A Summer Training Project on " FOREIGN PLACEMENTS - NEW

SERVICE DEVELOPMENT AND IT'S COMPARISION WITH

OTHER RECRUITING CONSULTANTIES".

At

ARCUS Multi services Pvt. Ltd.

Submitted for the Partial Fulfillment of the Requirement of

"MASTER OF BUSINESS ADMINISTRATION"

Session 2016-2018

SUPERVISED BY: UNDER THE GUIDANCE OF:

Dr. Daleep primoo Mr. Sachin Shekhar

Prof. SHARDA UNIVERSITY (MBA) Director, ARCUS

SUBMITTED BY:

UPKAR SINGH

M.B.A (3RD SEMESTER)

ROLL NO: 160251210

SHARDA UNIVERSITY, KNOWLEDGE PARK 3, GREATER NOIDA

ACKNOWLEDGEMENT

I pay my profound gratitude and deep regards to MR. SACHIN SHEKHAR (Director of
ARCUS) and my team members for cooperation during the period of my training in ARCUS

for his valuable support and guidance to help me take this task

I would like to thank to my Mentor Dr. DALEEP PARIMOO for providing me cordial support
and guidance.

I also want to say thanks to my Training & Placement Sir Mr. KULBHUSHAN PUNDIR for
his valuable advice.

Lastly I would like to thank my Parents and Friends without whom this project could never have
been a success.

UPKAR SINGH

SHARDA UNIVERSITY
 PREFACE

People are a company’s most important assets. They can make or break the fortunes of a
business. In today’s highly competitive business environment placing the right people in the right
position is very critical for the success of any organization. The recruitment and selection
decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job
fit that will, contributesignificantly towards the Company's effectiveness. It is also becoming
increasingly important, as the Company evolves and changes, that new recruits show a
willingness to learn, adaptability and ability to work as part of a team. The Recruitment &
Selection procedure ensures that these criteria are addressed .In this project I have studied
Recruitment and Selection process of Arcus and attempted to provide some ways so as to make
recruitment more effective and to reduce the cost of hiring an employee .I am privileged to be
one of the students who got an opportunity to do my training with Arcus. My involvement in the
project has been very challenging and has provided me a platform to leverage my potential in the
most constructive
way.This project however is an attempt to share as best as possible myexperience in corporate
world with all my colleagues and my faculty .I would be delighted to receive reader’s comments
which maybe valuable lessons for my future projects.
 DECLARATION

I hereby declare that the project work Entitled " FOREIGN PLACEMENTS - NEW
SERVICE DEVELOPMENT AND IT'S COMPARISION WITH OTHER RECRUITING
CONSULTANTIES" is an authentic record of my own work carried out at ARCUS
MULTISERVICES PRIVATE LIMITED under the guidance of Dr. DALEEP
PARIMOO(Faculty MBA) as requirements of project.
The matter embodied in this project work has not been submitted earlier for the award of any
degree or diploma to the best of my knowledge and belief.

Place: Nainital (Uttarakhand)

Upkar Singh

MBA (3rd Semester)

 TABLE OF CONTENTS

Chapters Topic Page No.

1 Executive Summary 9-11
2 Objective of study 12-13
3 Company Profile 14-34
4 FOREIGN PLACEMENT 35-54
5 Introduction to Recruitment 55-72
& Selection

5.1 (A)Meaning 56-59

5.2 (B)process 59-69

5.3 (C)Sources 69-72
6 Research & Methodology 73-96

6.1 (A)Research Methodology 74-86

& Sampling Types
6.2 (B) Analysis & 87-96
Interpretation
7 SWOT Analysis of ARCUS 97-98

8 Findings 99-100

9 Limitations 101-102

10 Recommendations 103-104

11 Conclusion 105-106

12 Bibliography 107-108

13 Annexure 109-112
 EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have to respond quickly to

requirements for people. The market has been witnessing growth which is manifold for last few
years. Many players have entered the economy thereby increasing the level of competition. In the
competitive scenario it has become a challenge for each company to adopt practices that would
help the organization stand out in the market. The competitiveness of a company of an
organization is measured through the quality of products and services offered to customers that
are unique from others.. The report on "FOREIGN PLACEMENTS - NEW SERVICE
DEVELOPMENT AND IT'S COMPARISION WITH OTHER RECRUITING
CONSULTANTIES" aims to assimilate data about the various aspects of professional HIRING
in different countries. The report is a mixture of Secondary and Primary data, with
Questionnaires being our major instrument to collect primary data.

Success of every business enterprise depends on its human resource.Finding the right man for the
job and developing him into a valuable resource is an indispensable requirement of every
organization. Proper recruitment helps the line managers to work most effectively in
accomplishing the primary objective of the enterprise..

The project covers-

 Introduction of Recruitment and Selection

 Purpose and Importance of Recruitment
 Sources of Recruitment
 Steps in the Recruitment & Selection Process
 It also includes the challenges faced by HR in recruitment process and the recent trends
in recruitment process.
 OBJECTIVE OF STUDY

 To analyze the process of Identifying & Supplying Qualified, Experienced, & Dedicated
Human Resource internationally.

 To understand the process of providing secure & suitable overseas placements for the
Indian professionals, skilled workers and others, who are desirous of securing jobs abroad

 To understand the scrutinization process for selecting CV’s.

 To understand the process of mobilizing candidates for Interview process at various

location internationally.

 To give suitable recommendations to streamline the hiring process

 To Study the Challenges faced by HR in recruitment

 To Study recent trends in Recruitment Process.

 COMPANY PROFILE:

MISSION

Our mission is to help our clients make distinctive, lasting, and substantial improvements in their
performance and to build a great firm that attracts, develops, excites, and retains exceptional
people. We believe we will be successful if our clients are successful. We are a values-driven
organization. Our values lie in being TRANSPARENT and ETHICAL.

VISION

To establish as a reputed firm in India & abroad

ARCUS MULTISERVICES PRIVATE LIMITED,

A Strategic Management Consultant, We devise and move through a sound process – from
Vision, to Planning, to Implementation – and achieve strategic and effective results. Our business
is having a presence in many nations wherein we operate from USA, INDIA, MAURITIUS and
NEW ZEALAND. We work in many verticals like Business management Consultancy,
International Trade, Expanding Business Internationally, International Pre-School, International
Tour & Travel, Foreign Studies, Foreign Placements etc.
 ARCUS’ Head office is in
CALIFORNIA,USA running with
the name of ARCUS LENDING

Indian corporate office is

located in Delhi

ARCUS Multi Services Pvt. Ltd.

is registered under Ministry of
Corporate Affairs

ARCUS is also having a branch

in Port Louis, Mauritius

Launching Business in
Singapore and New Zealand
 Brand Arcus Arcus is also Arcus is
Arcus is a
is registered a member of approved by
member of
under Science and Foreign
Federation of
Intellectual Engineering Regulation
Indian Export
Property of Research Contribution
Organization
India Board Act
 Different VERTICALS in which ARCUS deals in:

1-Strategic Management
2-Expandinding Internationally
3-International preschool
4-International Tours & Travels
5-Foreign Placements
6-Foreign Studies
7-International Funding

1-STRATEGIC MANAGEMENT

Working as Strategic Management Consulting, Arcus devise and move through a sound process
– from Vision, to Planning, to Implementation – and achieve strategic and effective results.

The Strategic Management offers:

STRATEGIC VISIONING AND PLANNING

Strategic Management Consulting provides Strategic Planning that begins with identifying the
Vision of what your group wants the quality of life in your area or field to be like in the future.
Strategic Management Consulting provides Implementation tools to ensure the plan is carried
out. After a planning process is complete, that is not the end of planning, nor the end of being
strategic.

ORGANIZATIONAL STRENGTHENING AND DEVELOPMENT

Strategic Management Consulting provides Organizational Strengthening and Development for

traditional groups and those that don’t fit the typical molds. Organizational strengthening is a
process by which group’s fine tune.

MEETING AND RETREAT FACILITATION

Strategic Management Consulting provides Meeting and Retreat Facilitation that is carried out
with the bigger picture in mind and ensures results.

