondly, the test assists in determining whether an applicant is physically fit to perform the work. Third,

the physical examination information may be used to determine if there are certain physical capabilities which differentiate successful and less successful employees. Fourth, medical Check-up protects applicants with health defects from undertaking work that could be detrimental to themselves or might otherwise endanger the employers property. Finally, such an examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee is hired.

c) Situation Tests:This test evaluates a candidate in a similar real life situation. In this test the candidate is asked to either to cope with the situation or solve critical situations of the job. These situation tests are of two types: Group Discussion: This test is administrated through group discussion approach to solve a problem under which candidates are observed in the areas of initiating. Leading proposing valuable ideas, conciliating skills, oral communicating skills, co-coordinating and concluding skills. In-basket: Situation test is administered through In-basket. The candidate in this test is supplied with actual letters, telephone and telegraphic message reports and requirements by various officers of the organization, adequate information about the job and organization. The candidate is asked to take decision on

various items based on the basket information regarding requirements in the memoranda.

INTERVIEW:An interview is a purposeful and exchange of ideas, the answering of questions and communication between two or more persons. The interview is a selection technique which enables the employer to view the total individual and directly appraise him and his behavior. It is a method by which an idea about applicants personality (including his intelligence, breadth of interests, and general attitudes towards life) can be obtained by a face-to-face contact. In other words, an interview is an attempt to secure maximum amount of information from the candidate concerning his suitability for the job under consideration. I tries to achieve an exacting appraisal of an applicant, his previous experience, education, training and family back ground. It enables the interviewer to judge certain qualities of the prospective candidate before he is selected. The employment interview can be: 1) One-to One 2) Sequential 3) Panel One-to-one Interview:In the one-to-one interview there are only two participants, the interviewer and the interviewee.

Sequential interview:The sequential interview takes the one-to-one a step further and involves a series of interviews, usually utilizing the strength and knowledge base of each interviewer, so that each interviewer can ask questions in relation to his or her subject area of each candidate. Panel Interview:The panel interview consists of two or more interviewers and the figure may go up to as many as fifteen. Any panel interview is less intimate and moral formal than one-to-one, but if handled and organized well, it can provide a wealth of information. Objectives of interview:To crosscheck or verify the information obtained in application form and test. To judge the candidates qualifications and characteristics so as to decide whether or not to select him. To establish a rapport or feeling of mutual understanding and confidence between the Human Resource Department and the applicant who is to be employed.

Types of interviews:Interviews may be classified in many ways. Their main difference arise from the pattern of interaction by which the interviewer communicates with the interviewee, responds to his answers, asks questions, and forms the structure of the interview. Interviews may be conducted planned or patterned and non-directed or non-planning plane. A planned interview is one that follows a definite plan of action, and is, therefore, also known as an action interview, while a nondirected interview is one that is not directed by the interviewer and in which the candidate is given the freedom to speak his mind freely.

Job Offer:The next step in the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty. Induction: - Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organization and various employees is the step of employment process. Induction plays a pivotal role in acquainting the new employee to the new environment, company rules and regulations.Induction is the process of receiving and welcoming an employee when he first joins a company and give him the basic information he needs to settle down quickly and happily and start work.

CHAPTER 2
DESIGN OF STUDY

STATEMENT OF PROBELMS
1. To study the reaction of respondents to the existing

recruitment and selection process. 2. To suggest the necessary changes in the recruitment and selection. 3. To study how recruitment and selection influence the work performance.

OBJECTIVES OF THE STUDY

The main objectives of the study are 1. To study the existing recruitment and selection practices followed by the company. 2. To analyze the factors affecting recruitment and selection 3. To understand how recruitment and selection influence the work performance.

Scope of the Study

The scope of the study comprises of employees at corporate office.

Methodology
Methodology is systematic procedure of collecting data for analysis and verifies a phenomenon. The collection of information is done through two sources, Primary data and secondary data.