PROCESS DEVELOPMENT AND EXECUTION

Strategic Management Consulting provides Process development and execution of that process
to get things done.
MEDIA RELATIONS PLANNING

Strategic Management Consulting provides Media Relations Planning and Strategy that enable
groups to craft an effective message and spread that message throughout their market in a

2-FOREIGN STUDIES

COUNTRIES

 Australia
 Germany
 Mauritius
 New Zealand
 Russia
 Singapore
 Malaysia
 SERVICES

Free Counseling:

They have trained and expert counselor’s, who provide help to identify the professional goals,
enabling the student to take a wiser academic decision, and gives Personal Guidance to choose
courses that perfectly fit your Career or Personal Goals.

University Selection:

Counselor's helps the students to select the right university across the world according to the
need and requirement of the student. They evaluate their academic documents to make sure it is
as per the norms specified by the University where students have applied.

Documentation Assistance:

Verification: They will verify original financial documents of the students on universities behalf
as well as student’s original academic documents both at the time of applying and before visa
application.

Apostle: All prospective applicants are requested to go through the guidelines for
attestation/apostils, requisite documents required for attestation of documents from MEA and the
service charges for attestation/apostil services prior to preparing the application for submission.

http://mea.gov.in/apostille.htm

Applicants are solely responsible for the applications they submit. Any false documentation or
misrepresentation of facts and information in support of their application will have a direct
bearing on the decision with regard to their application by the Ministry of External Affairs, New
Delhi.

Passport Assistance:

We provide you the complete assistance in applying for the passport. We provide you with the
Admission Letter which helps you in securing the passport on Tatkal Basis.
Visa Assistance:

We arrange the Visa Invitation Letter from the university and get your visa stamped. We have
the 100% visa success rate.

VISA PROCESS-Applying for visa is one of the most critical aspects of your preparations for
overseas studies. The visa, however, can also be one of the most daunting aspects of the
preparations. It is one aspect with which the students seek guidance. Arcus have an excellent
relationship with Embassies and High Commissions worldwide and is able to offer you accurate
study abroad student visa information and a seamless experience in applying for visas to study
overseas. Their team of experienced study abroad visa consultants has expertise across all
countries and is able to guide you through the complex maze of preparing and submitting your
visa application.

Value Added Services:

Arcus offers a range of Value Added Services in order to enhance the journey of its clients and
foster convenience at the doorstep of its students. From pre-departure briefings to tiresome
accommodation hunting, Arcus is dedicated to providing the best overall experience and ease the
often time consuming procedures associated with preparing for studies.

Pre-Departure Briefing:

Arcus pre-departure briefing captures a multitude of subjects to be mindful of for a student, to

smoothen the adaptation and adjustment period for life at an overseas university. One of the core
objectives of the pre-departure briefing is to provide critical information to process and note
carefully in order to deter any untoward issues, especially in the social sense, from occurring and
to be aware of what to expect.

Accommodation:

Finding a home to live in is certainly not an easy task. Therefore, there is no need to go
anywhere else but capitalize on our strong network and reach to find you the best
accommodation facilities within the outlined budget. Arcus have an extensive network that must
be utilized fully to get the best out of one’s engagement period with our staff. Their staff
provides information about student accommodation, both on campus and private, and can
facilitate contact with the desired vendors. Across the globe, Arcus have a range of partners
providing excellent housing facilities and services to take care of student needs in the most
accommodating fashion possible, all one’s got to do is ask. (Could consider giving a list of our
accommodation partners, if necessary)

Travel and Medical Assistance:

All countries have specific regulations with regard to travel and medical insurance with respect
to international students to which attention must be paid. Students are encouraged to subscribe
for insurance services before departing and contact our counselors for further information. Arcus
consolidated relationship with both public and a range of private health service providers allows
us to do all the detailed work for you, hassle free.

Foreign Exchange:

Arcus also provide Foreign Exchange solutions through our network base that offers the most
competitive exchange rates. Students are advised on the various options available to them for
their foreign exchange requirements. Our experience indicates students and parents favor
FOREX cards over Travelers Cheques or large sums of cash. We encourage you to seek further
information about our partner vendors from our qualified counselors.

Telecom Services:

Cheap and efficient communication is a central element of the global economy today connecting
people and enhancing relationships from one end of the globe to another. Conscious of a
student’s limited budget, we offer solutions that are both affordable and efficient both for arrival
and post-arrival. Our partners provide SIM cards for all countries, ensuring you are instantly
connected with your family and friends once abroad.

Post Departure Services:

 Escorting the student from Airport to the University.

 Providing the accommodation till the students get the hostel room.
  Assist you in your hostel registration and allotting you the room.
 Assist you in final documentation in the university.
 Provides you complimentary 5-10 minutes call from the university to your parents.
 Assist you in getting local SIM Card in University.
 Assist you in getting enrollment in hostel mess.
 Assist you in issuance of your library membership card.
 Assistance in medical insurance.
 Assist you in your medical check-up in university at the time of arrival.
 Providing assistance in obtaining the Certificate of Equivalence from the Ministry of
Education of the Destination Country.
 Coordination with university authorities in Monitoring students’ academic progress and
behavior.
 Providing information and consultation in obtaining a visa for students’ parents to visit
their children.
 Assist you in visa extension.
 Support during the entire period of study.
 Assistance in providing visa to parents for their visit (if require).
 Assist parents in their smooth travel arrangements.
 Assist you in getting air tickets throughout the period of study.
 If student wish to change the room in hostel, assistance is given, provided genuine reason
given by student.
 Complete assistance is provided at the time of urgency.
 Any other assistance that may be required by the students.

International Driving Permit:

Arcus also assists in obtaining international driving permit.

3-Foreign Placements

Arcus provides placement opportunities for different kinds of manpower in different countries.

Arcus international recruitment services can help you to transform your organization, no matter
what size project you are staffing or how complicated the job is or where you are located.

It gives services like:

 Overseas HR Consultancy
 Emigration Services
 Air Ticketing
 Visa Services
 Medical Assistance
 Passport Assistance
 Document Assistance
 IDP(International Driving Permit) Services

4-International Preschool

Our purpose at Flying Kids is to turn minors into windows.

Children learn best when all experiences are presented in the spirit of play. In the
playschool setting children are nurtured with an environment that fosters love of
discovery and exploration.
Flying Kids is a unique collaboration of International and Indian culture under one roof.
We accept children with reverence educate them with love and send them further in
freedom.
5-International Tour & Travels

Arcus provides services in the sector of Tour & Travels.

It provides services like:
 Passport Assistance
 Visa Assistance
 Pre-Departure Briefing
 Accommodation
 Medical Assistance
 Foreign Exchange
 International Sim Card
 Documents Assistance
 International Driving Permit Assistance

6-International Funding

Arcus provides an opportunity for budding entrepreneurs to bring their creative idea and
if it is the best, then Arcus will provide funding. For this Arcus has created a business
plan form and the eligibility criteria as follows:

BRAND TO BE USED-Arcus
PROFILE- MBA/B. tech
WORK-Work for 6 months to1 year with PEERS & EXPERTS of Arcus
PHYSICAL LOCATION-Arcus Offices @ Singapore, Delhi, Mauritius, Bangalore,
New Zealand for 6 months.
BUSINESS TYPE-Global reach Business
INDUSTRY- Service/Consultancy
PROFIT SHARE-99:1(in %)
LIABLITIES/EXPENDITURE/NPA/LOSS-1:99(in %)
7-Expanding Internationally

Doing business abroad and growing internationally is an essential part of a company’s

business expansion policy. It is governed by a company’s aim to diversify its commercial
activities across national frontiers and increase its competitiveness. Hence, planning of
manufacturing facilities, logistical systems, financial flows and marketing policies in
such corporations are done by taking into consideration the entire world as a single
market.