Primary data: - The factors affecting recruitment and selection in the work environment collected through questionnaire; interviews which is kept confidential. The tools used for collecting primary data for the study is questionnaire. This is otherwise called as closed end questions. The measurement of satisfaction through objective surveys involves presentation of both questions and choice of answers in a manner that the respondents simply put a tick mark on the answer to indicate his choice. Secondary data: Secondary Data were collected form following source; Booklets, quarterly reports, journals, records of the organization etc. Standing orders and rules of the company. Publication through authors.

LIMITATIONS OF THE STUDY: Due to the limited time constraint the sample size was limited The study is limited to corporate office. The employees were provided with questionnaires and informal interviews conducted in the company, during the

working hours, which might lead to different opinions or the views provided by the respondents may subject to personal bias and other factors.

COMPANYS PROCEDURE

RECRUITMENT AND SELECTION PROCEDURE AT 21st century software solutions

The recruitment process at 21st century software solutions starts with receiving Manpower Requisition form from the Directors or Managers or Team Leaders of the respective departments. It is approved by the HOD & HR and the Director/MD. Sourcing the profiles through various sources like Advertisement, Employee referrals & portals, consultants and sorting them as per the Job requirement. A common written test is conducted for the sorted profiles for technical candidates. Candidates are called for the interview which includes the HR, Technical and Final round. Offer letters are extended to the selected candidates through mails. Induction is conducted followed by the Recruitment backend support which includes collection of testimonials, opening of Bank, PF,ESI and medical insurance account and appointment order is dispatched.

Man power Plan

Resource Induct

Approval by HOD&HR and MD

Identification of Sources

Internal Job rotation Transfer Promotion Demotion

External Moffi Team lease Portals Advertisement Campus recruitment

Receipt of application

Prim nary interview Rejection Scheduling interview by HR and HOD Employee reference

Reference check

Selection

Approved by HR&MD

Offer Letter

Appointment Letter

Induction

CHAPTER 3
COMPANYS PROFILE

COMPANYS PROFILE

A BRIEF OVERVIEW:-

21st CENTURY SOFTWARE SOLUTIONS is a leading IT Projects Outsourcing / Staffing (Contractual Staffing & Permanent Positions Hiring) Services Organization operating from Hyderabad in India. A partner with many leading IT, BPO, Telecom, Banking, companies in India and overseas, 21st CENTURY SOFTWARE SOLUTIONS helps its clients in hiring good resources at relatively lower cost. They achieve this by using their hiring skills and a large pool of resources and candidates database for hiring best talent for the client organizations in pretty quick time. 21st CENTURY SOFTWARE SOLUTIONS has niche skills in resourcing in large numbers, across locations, at various levels. They offer the following services depending on the customer needs. a) rates b) c) d) e) Contractor Staffing (with Contractor-To-Hire option) at very attractive Permanent Positions Hiring Recruitment Process Outsourcing Corporate Training BPO Services

The hiring Rates for permanent positions for different levels starting from Fresher Level to Vice- President Level are as per the industry standards. 21st CENTURY SOFTWARE SOLUTIONS provides Contractual Staffing (Temp-Staffing) for different skills across all locations. The rates for these resources would vary depending on the specific requirements of our clients. 21st CENTURY SOFTWARE SOLUTIONS - Service offerings 21st CENTURY SOFTWARE SOLUTIONS is a multi-faceted Organisation providing the following services to its world-wide Clients.