Any business transaction that involves persons or firms of more than one country is
described as overseas business. In India economic reforms opened up important avenues
for promoting global business by Indian entrepreneurs. The first policy governing
overseas direct investment was in the form of guidelines issued in 1969. These guidelines
defined the extent of participation of Indian companies in projects abroad and were
subsequently revised and liberalized from time to time. They aim at providing
transparency in the framework of overseas investments. The most important legislation
was the Foreign Exchange Management Act (FEMA) which changed the entire
perspective on foreign exchange particularly those relating to investment abroad. It
changed the emphasis from exchange regulation to exchange management.

Indian companies can directly invest outside India by way of contribution to the capital or
subscription to the Memorandum of Association of a foreign entity, signifying a long
term interest in the overseas entity. It involves setting up a Joint Venture (JV) or a
Wholly Owned Subsidiary (WOS) abroad. Under the guidelines, all applications for grant
of approval for setting up joint ventures/wholly owned subsidiaries are to be made and
processed by the Reserve Bank of India.

As Arcus has first-hand experience in opening branches in foreign countries and

having their own team in that country; they can assist you.
Foreign Placements

Arcus provides the most reliable Placement services catering both the job seekers as well as
hiring companies. The screening, selection, and recruitment of the candidates are done on the
quality basis.

SERVICES

1-Overseas HR Consultancy:

 Arcus Multi Services Pvt. Ltd. is a premier Human Resource Consultancy for overseas
clients with expertise in providing the platform for meeting the demands of overseas HR
consultancy support. With the combination of a well designed and programmed approach
our team of qualified professionals is engaged in offering complete Human Resource
support aiming at best services in industry.

 With expertise in professional recruitment principles, along with a deep understanding of

international man power recruitment processes, we have devised our overseas HR
recruitment solutions to suit the needs as per the business requirements of our clients.

 They offer a wide range of recruitment solutions for various overseas Industries. Being a
global organization, and have placed job seekers in Australia, Germany, Middle East,
Mauritius, New Zealand, Malaysia, Russia, Singapore.
2-Emigration Services:

 Emigration means the departure of any person from any country for employment
(whether or not under an agreement, with or without the assistance of a registered
Recruiting Agent or employer) to any other country.
 After final selection, we send workers/ candidates for medical checkups to
authorized medical center of the respective Embassies of country of employment.
 For selected candidates, we will apply for visa in respective embassy as authorized
by employer.
 We obtain emigration clearance from concerned department for candidates.
 Persons holding ECNR passport or unstamped passports are not required to
obtain emigration clearance.

3-Air Ticketing:

 Complete arrangement of air ticketing and travelling is taken care at our end. The
complete responsibility of the process is taken care by us and we try to benefit both
candidate as well as client.
 Backed by well developed networking and suitable tie ups, we hold expertise in arranging
for :
 To and fro air tickets
 Accommodation
 Handling all paper work
 Obtaining “emigration clearance” from concerned department.

4-Visa Services:

Arcus holds expertise in arranging and handling on behalf of the candidate’s visa. Having
complete understanding of the intricacies involved in international recruitment procedure, we
specialize in providing fast as well as dependable visa assistance services. The experience gained
by us while processing travel documents allows us to guarantee that visa process is handled
quickly, accurately and professionally. The international visa services are applicable to the
following areas:
  Employment Visa
 Visit Visa
 Work Permits

5-Medical Assistance:

Complying with the immigration norms as well as regulations of several corporate, we ensure
that the candidate is physically fit for the job. For this, we get the medical checkup done at our
end and ask the candidate to undertake the relevant tests. A thorough check up at our end saves
significant time and unnecessary complications in foreign land. The finally selected candidates
are sent for medical examination only to the appointed/authorized Medical Centers. Generally
they are examined at the Medical centers enlisted by the Embassies of the employers’ countries.

6-Passport Services:

Arcus provides Passport assistance to Indian emigrants for travelling to foreign nations.

7-Document Assistance:

Arcus provides Document assistance to Indian emigrants for travelling to foreign nations.

International Recruitment

 Working with Arcus for your global recruitment needs, you gain consistent quality
control over your recruitment process. Our global talent solutions specialists are able to
source candidates more efficiently because of their deep knowledge of the market, local
cultural variations and all applicable employment laws and regulations.

 In case we are entrusted with selection & testing of prospective employee, we conduct
the procedure through taking support of panel of experts for technical & professional
categories. this procedure is followed under direct supervision of our professional
executives.

 Arcus international recruitment services can help you to transform your organization, no
matter what size project you are staffing or how complicated the job is or where you are
located.
COUNTRIES SERVED

SINGAPORE

AUSTRALIA

MAURITIUS

MALAYSIA

THAILAND

USA

NEW ZEALAND

KUWAIT

BAHRAIN

QATAR

SAUDI ARABIA

UAE
PROCEDURE OF INTERNATIONAL PLACEMENT

Getting Jobs

Resource Research

Screening Applicants

Hiring criteria

Interview Process

Medical assistance

Document assistance

Visa Services

Air ticketing

Orientation Process

Emigration Services
1-GETTING JOBS

 Arcus is a well recognized recruitment and staffing consultancy firm with having
experience in handling the demands of Manpower Recruitment Consultancy service
support, Human Resource Services and International Recruitment Consultancy.

 Arcus ensures that solutions offered are aligning with the varied needs of global clients
while providing international recruitment, where prospective candidates are highly
trained as well as experienced in their respective domain areas.

 The Recruitment process begin with, the employer and the ARCUS MULTI-
SERVICES should execute an agency agreement between them stating adequately the
terms and conditions regarding demand and supply of manpower from the particular
country. This agreement should be signed by both the parties Towards acceptance of
stated terms and conditions upon which the manpower trade will be executed.

EMPLOYER'S FRONT

 DEMAND LETTER:

The employer /Principal will formally issue a demand letter in favor of ARCUS MULTI-
SERVICES stating the job categories , number of workers required in each category ,
monthly salary , duration of contract and other amenities for workers such as food ,
medical , transport , air passage , accommodation etc.

 LETTER OF AUTHORITY:
 The employer / principal will issue a letter of authority in favour of ARCUS MUTLI-
SERVICES addressed to the Consulate General of the concerned Embassy in India ,
informing him that M/s. ARCUS MULTI SERVICES is their bonafide Manpower
recruiting agent fully authorized to deal with all visa matters , submissions and delivery ,
with the said Embassy.

 AGREEMENT OF EMPLOYMENT:

This is a standard employment contract between employer and employee.

2-RESOURCE RESEARCH

The broad range of services offered by ARCUS MULTI-SERVICES include executive search
and selection, tailor made training programmers for both in company and outside
participants. We undertake executive recruitment by adopting one or more of the following
methods as required:

Data Base Searching

We have a strong data base of professional, skilled and semi skilled manpower across India. We
update it on frequent basis to ensure better delivery at minimum time. With our excellent
networking and a sound data bank of potential candidates from various categories, we have an
access to an astonishing number of job seekers

Advertisement

Although we have a strong data base of candidates, we also advertise the required categories in
leading national and regional news papers on all India basis, Employment Exchange, Educational
Institution, Telecasting, Employee Reference and Social Media.

Methodology
Thoroughly understand the client's requirement in terms of management, organization, job
requirement, qualifications, age & experience, work location, remuneration range etc., for the
different personnel to be recruited.

Check up from our personnel inventory files to see if suitable applicants are available.

In case suitable candidates cannot be located from our files, draft a suitable advertisement with
estimates of costs for the client's approval. Alternatively, consider doing executive search for the
specific requirements.

3-SCREENING APPLICANTS

As we are well versed with the business operations and industrial requirements of various
sectors, we conduct the screening tests of the potential candidates in a highly professional
manner .We always prefer selection of applicant either by oral or practical test Duly assisted by
industry specialists and HR professionals.

Applicant’s evaluation:

The list of screened applications is transferred to the experts for technical & professional
categories under direct supervision of our professional executives for the purpose of short listing
candidates for the preliminary interview.

Short listing candidates:

Suitable list of thoroughly screened candidates for the final interview to be held in conjunction
with the client

After the candidate has been short listed at our end and is ready to face the interview, we
schedule the same with you, as per mutual convenience of both the parties. All the arrangements
pertaining to ticketing, traveling and accommodation are also taken care of by us. This ensures
that the candidate reaches the place, anywhere in the subcontinent, in time.
AGENTS FRONT

Selection

 The process of selection of an applicant is conducted either by oral or practical test that is
conducted by our authorized representative panel.

 In case we are entrusted with the selection & testing of worker, we normally do it with
the help of a team of experts for technical & professional categories under direct
supervision of our professional executives.

4-HIRING CRITERIA

Selection of candidates of Professional, Technical, and Administrative and Managerial levels

shall posses the following generic qualities:

 Management by objective.
 Strong administrative skills.
 Powerful communication and interpersonal skills.
 Result oriented and "bottom line" driven.
 Entrepreneurial spirit and self- motivation.
 Work well under pressure.
 Team player, capacity to take constructive criticism well, positive attitude.

5-INTERVIEW PROCESS

Our HR team of experts interview shortlisted candidates carefully and forward them for the right
position. Interview with suitable candidates to assess availability, interest, salary expectations etc
Candidates interested in the position will then be fully briefed about the role, technical
requirements, project objectives, culture of the organization and personalities involved.

Interviews can be conducted in any or all of these formats:

  Telephonic
 Skype
 Personal
 Walk-in

REFERENCE CHECK

In accordance with ARCUS policy, background checks are required for individuals being
considered for employment. If you are selected for a position and requested to complete a
background check, please review the information below.

Please note: as part of this assessment, ARCUS will check for inconsistencies between the
information provided during the screening process and the information listed on the resume you
supplied to ARCUS during the application process.

It is your responsibility to verify the accuracy of the information you submit to ARCUS.
Providing inaccurate information about your education and/or employment history on your
resume may disqualify you from further consideration for employment with ARCUS.

WORK PERMIT

Documents granting permission of the competent authority for employment of Indian workers in
that country i.e. Visa Advice / N.O.C. / Work Permit should be sent to ARCUS Multi Services
Pvt Ltd.

6-MEDICAL ASSISITANCE

Complying with the immigration norms as well as regulations of several corporate, we ensure
that the candidate is physically fit for the job. For this, we get the medical checkup done at our
end and ask the candidate to undertake the relevant tests. A thorough check up at our end saves
significant time and unnecessary complications in foreign land. The finally selected candidates
are sent for medical examination only to the appointed/authorized Medical Centers. Generally
they are examined at the Medical centers enlisted by the Embassies of the employers’ countries.

7-DOCUMENT ASSISITANCE

Arcus provides Document assistance to Indian emigrants for travelling to foreign nations.

8-VISA SERVICES

Arcus holds expertise in arranging and handling on behalf of the candidate's visa. Having
complete understanding of the intricacies involved in international recruitment procedure, we
specialize in providing fast as well as dependable visa assistance services. The experience gained
by us while processing travel documents allows us to guarantee that visa process is handled
quickly, accurately and professionally. The international visa services are applicable to the
following areas:

 Employment Visa
 Visit Visa
 Work Permits

9-AIR TICKETING

Complete arrangement of air ticketing and travelling is taken care at our end. The complete
responsibility of the process is taken cared by us and we try to benefit both candidate as well as
client.

Backed by well developed networking and suitable tie ups, we hold expertise in arranging for :

To and fro air tickets

Accommodation

Handling all paper work

Obtaining "emigration clearance" from concerned department

10-ORIENTATION PROCESS

Arcus effective orientation program includes:

 Foster an understanding of the culture, its values, and its diversity

 Help the new employee make a successful adjustment to the new job
 Help the new employee understand his/her role and how he/she fits into the total
organization
 Help the new employee achieve objectives and shorten the learning curve
 Help the new employee develop a positive working relationship by building a foundation
of knowledge about campus mission, objectives, policies, organization structure, and
functions
 Apart from organizational knowledge, we also provide the new employee an opportunity
to learn about:
 The culture of the country he/she will be working in
 The transportation system of the country
 The currency exchange and money transfer procedures
 The language spoken in the country.
11-EMIGRATION SERVICES

Emigration means the departure of any person from any country for employment (whether or not
under an agreement, with or without the assistance of a registered Recruiting Agent or employer)
to any other country.

After final selection, we send workers/ candidates for medical checkups to authorized medical
center of the respective Embassies of country of employment.

For selected candidates, we will apply for visa in respective embassy as authorized by employer.

We obtain emigration clearance from concerned Dept. for candidates.

Persons holding ECNR passport or unstamped passports are not required to obtain emigration
clearance.

ON GOING SUPPORT

ARCUS provides support even after you are hired and start working. For any problem, grievance
or assistance you can:

 Approach their office in the country (if any),

 Contact the Indian Embassy in the country (country specific details are provided below)
or
 Contact OWRC (Overseas Workers Resource Centre).
 LIST OF SOME LEGALLY OPERATING RECRUITING AGENCIES IN
INDIA:

A.J. ASSOCIATES

ADARSH ENTERPRISES

AIRWINGS SERVICES

AMAN OVERSEAS

B.S. ENTERPRISES

GILL INTERNATIONAL RECRUITING AGENCY

GLOBAL MAN POWER

HARI OM CONSULTANTS

J.K. ASSOCIATES

OVERSEAS RECRUITMENT BUREAU

P.L. INTERNATIONAL

PALTA TRAVELS

PARAS MANPOWER SERVICES (P) LTD

SNP MANPOWER

MOVERS AND SHAKERS

 CHAPTER 5

INTRODUCTION TO RECRUITMENT & SELECTION

5.1(A) Definition:

According to EDWIN FLIPPO, “Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization."

Today, in every organization personnel planning as an activity is necessary. It is an important

part of an organization. Human Resource Planning is a vital ingredient for the success of the
organization in the long run. There are certain ways that are to be followed by every
organization, which ensures that it has right number and kind of people, at the right place and
right time, so that organization can achieve its planned objective.

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.

For every organization it is important to have a right person on a right job. Recruitment and
Selection plays a vital role in this situation. Shortage of skills and the use of new technology are
putting considerable pressure on how employers go about Recruiting and Selecting staff. It is
recommended to carry out a strategic analysis of Recruitment and Selection procedure 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 Organization gets suitable application Scientific
Recruitment and Selection, which an Organization 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. Approaches to Selection, Scientific Selection Policy, Selection in
India and problems Other They are important components of the organization and are different
from each other.

Since all the aspect needs practical example and explanation this project includes Recruitment
and selection Process of Infosys. And a practical case study. It also contains addresses of various
and top placement consultants and the pricelist of advertisements in the magazine.

Recruitment and selection are two of the most important functions of personnel management.

Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process
to discover the sources of manpower to meet the requirement of the staffing schedule and to
employ effective measures for attracting that manpower in adequate numbers to facilitate
effective selection of efficient personnel staffing function by selecting the chief executive and
even the foremen and supervisors have a staffing responsibility when they select the rank and file
workers. However, the personnel manager and his personnel department is mainly concerned
with the staffing function, thereafter as and when additional manpower is required due to
expansion and development of business activities.

Organization should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.

Every business organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates are
essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.

Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for and
obtaining applicants for the jobs, from among whom the right people can be selected for the
employment.
The process begins when new recruits are sought and ends when their applicants are submitted.
The result is a pool of applicants from which new employees are selected. In this, the available
vacancies are given wide publicity and suitable candidates are encouraged to submit applications
so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source such
as newspaper advertisement, employment exchanges, internal promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of most
suitable candidates. Recruitment represents the first contact that a company makes with potential
employees.

Need for Recruitment:

The need for recruitment may be due to the following reasons / situation:

 Vacancies due to promotions, transfer, retirement, termination, permanent disability,

death and labor turnover.
 Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job
specification.

Purpose and importance of Recruitment:

Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals will come to know a company, and eventually decided
whether they wish to work for it. A well-planned and well-managed recruiting effort will result
in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre
ones.

Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of
qualified job applicants.
 5.2(B) RECRUITMENT PROCESS:

STAGE 1: RECRUITMENT PLANNING:

Job vacancies and information about the nature of these jobs into set of objectives or targets that
specify the (1) Numbers and (2) Types of applicants to be contacted.