 Information Technology Business & Knowledge Process Outsourcing Recruitments, Staff Augmentation, Team Staffing Corporate Training 21st CENTURY SOFTWARE SOLUTIONSs philosophy is, leave your worries on the above needs of your organization to us to handle these functions more efficiently & cost effectively while you focus on your core business activities 21st CENTURY SOFTWARE SOLUTIONS services are managed by seasoned professionals and Industry experts with decades of experience in delivering strategic value to their global customers. 21st CENTURY SOFTWARE SOLUTIONS's professional services teams have served global organizations and have delivered multiple complex projects in each line of their services. 21st CENTURY SOFTWARE SOLUTIONS is recognized for its ability to provide thoughtful and efficient services based on an intimate knowledge of the clients' business needs, they strive to ensure that clients retain their competitive edge in the market place with strong emphasis on quality assurance, efficient processes, cost effective services and well qualified people. 21st CENTURY SOFTWARE SOLUTIONS has its objectives to provide cost-effective and high quality solutions and services using leading edge technologies through its secure state-of-the-art facilities and Infrastructure to undertake large client projects in each of the service lines. 21st CENTURY SOFTWARE SOLUTIONS has grown in terms of its available skills (Technical, non-Technical and Project Management), resources and experiences. 21st CENTURY SOFTWARE SOLUTIONS follows global standards to deliver products and services. 21st CENTURY SOFTWARE SOLUTIONS focuses continuously on its People, Processes, Tools, Technologies and Methodologies to deliver best solutions to its customers. A growing number of Project Managers in 21st CENTURY SOFTWARE SOLUTIONS have earned the Project Management Professional (PMP) certificate from the Project Management Institute (PMI), Pennsylvania, U.S.A., which is widely recognized the world over as a leading certification for the project management professionals.

VISION AND MISSION

We inspire individuals and organizations to work more effectively and efficiently, and create greater choice in the domain of work, for the benefit of all concerned. As the worlds leading provider of HR solutions a business that has a positive impact on millions of people every year we are conscious of our global role. 21st CENTURY SOFTWARE SOLUTIONS is an enabling company. Through its solutions and services, 21st CENTURY SOFTWARE SOLUTIONS's mission is to assist global organizations to transition their businesses to next level of maturity In carrying out its mission, 21st CENTURY SOFTWARE SOLUTIONS aims to:Assist their clients in transformation of business practices and processes in order to establish and use secure, robust and efficient IT systems and Business processes Provide state-of-the-art, efficient and cost-effective business solutions, computer applications and related services and infrastructure support. Be a catalyst and a facilitator that integrates different stakeholders' interests, technologies and service providers, in order to develop sound business solutions for mutual benefit. Adhere to and promote international best practices, standards and principles for the benefit of their client organizations. They believe that optimal results are achieved by: Working in a collaborative consensus-building fashion Involving all stakeholders and getting their buy-in Taking a holistic view Focusing on the fundamentals and Driving processes to completion. They believe, they have the capability as a neutral and objective facilitator, to integrate different technologies, components and services and provide end-toend solutions and services from the conceptualization of an idea through to fully functional and efficient business processes. 21st CENTURY SOFTWARE SOLUTIONS's partnership philosophy:21st CENTURY SOFTWARE SOLUTIONS is committed to creating and nurturing strong partnerships with its clients. 21st CENTURY SOFTWARE SOLUTIONSs mission statement is as follows.

"21st CENTURY SOFTWARE SOLUTIONS seeks to be a trusted partner in the growth and success of clients' business. They will leverage the breadth and scope of service offerings from conceptualization to postdeployment support to deliver business solutions & Services and strengthen our clients' competitive position. They strive to be viewed as a partner that competes aggressively and earns more business every day from each of our clients"

Information Technology Service:21st CENTURY SOFTWARE SOLUTIONS provides consultancy and information technology solutions to meet the requirements of global client organizations across a wide variety of business areas. 21st CENTURY SOFTWARE SOLUTIONS provides a range of services include. Banking and Financial Services Sector Telecommunications Sector Manufacturing Sector Retailing Sector Government Sector Services Industry Sector Hospitality and Entertainment sector Healthcare and Pharmaceutical sector

Technology Services:21st CENTURY SOFTWARE SOLUTIONS believes in supporting its client with its comprehensive and complementing Technologies and services. 21st CENTURY SOFTWARE SOLUTIONS has capabilities to support its global customers on the following Technology service; Management Consulting Project Definition and Planning Business Requirement Specifications Systems Design Software Development Software Products Installation and Implementation Systems Support & Maintenance Systems Integration Training and Support

 Applications Management Advanced Technology Research. Technologies 21st CENTURY SOFTWARE SOLUTIONS Technology specialists have delivered multiple applications on all leading technologies to global customers in the past and look forward to deliver cutting edge solutions to needy clients. Java Technologies .NET Technologies Theyb Technologies Mainframe Technologies Multiple Databases Microsoft Applications Business Intelligence Data Warehousing SAS, Informatica, Ab-initio, Business Objects Multi-Tiered Architecture Varied Operating Systems Multiple Hardware platforms Different Application Servers Open Systems Enterprise Appl. Integration (EAI) Tools Hyperion SharePoint People Soft Microsoft Dynamics SAP Oracle