Numbers of contact:

Organization, nearly always, plan to attract more applicants than they will hire some of those
contacted will be uninterested, unqualified or both. Each time a recruitment Program is
contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with
the qualified people.

Types of contacts:

It is basically concerned with the types of people to be informed about job openings. The type of
people depends on the tasks and responsibilities involved and the qualifications and experience
expected. These details are available through job description and job specification.

STAGE 2: STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitment and how many are required then one has
concentrate in

(1) Make or Buy employees.

(2) Technological sophistication of recruitment and selection devices.

(3) Geographical distribution of labor markets comprising job seekers.

(4) Sources of recruitment

(5) Sequencing the activities in the recruitment process.

"Make" or “Buy":

Organization must decide whether to hire skilled employees and invest on training and education
program, or they can hire skilled labor and professional. Essentially, this is the "make ", or "buy"
decision. Organizations, which hire skilled and professionals shall have to pay more for these
employees.

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 applicant
qualification. Although impersonal, computers have given employers and job seekers a wider
scope of options in the initial screening stage.

Where to look:

In order to reduce the costs, organizations look in to 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
the clerical and blue-collar employees.

When to look:

An effective recruiting strategy must determine when to look-decide on the timings of events
besides knowing where and how to look for job applicants.

STAGE 3: SEARCHNG:

Once a recruitment plan and strategy are worked out, the search process can begin. Search
involves two steps:

A). Source activation and

B). Selling.

A) Source Activation

This means that no actual recruiting takes place until lone managers have verified that vacancy
does exist or will 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.

The application received must be screened. Those who pass have to be contacted and invited for
interview. Unsuccessful applicants must be sent letter of regret.

B). Selling

Here, organization walks tightrope. On one hand, they want to do whatever they can to attract
desirable applicants. On the other hand, they must resist the temptation of overselling their
virtues.

In selling the organization, both the message and the media deserve attention. Message refers to
the employment advertisement. With regards to media, it may be stated that effectiveness of any
recruiting message depends on the media. Media are several-some have low credibility, while
others enjoy high credibility. Selection of medium or media needs to be done with a lot of care.

STEP 4: SCREENING:

Screening of applicants can be regarded as an integral part of the recruiting process, though
many view it as the first step in the selection process. Even the definition on recruitment, we
quoted in the beginning of this chapter, excludes screening from its scope. However, we have
included screening in recruitment for valid reasons. The selection process will begin after the
applications have been scrutinized and short-listed. Hiring of professors in a university is a
typical situation. Application received in response to advertisements is screened and only eligible
applicants are called for an interview. A selection committee comprising the Vice- Chancellor,
Registrar and subject experts conducts interview. Here, the recruitment process extends up to
screening the applications. The selection process commences only later.

Purpose of screening

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 deal of
time and money. Care must be exercised, however, to assure that potentially good employees are
not rejected without justification.

In screening, clear job specifications are invaluable. It is both good practice and a legal necessity
that applicant's qualification is judged on the basis of their knowledge, skills, abilities and
interest required to do the job.

The techniques used to screen applicants vary depending on the candidate sources and recruiting
methods used. Interview 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.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the recruitment process.

The recruitment has the objective of searching for and obtaining applications for job seekers in
sufficient number and quality.
 STEPS IN RECRUITMENT & SELECTION PROCESS

STEP 1: MANPOWER PLANNING

Manpower planning is done to identify the vacancies arising out of business needs. Each
department undertakes manpower planning every year.
Manpower planning may be necessitated due to separation in the form of resignation,termination,
transfers etc., expansion / reorganization, time bound jobs of temporary nature / leave vacancies,
retirements (premature or on attaining the58 years of age). Annual manpower budget, including
current staff strength, isprepared by the Business Head and approved by the Budget Committee
comprisig of Business Heads / Corporate Heads / JMD and the Chairman

STEP 2: IDENTIFICATION OF A VACANCY

The department head identifies the need for hiring based on Manpower Hiring Plan (Manpower
Budget). The vacancies can be arising due to resignations, terminations and retirement
of employees.

STEP 3: REVIEW THE NEED FOR THE POSITION OR VACANCY

The department head review the requirement for the position and the need to fill the vacancy. He
checks whether the requirement is as per Manpower Hiring Plan
(Manpower Budget). Then, Head of the Department raise a Manpower Requisition Form in a
standardized format.

STEP 4: SOURCING OF SUITABLE CANDIDATES

The HR Executive considers and assesses the best way of attracting a pool
of suitably qualified candidates, who will meet the needs of the business.Depending on the
nature of the position/grade, volumes of recruitment and any other relevant factors, the Regional
HR would use any one or multiple sources such as:

 Existing database.
 Employee referral as per any company scheme that may be approved from time to time.
 Advertisement in the internet/newspapers/magazines/company’s sites/jobsites or any
other media
 Placement Agencies / Consultants
 Direct recruitment from campuses/academic institutes.

STEP 5: COLLECT THE RESUMES

Through online submission

STEP 6: SCREENING OF RESUMES

The HR Executive screen the resumes and shortlist profile fit. He verifies whether the candidate
has appeared for an interview with the company previously from the application database. If the
candidate has appeared
for an interview previously, then review the feedback from the InterviewAssessment Form (IAF)
and other documents filled

STEP 7: SHORTLISTING OF CANDIDATES

The HR Executive forward all the HR-Short listed resumes to concerned HOD with resume
snapshot attached in mail with a copy to VP function, Head HR and Manager HR. The
Concerned HOD shortlists the candidates to be called for an interview as per requirement for the
Job and forwards the list to HR Department.
STEP 8: SCHEDULE INTERVIEWS

The HR Executive obtains a tentative schedule from Concerned HOD and Head HR for
interviewing the candidates. He asks the consultants to line up the shortlisted candidates on
scheduled interview date. Regular follow up is to be done with candidates by the HR Executive
to ensure 100% participation.

STEP 9: CONDUCT INTERVIEWS

The HR Executive in consultation with the concerned department will set up an interview and
select the best

STEP 10: MEDICAL CHECK UP

The selected candidate is sent for a medical checkup at reputed hospitals before final selection /
issuance of letter of intent or after final selection / issuance of letter of intent. In case the
candidate is declared unfit for employment the offer /intent letter will stand cancelled.

STEP 11: ON BOARDING & INDUCTION

On the date of joining the employee is issued an appointment letter by the HR Head. The
appointment letter include all the terms and conditions governing employment including
Designation, Department, Salary & Scale of Pay, Date of appointment, Probation, Medical
Fitness, Retirement, Termination of Services, Secrecy, Transfer etc. All new joinees undergo an
induction program as per requirement soon after joining the organization. Induction program is
done by HR Department in consultation and involvement of concerned department /
other departments. During the process of induction, the new member is briefed about the
following
1. Company Profile & Products

2. Geographical familiarization

3. Organizational Policy & Procedures

4. Socialization with department rituals.

5. Employee Involvement

RECENT TRENDS IN RECRUITMENT PROCESS

The following trends are being seen in recruitment process:

RECRUITMENT PROCESS OUTSOURCING

The recruitment is one of the leading functions that organization outsourced. The outsourcing
firms help the organization by the initial screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final selection by the organization.
Outsourcing firms develop their human resource pool by employing people for them and make
available personnel to various companies as per their needs. This practice helps the organization
in reducing time and costs in recruitment.

POACHING AND HEAD HUNTING

“Buying talent” (Rather than developing it) is the latest mantra being followed
bythe organizations today. Poaching means employing a competent andexperienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry. Head Hunting means you attract the employ
of your choice from competitors by the way offering lucrative packages for beginning the work
for your organization .A company can attract talent from another firm by offering attractive pay
packagesand other terms and conditions, better than the current employer of thecandidate. Indian
software and the retail sector are the facing the most
severebrunt of poaching today. It has become a challenge for human resourcemanagers to face
and tackle poaching, as it weakens the competitive strength of the firm.
E- RECRUITMENT

Internet has created revolution in recruitment and selection process. E-Recruitment is the use of
technology to assist the recruitment process. Today aspirants having global mindset and
information on opening are available online with placement consultant website, companies
website, city line websites and other portal. The job seekers send their applications through mail
using the Internet. Organizations are collecting database whole of the year through this and
exercising this to its level best. This will help in time and money cost for the companies and for
aspirants it is easier to access it on 24/7.