BPO Services
21st CENTURY SOFTWARE SOLUTIONS has an in-depth expertise in Business Process outsourcing for clients in different business sectors, 21st CENTURY SOFTWARE SOLUTIONS's experienced BPO / KPO professional have been servicing multiple clients in these sectors for the past many years and have seen the industry growing from close quarters. Its BPO expertise span across Quality reviews & Feedback Technical support services Intellectual Property (IP) research Process Development Research and information services Enterprise Resource Planning processes

Engineering and design services Telecommunication Services Medical Transcription Medical content, coding and services Equity, financial, and insurance research Analytics (data analytics/risk analytics) and data mining services Business and market research (including competitive intelligence) Pharmaceuticals and biotechnology Research and Development (IT and non-IT areas

Recruitments, Staff Aug/Temp Staffing Services

Staff Augmentation Temp Staffing Services 21st CENTURY SOFTWARE SOLUTIONS's Staffing Division has a capability to offer experienced resources in multiple technologies at various levels to its global customers to support their projects. 21st CENTURY SOFTWARE SOLUTIONS believes in providing end-to-end resourcing solutions and offering best value-for-money by providing the right people at right time as Staff Augmentation, to its clients across all sectors and geographies. 21st CENTURY SOFTWARE SOLUTIONS's Temp Staff are experts in their respective skill area, having undergone through training and experiences in entire software development Life cycle, project delivery, quality process, and packaged solutions implementation methodologies. 21st CENTURY SOFTWARE SOLUTIONSs Temp-Staff has worked on multiple global projects of their clients in the past, capable of quickly adapting to the clients' teams, project environment, clients' work culture and project delivery deadlines, and are highly productive from day one of deployment on the projects. 21st CENTURY SOFTWARE SOLUTIONS's Temps are well qualified, certified in specific skills, ensuring quality delivery from them to the client and to their end customer. They have the ability to manage the supply of Temp Staff in a timely and cost effective manner. 21st CENTURY SOFTWARE SOLUTIONS's

consultants support a broad palette of computing platforms and environments, technically very competent with proven track record and integrity. 21st CENTURY SOFTWARE SOLUTIONS also offer their clients, Contractor-To-Hire option of their Temp Staff on completing the contractual period. 21st CENTURY SOFTWARE SOLUTIONS offers the following staffing services; On-site contract staffing. Off-site contract staffing & service delivery. Bundled recruiting & staffing. Recruitment Process Outsourcing services.

Permanent Positions Hiring Services:21st CENTURY SOFTWARE SOLUTIONS provides Permanent positions Hiring Services for acquiring best talent for all sectors. At 21st CENTURY SOFTWARE SOLUTIONS, they devote time to understand the clients' hiring needs and organizational culture and map them with the skills, aspirations, and values of potential candidates. They thoroughly screen every candidate before proposing to their clients. 21st CENTURY SOFTWARE SOLUTIONS consider themselves as an extension of their client's recruiting & staffing teams rather than just a service vendor, they aim to be their preferred staffing partner within a short period. They always strive to add value to the clients, maintain a very high level of integrity and confidentiality and help their clients in all stages of hiring process They are extremely well networked with the best of global talent at all times, the research teams help source right candidates from across the globe to offer to the clients. They have the niche skills to staff the entire project teams on a short notice At 21st CENTURY SOFTWARE SOLUTIONS, the team is guided by a strong value system. These values nurture ethics, empowerment, commitment and resilience and are practiced at every level They provide "continuous value" to the clients through a combination of mature processes, practices & unique delivery models on a sustainable long term relationship with the clients, they focus on the end-user resource needs, ensure right people are hired for their projects, resulting in customers' delight.

Corporate Training Services

21st CENTURY SOFTWARE SOLUTIONS recognizes Training as a key tool to enhance skills and productivity, therefore, offers specialized and advanced Technology Training Programs to the specific needs of global customers. 21st CENTURY SOFTWARE SOLUTIONS provides customized Training programs which saves huge training cost to their customers. 21st CENTURY SOFTWARE SOLUTIONS's team is very efficient in rolling out Training Programs across client organization and across all locations. 21st CENTURY SOFTWARE SOLUTIONS delivers the following types of Training programs;

Induction Training for project resources Skill Enhancement Training program Cross Skills Training program for those wishing to move to another technology/skill Pre-Recruitment Training program to short-listed candidates who might be your potential employees after the training program Certification Training programs to help those looking to attain certification in a specific technology

Overview:21st CENTURY SOFTWARE SOLUTIONS management approach is guided by a well-established quality system and effectively supported by appropriate tools & technology. The Quality Management function within 21st CENTURY SOFTWARE SOLUTIONS is driven by ISO 9001 guidelines and conforms to SEI-CMM model and thus is process driven rather than product driven. It is their firm belief that quality processes are essential to produce good quality solutions and services.

Quality Policy:We are committed to total satisfaction of our customers, both external and internal, through innovative and competitive solutions. We nurture excellence by empowering employees with tools, techniques, methods, skills and by providing a pleasant as stimulating work environment. Continuous Quality

improvement is the essence of everything we do. Every one at 21st CENTURY SOFTWARE SOLUTIONS is committed to delivering quality

Quality Management System:The Quality Management System implements the above stated Quality Policy and includes Organizational Processes, Life Cycle Processes, Life Cycle Support Processes, Quality Processes and various departmental manuals.

Quality Processes:Quality processes, such as the Quality Plan, Reviews, Product Certification, and Internal Audits help focus on quality of deliverables and documentation so that 21st CENTURY SOFTWARE SOLUTIONS delivers Quality Products to its customers.

21st CENTURY SOFTWARE SOLUTIONSs Select Clients:

IBM Virtusa Bank of America Genpact Hdfc bank Aegis Millennium Software Solutions

CHAPTER 4
DATA ANALYSIS AND INTERPRETATION

1. How do you know about 21st century software solutions? S.NO 1 2 3 4 STATEMEN T NEWS PAPERS T.V FRIENDS NONE TOTAL RESPONS PERCENTAG E E 8 32 1 16 0 25 4 64 0 100

CHART 1 70 60 64

Percentage
50 40 30 20 10 0

32

4 NEWS PAPERS T.V FRIENDS

0 NONE

Analysis It is clear that the above table that 64% of the employees came to know about the vacancy through friends, 32% through news papers and 45%through T.V Interpretation It is clear from the above table that majority of the employees came to know about the vacancy through Friends. 2.The reasons for applying to this organization?

SL.N O 1 2 3 4

STATEMENT COMPANY REPUTATION JOB SECURITY GOOD WORKING CONDITIONS OPPORTUNITY FOR ADVANCEMEN T TOTAL

RESPONSE PERCENTAG E 10 40 7 6 2 28 24 8

25

100

C A T2 HR 4 5 4 0 Percentage 3 5 3 0 2 5 2 0 1 5 1 0 5 0 C MA Y O P N RP T T N E U A IO JO S C R Y B E U IT GO OD W R IN OK G C N IT N O D IO S O P R U IT POT N Y F R O A VN E E T D A C MN 8 2 8 2 4 4 0

Analysis The survey revels that 40% are applying because of the company reputation, job security 28% & good working conditions 24% and remaining 8% was opportunity for advancement. Interpretation The survey reveals that the majority of applicants are applying because of the company reputation. 3. For how long you are in 21st century software solutions?

SL.NO STATEMENT 1 2 3 4 0-2 YEARS 2-4 YEARS 4-6 YEARS ABOVE 6 YEARS TOTAL

RESPONSE 4 4 8 9 25

PERCENTAGE 16 16 32 36 100

C A T3 H R 40 35 Percentage 30 25 20 15 10 5 0 0-2 Y A S E R 2-4 Y A S E R 4-6 Y A S E R A O E6 B V YAS E R 16 16 32 36

Analysis According to the table 36% employees are working above 6 years, 32% are inbetween 4-6 years& 0-2 and 2-4 are 16% years Interpretation

In the organization most of the employees are well experienced.