SUMMER INTERNSHIP PROGRAMME:

This program bridges the gap between concepts reinforced in class room
andreal corporate and environmental situation. Corporate having opportunity to
evaluate students for long term perspectives. Internship programme isundertaken in the discipline
concerned.

TALENT STRATEGY

Talent strategy means examining the kinds of competencies that will be

neededin the next few years, and then comparing those needs with the currentcompetencies.
Based on the types of gaps, an organization then decides whether to promote, transfer, terminate,
and so forth.
 5.3(C) SOURCES OF RECRUITMENT:

The following are the most commonly used methods of recruiting people.

INTERNAL METHODS:

This refers to the filling of job vacancies from within the business - where existing employees
are selected rather than employing someone from outside. A business might decide that it already
has the right people with the right skills to do the job, particularly if its training and development
program has been effective.

Promotions and Transfers

This is a method of filling vacancies from within through transfer’s andpromotions. A transfer is
a lateral movement within the same grade, from one job to another. It may lead to changes in
duties and responsibilities, working conditions, etc., but not necessarily
salary. Promotion involves movement of employee from a lower level
position to a higher level position accompanied by changes in duties, responsibilities, status
and value.

Job Posting

Job posting is another way of hiring people from within. In this method, the organization
publicizes job opening on bulletin boards, electronic method and similar outlets. One of the
important advantages of this method is that it offers a chance to highly qualified applicants
working within the company to look for growth opportunities within the company.

Employee Referrals

Employee referral means using personal contacts to locate job opportunities. It

isa recommendation from a current employee regarding a job applicant.Employees working in th
e organization are encouraged to recommend
thenames of their friends, working in other organizations for a possiblevacancy in the near
future. In fact, this has become a popular way
of recruiting people in the highly competitive industry nowadays. Companies offer rich
rewards also to employees whose recommendations are accepted

EXTERNAL METHODS:

This refers to the filling of job vacancies from outside the business. Mostbusinesses engage in
external recruitment fairly frequently, particularly those that are growing strongly, or that operate
in industries with high staff turnover

Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and their placement
centers. Here the recruiters visit reputed
educational institutions with a view to pick up job aspirants having requisitetechnical or professi
onal skills. Job seekers are provided information about the jobs and the recruiters. A preliminary
screening is done within the campus
andthe short listed students are then subjected to the remainder of theselection process. If campus
recruitment is used, steps should be
taken byhuman resource department to ensure that recruiters are knowledgeable concerning the
jobs that are to be filled in the organizations and employ effective interviewing skills.

Advertisements

These include advertisements in newspapers; trade, professional and

technical journals; radio and television; etc. The ads generally give a brief outline of the job resp
onsibilities, compensation package, prospects in organizations, etc. This method is
appropriate when (a) the organization intends to
reach alarge target group and (b) the organizations wants a fairly good number of talented people
– who are geographically spread out.

Employment Agencies

These businesses specialize in recruitment and selection. They often specialize in recruitment for
specific sectors (e.g., finance, travel, secretarial). They usually provide a shortlist of candidates
based on the people registered with the agency. They also supply temporary or interim
employees.

Recruitment Consultancies

Companies give their manpower requirements to Placement & RecruitmentConsultants who und
ertake the job of identifying suitable candidates for theCompany.

Unsolicited Applicants / Walk-ins

Companies generally receive unsolicited applications from job seekers

at variouspoints of time; the number of such applications depends on economicconditions,
the image of the company and the job seeker’s perception of the types of jobs that might
be available etc. Such applications are generally kept in a data bank and whenever a
suitable vacancy arises, the company would intimate the candidates to apply through a formal
channel.
 CHAPTER 6

RESEARCH & METHODOLOGY

6.1(A)Research Methodology & Types of Research Design

The study of conducting research is called as Research Methodology.

Research: The word Research is composed of two syllables "Re" & "Search".

"Re" is the prefix meaning 'Again or over again or a new' and "Search" is the suffix meaning 'to
examine closely or carefully' or 'to test & try'.

Together they form a careful, systematic, patient study and investigation in some field of
knowledge undertaken to establish princilpes/policies.

Research can also be defined as:

 Search for knowledge.

 Systematic and scientific search for getting relevant answers on many taken up specific
topics.
 Scientific enquiry into a system.
 It is the voyage of discovery

Research Methodology refers to:

 A systematic study
 Defining a problem
 Formulating a hypothesis
 Collecting & analyzing data
 Deductions & conclusions
Objective of Research

It develops Focus:
The research may be to understand for become familiar with some phenomena or to get to know
more in depth it. For example, since the days of steam engine, the research continued to come up
with more powerful locomotive which could be operated with alternative sources of energy like
diesel, electricity etc.
It reveals characteristics:
To clearly reveal the characteristics of an individual or a situation or a group like a society is
another type of research objective. For example in these
days before a criminal is sentenced efforts are taken to study why he had turned criminal. Thishel
ps develops an approach to create opportunities for criminals to cha ge themselves and join the
main stream of life
It determines frequency of occurrence:
To determine the frequency with which something occurs or with which it associated with
something else. In social research one of the major areas of repeated and continuous research
is analysis of poverty and unemployment.
It tests hypothesis:
To test a hypothesis about the casual relationship between variable being studied. This type
of research is mainly to determine the relationship between various factors so that necessary
policy options could be framed. For example, the reasons for several malpractices adopted in
public distribution outlets include low salary and absence of regulation of service of the staff in
such outlets. This is turn make them to feel insecure and they resort to mal practices. Having
found this the Govt., had taken a policy to improve the salary structure of these staff ad
regularize their services. Hence the study of casual relationship might help in formulation of
policies.

Criteria of Good Research (characteristics)

 Research is half complete, when objective or purposes of it are clearly spelt out.
  It is necessary that every step followed in the process of research is explained fully. This
is because any other person who wants to repeat such a work to achieve further
improvement on lest the validity of the research work should be able to do it.
 The research design adopted for the study should be clear and match with objectives.
 The research should be honest in reporting the facts and revealing the flaws in thework.
 Every research work should be based on carefully selected analytical tools.
 The research work is incomplete without acknowledging the various data (or) facts.
 Limitations should be frankly revealed.

Types of Research

Pure or Fundamental Research-It is based on the question 'Why things happen?'

Action or Applied Research-It is based on the question 'How things happen?'

Research Process

The research process consists of the following stages –

1. The Primary stage :– This stage includes –
a. Observation – The first step in the research process is that of the observation, research work
starts with the observation which can be either unaided visual observation or guided and
controlled observation. It can be said that an observation leads to research, the results obtained
from research result in final observations which can play a crucial part in carrying out further
research. This method is very simple and helps a great deal in framing of the hypothesis as it is
very accurate in nature but it also has some major limitations like some of the occurrences may
not be open to the observation and the occurrences which may be open for observation may not
be studied conveniently.

b. Interest – As studied in the above paragraph, research starts with the observation and it leads
to a curiosity to learn and gain more and more about what has been observed. Hence it can be
said that observation results in the creation of an interest in the mind of the researcher. The
interest can be either academic in nature or it may be a policy making interest. It may be a self
interest or a group interest. Group interest is also referred to as the social interest.

c. Crystallization – It can be defined as the process involving the designing of the definite form
of research to be used in the study of the subject matter that has been observed. During this stage,
the research project gets a concrete shape and structure.

d. Formulating a research problem – A research problem can belong to one of the following
two categories – it can belong to the category in which there can be relationships between
various variables or it may belong to the other category, which is based on nature. In the
beginning, it is important for a researcher to find out the general interest or the subject matter,
which he wants to study. By this the researcher will be able to state a problem more broadly and
also in a much generalized form then the ambiguities linked to the problem can be referred and
understood. This really supports in the formulation of a problem of a research. Although this
process is not that simple and requires many fruitful discussions in order to achieve a proper
conclusion or a decision.

e. Primary Synopsis – Before starting with the actual study work, it is very necessary for a
researcher to prepare a summary or a plan about the activities he has to perform in connection
with research operation. This will help him a lot to get a definite idea or an understanding of
what would be written in the final report.

f. Conceptual Clarity – It is very much important for a researcher to have in depth knowledge
and understanding of the subject or the topic he has to study as it helps a lot in achieving one’s
goal and objectives in a much easier and also a comparatively much simpler way.

g. Documentation – The documents help in providing important information to a researcher,

document is something in writing it can be a record, files or diaries etc. may be published or
unpublished in nature. Documents can be extracted and can be used in the research work.