4.What kind of recruitment procedure is adopted in 21st century software solutions? SL.NO STATEMENT 1 2 3 4 INTERNAL EXTERNAL REFERENCE ALL THE ABOVE TOTAL RESPONSE 5 6 3 11 25 PERCENTAGE 20 24 12 44 100

C A T4 H R 50 45 40 Percentage 35 30 25 20 15 10 5 0 IN TER A N L EX TER A N L R EFER C EN E ALL TH E AB E OV 12 20 24 44

Analysis The above table indicates that the majority 44% through internal, external and references, 24% external and 20% internal recruitment in the organization. Interpretation It is clear from the above table that majority recruitment is through internal, external and references.

5. In 21st century software solutions Company recruit the applicants through?

SL.NO STATEMENT 1 2 3 4 NEWS PAPERS

RESPONSE PERCENTAGE 3 12 16 12 60 100

CONSULTANTS 4 CAMPUS 3 RECRUITMENT ALL THE 15 ABOVE TOTAL 25

CHART 5 70 60

Percentage

60 50 40 30 20 10
T PE RS N TS IT M EN BO V A LL TH E E

12

16

12

0
LT A PA RU

EW

N SU

CO

Analysis The above table shows that 60%recruitment is through campus recruitment, consultants and news papers.16% is through consultants and remaining 24% is through news papers and campus recruitment. Interpretation The organization recruits through various sources like, news papers, consultants and campus recruitment 6. Which recruitment source is used to recruit the Technical candidates?

SL.NO 1 2 3 4

STATEMENT REFERENCE

CA

M PU

RE C

RESPONSE PERCENTAGE 4 16 40 24 20 100

EDUCATIONAL 10 INSTUTIONS ADVERTISEMENTS 6 ALL THE ABOVE TOTAL 5 25

C A T6 H R 45 40 35 30 25 20 15 10 5 0
R E

4 0

Percentage

24 16
IO N S

20

T S

C E

U T

S T

IS E

IN

R E

R T

IO

Analysis Through the table we can understand the majority of recruitment for technical persons i.e. 40% through educational institution, 24% is through advertisement & 16% through referrals and 20% from various sources Interpretation This shows that the technical candidates recruit trough educational instruction to utilize their skills.

7. Do you come across any applicants taken as per following?

C A

H E

F E

SL.NO STATEMENT 1 2 3 4 EMPLOYEE REFERENCE PREVIOUS EMPLOYEE INTERVIEW NONE TOTAL

RESPONSE PERCENTAGE 4 3 18 0 25 16 12 72 0 100

CHART 7 80 70 60 Percentage 50 40 30 20 10 0 EMPLOYEE REFERENCE PREV IOUS EMPLOYEE INTERV IEW NONE 16 12 0 72

Analysis

The table shows that the 72% is from interview, 16%from employee referrals and 12%comes from previous employee referrals. Interpretation This shows that the most of the candidates come across by the interview.

8. Do you Experience any of the internal mobility in 21st century software solutions SL.NO STATEMENT 1 2 3 4 TRANSFER PROMOTION BOTH A & B NONE TOTAL RESPONSE PERCENTAGE 6 8 10 1 25 24 32 40 4 100

CHART 8 45 40 35 Percentage 30 25 20 15 10 5 0 TRANS FER PROMOTION BOTH A & B NONE 4 24 32 40

Analysis It shows that the most of the employees i.e 40% got both transfer and promotion, 32% got promotion & 24% is receive transfer and 4% none of the above. Interpretation This shows that most of the employees receive promotion with transfer.