2. Secondary stage: – This stage of the research consists of all the features that are actually
required to run a research project. This stage includes the following –

a. Research project planning: – Involves selection of the future courses of action for
conducting and directing a research project. A research project plan gives a rational approach to
research by which one is able to decide in advance about what to do, how to do, when to do,
where to do and who is to do a particular task in a specific activity.

b. Research Project formulation: – After the planning of the project has been done the
researcher follows this with a practical approach in order to carry out the project. This step of the
secondary stage involves the systematic setting forth of the total research project, with an aim of
conducting a systematic study.

c. Data collection: – This step involves the in depth meaning for the concepts that are to be
investigated and looks forward to data analysis, data requirement etc… Sources of
understatement or overstatement should be avoided and the data should be free from any type of
error. The data collection planning should be done or implemented in a very careful manner,
with the help of specialist researchers. The data should be good and meaningful in nature should
not only be a collection of words but should provide meaningful information.

d. Classification and tabulation – Classification can be defined as the arrangement of the data
into groups and classes depending on the resemblance and the similarities. By classification, the
data can be condensed in a very elegant way by which the various important features can be
easily noticed i.e. one can easily highlight the various salient features of the data at a glance.
Tabulation of the data can be defined as the orderly arrangement of the data in columns and the
rows this step also helps a great deal in the condensation of the data and also in the analyzation
of the relations, trends etc.

e. Data Analysis – In this step, the collected data is arranged according to some pattern or a
particular format and this analyzation of the data is done mainly to provide the data with a
meaning. It is actually the computing of the some of the measures supported by the search for the
relationship patterns, existing among the group of the data.

f. Testing of a hypothesis: – This step of testing acts as the back bone of the data analysis.
Various tests like “t” test, “z” test. Chi square test are used by the statisticians for the testing of
the hypothesis.
g. Interpretation of results: – It is very important that the results are interpreted into action
recommendations and the results should be able to refer to a decision i.e. should help in drawing
a conclusion.

3. Final Stage: – This stage involves –

a. Conclusions and recommendations – This act as the crux of the research project work.
Recommendations are based on the conclusions obtained and further these conclusions are based
on the interpretation of the results of data analysis. But a major point to be kept in mind here is
that all these conclusions and the recommendations should be linked to the research hypothesis
stated.

b. Report Writing – For the researcher as well as the reader, report writing is very crucial as it
acts as the best way for communication between the two. Report written must be very simple in
nature with easy language, high clarity. Report writing cannot be done by everyone and requires
an especial skilled person for this purpose.

SAMPLING TECHNIQUES

Sampling is concerned with the selection of a subset of individuals from within a statistical
population to estimate characteristics of the whole population. Each observation measures one or
more properties (such as weight, location, color) of observable bodies distinguished as
independent objects or individuals.
1. Random Sampling

Everyone in the entire target population has an equal chance of being selected.

This is similar to the national lottery. If the “population” is everyone who has bought a lottery
ticket, then each person has an equal chance of winning the lottery (assuming they all have one
ticket each).
Random samples require a way of naming or numbering the target population and then using
some type of raffle method to choose those to make up the sample. Random samples are the best
method of selecting your sample from the population of interest.

The advantages are that your sample should represent the target population and eliminate
sampling bias, but the disadvantage is that it is very difficult to achieve (i.e. time, effort and
money).

2. Stratified Sampling

The researcher identifies the different types of people that make up the target population and
works out the proportions needed for the sample to be representative.

Gathering such a sample would be extremely time consuming and difficult to do (disadvantage).
This method is rarely used in Psychology. However, the advantage is that the sample should be
highly representative of the target population and therefore we can generalize from the results
obtained.

3. Opportunity Sampling

Uses people from target population available at the time and willing to take part. It is based
on convenience.

An opportunity sample is obtained by asking members of the population of interest if they would
take part in your research. An example would be selecting a sample of students from those
coming out of the library.

This is a quick way and easy of choosing participants (advantage), but may not provide a
representative sample, and could be biased (disadvantage).

4. Systematic Sampling

Chooses subjects in a systematic (i.e. orderly / logical) way from the target population, like every
nth participant on a list of names
To take a systematic sample, you list all the members of the population, and then decided upon a
sample you would like. By dividing the number of people in the population by the number of
people you want in your sample, you get a number we will call n.

If you take every nth name, you will get a systematic sample of the correct size. If, for example,
you wanted to sample 150 children from a school of 1,500, you would take every 10th name.

The advantage to this method is that is should provide a representative sample, but
the disadvantage is that it is very difficult to achieve (i.e. time, effort and money).

5. Judgemental Sampling

Judgmental sampling is a non-probability sampling technique where the researcher selects units
to be sampled based on their knowledge and professional judgment.

This type of sampling technique is also known as purposive sampling and authoritative sampling.

TECHNIQUES USED IN RESEARCH

RESEARCH DESIGN: EXPLORATORY

Onthe basis of major purpose of our investigation the EXPLORATORYRESEARCH was found
to be most suitable. This kind of research has the primary objective of development of insights
into the problem. It studies the main area where the problem lies and also tries to evaluate some
appropriate courses of action.

SAMPLING TECHNIQUES: JUDGEMENTAL SAMPLING

SAMPLE SIZE:

 Total no of questionnaire is 50
 25 from questionnaire of ARCUS.
 25 from telephonic interview of Job seekers & Recruiting agencies.
SAMPLING AREA: All over India

DATA COLLECTION:

Primary Data

 Questionnaire
 telephonic interview

Secondary Data

 Website

SAMPLING UNIT: Job seekers & Recruiting agencies

ANALYSIS TOOL:

 PERCENTAGE
 PIE CHART
 BAR CHART
6.2 (B) Analysis & Interpretation

Questionnaire of Arcus Customers

I, SYED AALE MUSTAFA, the student of UNITED INSTITUTE OF MANAGEMENT,

undertaking a project on " FOREIGN PLACEMENTS - NEW SERVICE DEVELOPMENT
AND IT'S COMPARISION WITH OTHER RECRUITING CONSULTANTIES". It is a part of
MBA curriculum. I request you to spare your valuable time and provide me the information. I
ensure that information furnished by you is used for academic purpose only.

Personal Information:-
NAME-
CONTACT NUMBER-
OCCUPATION-

1-What is your Gender?

A) Male

B) Female What is your gender?

70
60
50
40
30 63 What is your gender?
20 37
10
0
Male Female

INTERPRETATION-

As shown in the column chart , the applicants for job was 63% male candidates and 37%
female candidates which had applied for foreign placements.
2-Are you currently employed?

a) Employed

b) Unemployed

Are you currently employed?

36

Employed
Unemployed

64

INTERPRETATION-

In the above pie chart, we can see that the applications for foreign placements are 64% of the
people are employed and 36% are unemployed.
3-Your highest level of education

A) High school

B) Intermediate

C) Graduate

D) Post Graduation

Your highest level of education?

13% 7%

Highschool
30% Intermediate
Graduate
Post Graduate

50%

INTERPRETATION-

As seen in the Doughnut chart, the highest level of education of Indians for foreign placements is
Graduation which alone holds 50% of the distribution, Intermediate comes next with
30%,followed by Post Graduation and High School with 13% and 7% respectively.
4-In what type of area are you located?