9. Does 21st century software solutions conduct background checks for new joinees? SL.NO STATEMENT 1 2 YES NO RESPONSE PERCENTAGE 18 7 72 28

TOTAL

25

100

Chart-9

28 YE S NO

72

Analysis These table shows that 72% yes for back ground checks and 28% says no. Interpretation The organization recruits through various sources like, news papers, consultants and campus recruitment

10. What has been the time gap between interview and issue of offer? SL.NO STATEMENT RESPONSE PERCENTAGE 1 2 3 4 DAYS WEEKS MONTHS YEARS TOTAL 20 5 0 0 25 80 20 0 0 100

CHART 10 90 80 70 Percentage 60 50 40 30 20 10 0 DAYS WEEKS MONTHS YEARS 0 0 20 80

Analysis The above table shows that 60% recruitment is through campus recruitment, consultants and news papers.16% is through consultants and remaining 24% is through news papers and campus recruitment. Interpretation The organization recruits through various sources like, news papers, consultants and campus recruitment 11. To what level are you satisfied with working condition of the 21st century software solutions? SL.NO STATEMENT 1 2 3 4 RESPONSE PERCENTAGE 40 48 12 0 100

HIGHLY 10 SATISFIED SATISFACTION 12 AVERAGE BELOW AVERAGE TOTAL 3 0 25

C A T 11 H R 60 48 40 Percentage 40

50

30 20 12 10 0 0 H HY IG L S TIS IE A F D S TIS A TIO A F C N AE AE VR G BL W E O AE AE VR G

Analysis The above table shows that 60% recruitment is through campus recruitment, consultants and news papers.16% is through consultants and remaining 24% is through news papers and campus recruitment. Interpretation The organization recruits through various sources like, news papers, consultants and campus recruitment

12. Do you recommend this company to any other person for making his/her career? SL.NO 1 2 3 4 STATEMENT HIGHLY RECOMMEND RECOMMEND LEAST RECOMMEND DOES NOT RECOMMEND TOTAL RESPONSE PERCENTAGE 10 12 3 0 25 40 48 12 0 100

C A T1 H R 2 6 0 5 0 Percentage 4 0 3 0 2 0 1 2 1 0 0 H HY IG L RC M E D EO MN RC M E D EO MN L AT E S RC M E D EO MN 0 D E N T OS O RC M E D EO MN 4 0 4 8

Analysis The above table shows that 60% recruitment is through campus recruitment, consultants and news papers.16% is through consultants and remaining 24% is through news papers and campus recruitment. Interpretation The organization recruits through various sources like, news papers, consultants and campus recruitment 13. The duration of the probationary period for a new joiner in 21st century software solutions? SL.NO STATEMENT RESPONSE PERCENTAGE 1 2 3 4 3 MONTHS 6 MONTHS 1 YEARS 2 YEARS TOTAL 11 13 1 0 25 44 52 4 0 100

C R 13 HA T 60 50 Percentage 40 30 20 10 0 3 M TH ON S 6 M NTHS O 1 YEAR S 2Y EAR S 4 0 44 52

Analysis: The above table shows 44% of employees wants 3 months, 52% of employees wants 6 months and 4% of employees wants 1Year for the probationary period for new joinee. Interpretation: Most of the employees require 6 months for probationary period.

14. How do you think about the recruitment and selection process in 21st century software solutions? SL.N STATEME O NT 1 VERY GOOD 2 GOOD 3 AVERAGE 4 BELOW AVERAGE TOTAL RESPON SE 6 14 5 0 25 PERCENTAGE 24 56 20 0 100

C A T 14 H R 60 50 Percentage 40 30 20 10 0 0 VR G O E Y O D GO O D A ER G V AE B LO E W A ER G V AE 24 20 56

Analysis: The above table shows the employee response regarding recruitment and selection process in 21st century software solutions was given as very good by 24%, Good by 56% and Average by 20%. Interpretation: Most of the employees opinion on recruitment and selection process was good in 21st century software solutions. 15. Would you like to suggest any measures for the improvement of SL.NO STATEMENT RESPONSE PERCENTAGE 1 2 YES NO TOTAL 2 23 25 8 92 100

Recruitment and Selection policy in 21st century software solutions?

Chart-15

YES NO

92

Analysis: The response given by employees for the above question Yes by 8% and No by 92%. Interpretation: There is a positive response towards the Recruitment and Selection policy in 21st century software solutions.