A) Sub-urban area

B) Urban area

C) Rural area

D) Other

In what type of area are you located?

10%

20% 40%
Sub urban area
Urban area
Rural area
other
30%

INTERPRETATION-

According to the pie chart, the most number of Indians applying for jobs in foreign countries hail
from sub urban areas which consists of 40% of the total distribution. Urban area residents hold
the second position with 30%. Indians from rural areas consists of 20% and the remaining 10%
falls in the category of others.
5-What social network do you believe is the most effective for an online job search?

A) Face book

B) LinkedIn

C) Twitter

D) MySpace

E) Other

What social network do you believe is the

most effective for an online job search?

5%
10%
Facebook
Linked in
15%
Twitter
55%
My space
Other
15%

INTERPRETATION-

The most preferred online portal for Indians searching for Foreign Placements is Face book
which holds a massive 55% of the distribution. After Face book, LinkedIn and Twitter share the
distribution of 15% each. MySpace holds 10% and the remaining 5% belongs to the other
websites.
6-How long have you been looking for job now?

A) 0-6months

B) 7-12 months

C) 1-1.5 years

D) 1.5-2 years

E) 2-2.5 years

F) 2-5 years

How long have you been looking for job

new?
35%

30%

25%

20%

15% How long have you been

looking for job new?
10%

5%

0%
0-6 7-12 1-1.5 1.5-2 2-2.5 2-5 years
months months years years years

INTERPRETATION-

The Column chart provides us with the duration which Indians have been spending looking for a
job. The maximum percentage is 1.5 to 2 years which consists of 30% of the distribution. 2 to 2.5
years gets the second spot with 20% followed by 1 to 1.5 years with 18%. 7 to 12 months comes
next with 12% and the remaining is shared between 0 to 6 months and 2 to 5 years equally
(10%).
7-What type of job you prefer?

A) Private

B) Government

C) Other

What type of job you preffer?

5%

45% Private
Government
Others
55%

INTERPRETATION-

With the respect to the pie chart, the most preferred job of Indians is the Government jobs even
in foreign countries. It holds a huge 55%, followed by private sector with 45% and 5% for
others.
8-What is important for you while choosing a job?

A) Financial independence

B) Social status increase

C) Obtaining new contacts

D) Gaining new experience & knowledge

What is important for you while choosing a

job?

20% Financial independence

40%
Social status increase
15%

obtaining new contacts

25%
Gaining new experience&
knowledge

INTERPRETATION-

According to the pie chart, the most number of Indians applying for jobs in foreign countries say
that financial independence plays a crucial part while choosing a job which holds a massive 40%
of the distribution. After this there are job seekers who says that Social status increase is the
important factor while choosing a job which holds 25 % of the distribution,20 % job seekers
looks for obtaining new contacts and rest 15% applicants wants to gain new experience and
knowledge.
9-What kind of advantage is the most important for you while choosing a job?

A) Working place adjustment

B) Work from home

C) Part-time job

D) Flexible working hours

What kind of advantage is the most

important for you while choosing a job?

50%

20% 20%
10%

Working palce Work from house part time job Flexible working
adjustment hours

INTERPRETATION-

In the above Column chart most of the Indians say 50% prefer Flexible working hours as an
advantage in Foreign countries. After this Part time job and Work from house share the
distribution of 20% each and the remaining 10% can do adjustment in their working place.
10-Are you satisfied with your current resume?

A) No

B) Yes

C) I don't have a resume.

Are you satisfied with your current resume?

5%
20%

No
Yes
I don’t have resume

75%

INTERPRETATION-

The above pie chart explains the satisfaction of Indians with their resume. 75% say that they are
satisfied with their resume and 20% say that they are not satisfied. The remaining 5 % don't have
a resume.
 CHAPTER 7

SWOT ANALYSIS OF ARCUS MULTI SERVICES PVT. LTD

STRENGTHS:
*Unique Concepts.
*Global outreached company.
*Financially strong company.
*Expertise in operating
internationally.
WEAKNESS:
*Lack of experience in India.
*Lack of specialised team.
*Presence of experienced
consultants.
*No advertisement

S.W.O.T
Analysis

THREATS:
OPPURTUNITIES:
High competition.
*Branches in rural areas.
Less chance of incorporating
*Expansion of abroad education.
unique concepts.
*Be a supporter of Digital India.
Existing Consultants.
 FINDINGS

 Arcus has created its website and has a Foreign Placement as one of the section where
interested candidates can send their CV’s for further selection process.

 To get a suitable Candidates Arcus used to forward these CV’s to the foreign placement
cell where the scrutinization process took place according to the international norms.

 The CV’s were selected according to the job profile, skills, education, documents, visa
clearance, & health issues.

 After the interviews took place through Arcus Foreign Placement Cell, the selected
candidates were given training related to the organizations norms and international
languages were also taught.

 Many of the job seekers were not satisfied with their resume so Arcus helped to create
one.

LIMITATIONS

 Arcus being a new entrant into this sector in India has got less no. of employees.
 It gives more preferences to the interns.
 Have many competitors in India in the same sector.
 No media of advertisement is used.
 RECOMMENDATIONS

 Arcus can build relationships with existing consultants in India to understand the working
conditions.
 Arcus can do advertisement through social media, news papers, television, radio,
pamphlets & hoardings etc.
 It can also get an association with other consultants to work along with them and get
more applications through them.
 CONCLUSION

 If you are hunting for a job to work in any foreign countries, then you must register your

name in some trusted international placement agencies like Arcus.

 Since they have a tie-up in large companies in abroad, when they need the human

resources for their new project from other countries, they directly approach the placement

agencies.

 Many international placement agencies claim about the hiring company. But 90% of

them are fictitious, and do not pay on time. Sometimes, they assigned a job which you

were not recruited for. So, ensure about the company from their own source.

Making workplace training accessible to when and where workers are available and

making workplace learning and apprenticeship opportunities equally accessible to

women.
BOOKS REFERRED:

Kothari-Research Methodology

WEBSITES REFERRED:

www.myarcus.in

www.globalarcus.com

www.google.com

www.wikipedia.com

USEFUL LINKS

 www.arcuslending.com

 https://www.youtube.com/watch?time_continue=123&v=v9PvEwgvOe4

 https://www.youtube.com/watch?v=gy9k7A27iLo

 https://www.youtube.com/watch?v=Ck8-al1V62g

 https://www.youtube.com/watch?v=aA_5-P-kRBI

 www.myarcus.in
 ANNEXURE

Questionnaire of Arcus Customers

I, SYED AALE MUSTAFA, the student of UNITED INSTITUTE OF MANAGEMENT,

undertaking a project on “FOREIGN PLACEMENTS - NEW SERVICE DEVELOPMENT
AND IT'S COMPARISON WITH OTHER RECRUITING CONSULTANCIES ". It is a part of
MBA curriculum. I request you to spare your valuable time and provide me the information. I
ensure that information furnished by you is used for academic purpose only.

Personal Information:-
NAME-
CONTACT NUMBER-
OCCUPATION-

1-What is your Gender?

a) Male b) Female

2-Are you currently employed?

a) Employed

b) Unemployed

3-Your highest level of education

A) High school

B) Intermediate

C) Graduate

D) Masters
4-In what type of area are you located?

a) Sub-urban area

b) Urban area

c) Rural area

d) Other

5-What social network do you believe is the most effective for an online job search?

A) Facebook

B) LinkedIn

C) Twitter

D) MySpace

E) Other

6-How long have you been looking for job now?

A) 0-6months

B) 7-12 months

C) 1-1.5 years

D) 1.5-2 years

E) 2-2.5 years

F) 2-5 years
7-What type of job you prefer?

A) Private

B) Government

C) Other

8-What is important for you while choosing a job?

A) Financial independence

B) Social status increase

C) Obtaining new contacts

D) Gaining new experience & knowledge

9-What kind of advantage is the most important for you while choosing a job?

A) Working place adjustment

B) Work from home

C) Part-time job

D) Flexible working hours

10-Are you satisfied with your current resume?

A) No

B) Yes

C) I don't have a resume.