CHAPTER 5
FINDINGS AND CONCLUSIONS

FINDINGS:The process of sourcing the candidates profiles is usually Advertisement & Media, Consultancies and Campus interviews. The processes followed during recruitment in 21st century software solutions are effective as they are able to source the right candidate most of the times. The candidates at entry level are assessed on Academic Record, Technical skills, Attitude, Analytical skills where as the candidates at higher cadre are assessed on leadership skills, Teambuilding including the above. This show that the capability requirement analysis is done thoroughly in 21st century software solutions.

CONCLUSION:21st century software solutions. services which deals with the Telecom, Solar, Defence and power services to client. 21st century software solutions services motto is to satisfy its extensive customer based by providing services to a state level and international standards to their base.

CHAPTER 6
SUGGESTIONS

SUGGESTIONS: The Recruitment and Selection Procedure could be done at a faster mode to meet the growing requirement of the company which can be done by conducting the written test and then immediately conducting the interviews for short listed candidates and finally extending offers in a day or two. The selection percentage at the entry level could be increased without affecting the intake quality as they are initially trained for 3 months, since major requirement is at this level.

CHAPTER 7
ANNEXURE

A STUDY ON RECRUITMENT AND SELECTION SYSTEM IN 21st century software solutions.

Respected Sir/Madam, I am pursuing MBA (Master of Business Administration) student from LAQSHYA ENGINEERING COLLEGE, KHAMMAM. I am doing my project in your esteemed organization on the topic RECRUITMENT AND SELECTION.I here by request you to kindly fill in the following questionnaire that follows, which help me in completing my study on this topic. The details that are given by you will be kept confidential and will be strictly used for academic purpose only.

Thanking You, CH. SATEESH.

QUESTIONNAIRE
Name: . Gender: Male/Female Educational Qualification: Designation:. Department:.

1. How do you know about 21st century software solutions? [ ] a) News Papers c) Friends b) T.V d) None

2. The reasons for applying to this organization? [ ] a) Company reputation c) Good working conditions b) Job security d) Opportunity for advancement ]

3. For how long you are in 21st century software solutions? [ a) 0-2 years c) 4-6 years b) 2-4 years d) above 6 years

4. What kind of recruitment procedure is adopted in 21st century software solutions? [ ] a) Internal b) External

c) Reference

d) All the above

5. In ICOMM Company recruit the applicants through? [ a) News papers c) Campus Recruitment b) Consultants d) All the above

6. Which recruitment source is used to recruit the Technical candidates? [ ] a) References c) Advertisements b)Education instructions d) All the above

7. Do you come across any applicants taken as per following? [ ] a) Employee referrals b) Interview b) Previous employee d) None

8. Do you Experienced any of the internal mobility in 21st century software solutions? Yes/No If yes [ ] a) Transfer c) Both A and B b) Promotion d) None

9. Does ICOMM conduct background checks for new jonnies? [ ] a) Yes b) No

10. What has been the time gap between interview and issue of offer? [ ] a) Days c) Months b) Weeks d) Years

11. To what level are you satisfied with working condition of the 21st century software solutions? [ ] a) Highly satisfied c) Average b)Satisfaction d) Dissatisfaction

12. Do you recommend this company to any other person for making his/her career? [ ] a) Highly Recommend c) Least Recommend b) Recommend d) does not recommend

13. The duration of the probationary period for a new jointer in 21st century software solutions? [ ] a) 3 months c) 1 years b) 6 months d) 2 years

14. How do you think about the recruitment and selection process in 21st century software solutions? [ ] a) Very Good c) Average b) Good d) Below Average

15. Would you like to suggest any measures for the improvement of Recruitment and Selection policy in 21st century software solutions? Yes/No If yes specify.

CHAPTER 8
BIBLIOGRAPHY AND WEBLIOGRAPHY

BIBLOGRAPHY

1. P. Subba Rao, Personal Human Resource Management, Third Edition. 2. Aswathappa, Human resource management Fourth edition, 2006. WEBLIOGRAPHY www.21cssindia.com www.google.com www.hrm.com