SUMMER TRAINNING PROJECT

ON
RECURITMENT AND SELECTION

Submitted to:-

Submitted by:- Shakshi Sharma

Roll No:- 1700170038

ANAND ENGINEERING COLLEGE

 ACKNOWLEDGEMENTS

Any accomplishment requires the effort of many people and this work is
no different. It has been my proud privilege to be attached to Brindavan
Agro Pvt Ltd. I am also thankful and acknowledge to MISS.
Sunanda Sharma Sr. Executive – HR for his cordial
support ,valuable information and guidance which
helped me in completing this task through various stages. I am grateful
for their cooperation during the period of my project.
I would also thankful to almighty god for his grace and mercy to
successfully complete this project.

SHAKSHI SHARMA

CONTENTS
1. Introduction To Human Resources Management
a) Importance Of Human Resources Mgt.
b) Features Of Hr
c) Function Of Hr
2. History Of Coca Cola Bottles
3. Mission & Culture Of Company
4. Vision & Values Of Company
5. Objectives
6. Manifesto For Growth
7. Value Chain Of The Company
8. Strategies Of Coca Cola
9. Structures
a) India Organisation Structure
b) India’s FBO Organisation Structure
c) FBO Footprints In India
10. Manufacturing Process
 a) Process & Plant Layout
b) Bottle Washer Cycle
11. Introduction Of Recruitment
A) Factors Affecting Recruitment
B) Process, Sources & Methods Of Recruitment
12. Introduction Of Selection
A) Process
13. Recruitment & Selection Practices In Coca Cola
14. Research Methodology
15. Data Analysis
18. Finding
16. Conclusion
17. Suggestions
18. Questionnaire
19. Bibliography

Human Resource Management

“If you want 10 days of happiness, grow grain. If you want 10 years of happiness,
grow a tree. If you want 100 years of happiness, grow people”.

Since our Project is based on human resource management’s part recruitment and selection so we
must have a brief idea about Human Resource Management.
“Human Resource Management outlines the importance of HRM and its different
functions in an organization. It examines the various HR processes that are
concerned with attracting, managing, motivating and developing employees for the
benefit of the organization.”

1) IMPORTANCE OF HR
Human Resource emerged in the mid 1980’s against the background of the works of
famous writers on management, like Pascal and Athos (1981) and Peters and
Waterman (1982).
Human Resource Management is the most important resource in the organization.
The goal of human resource management is to help an organization to meet strategic
goals by attracting, and maintaining employees and also to manage them effectively.
The aim before the management is to effectively use of human resource for the
benefit of organizational goal. It seeks to ensure a fit between the management of an
organization's employees, and the overall strategic direction of the company.
Human Resource Management is concern with all the aspects of managing the
HR of an organization. It involves determining the organization, need of HR,
recruiting and selecting the best available employees developing counseling
rewarding employees acting as a liaison with union and government organization and
handling other, atter related to the well being of the employees.
It is an integral but distinctive part of management concerned with people at work
and their relationship within the enterprise. It has distinct features which makes
human resource as an important resource.
2) FEATURES OF HUMAN RESOURCE
1. It is an integral part of management.
2. Pervasive i.e. its practices are applied in all types of organization.
3. It is appreciated with time.
4. It is a continuous process.
5. Concern with people.

3) FUNCTION OF HR
The Human Resources Management (HRM) function includes a variety of activities,
and key among them is deciding what staffing needs you have and whether to use
independent contractors or hire employees to fill these needs, recruiting and training
the best employees, ensuring they are high performers, dealing with performance
issues, and ensuring your personnel and management practices conform to various
regulations. It performs variety of function that influences almost all areas of an
organization and aim at:
Ensuring that the organization fulfills all of its equal employment
opportunities
Carrying out job analysis to establish the specific recruitment for individuals
job within an organization
Developing and implementing a plan to meet these recruitment
Recruiting and selecting personnel to fill specific jobs within an organization
Orienting and training employees
Assisting employees in developing career plans

Origin Of Coca Cola

The prototype Coca-Cola recipe was formulated at the Eagle Drug and Chemical
Company, a drugstore in Columbus, Georgia by john pemberton, originally as a coca
wine called pemberton’s wine coca cola. He may have been inspired by the
formidable success of Vin mariani, a European coca wine.
In 1886,
When Atlanta and Fulton county passed prohibition legislation, Pemberton responded
by developing .Coca-Cola, essentially a non-alcoholic version of French Wine Coca
.The first sales were at Jacob's Pharmacy in Atlanta, Georgia, on May 8, 1886. It was
initially sold as a patent medicine for five cents a glass at soda fountain, which were
popular in the United States at the time due to the belief that carbonated water was
good for the health.
Pemberton claimed Coca-Cola cured many diseases, including morphine addiction,
dyspesia neurasthenia, headache, and impotence. Pemberton ran the first
advertisement for the beverage on May 29 of the same year in the Atlanta journal.
By 1888
Three versions of Coca-Cola sold by three separate businesses were on the market.
Asa griggs candler acquired a stake in Pemberton's company in 1887 and
incorporated it as the Coca Cola Company in 1888 .The same year, while suffering
from an ongoing addiction to morphine ,Pemberton sold the rights a second time to
four more businessmen: J.C. Mayfield , A.O. Murphey, C.O. Mullahy and E.H.
Bloodworth. Meanwhile, Pemberton's alcoholic son Charlie pemberton began selling
his own version of the product.
John Pemberton declared that the name "Coca-Cola" belonged to Charley, but the
other two manufacturers could continue to use the formula. So, in the
summer of 1888, Candler sold his beverage under the names Yum Yum and Koke.
After both failed to catch on, Candler set out to establish a legal claim to Coca-Cola
in late 1888, in order to force his two competitors out of the business. Candler
purchased exclusive rights to the formula from John Pemberton, Margaret dozier and
Woolfolk walker.
In 1892
Candler incorporated a second company, The Coca Cola Company (the current
corporation).
IN 1910
Candler had the earliest records of the company burned, further obscuring its legal
origins. By the time of its 50th anniversary, the drink had reached the status of a
national icon in the USA.
IN 1914
Dozier came forward to claim her signature on the bill of sale had been forged, and
subsequent analysis has indicated John Pemberton's signature was most likely a
forgery as well.
IN 1923
Woodruff has been the most influential guiding light. He was called Mr. Anonyms as
he gave charity anonymously. When A black church was burnt down they got 1
million dollars. They sent a letter to God, cc to Mr. Woodruff.
Woodruff’s initiatives for Service Orientation reflect in every operation at Coca Cola.
For example, at Pune, 11oo cans are manufactured per minute. To ensure quality
standards, a nuclear ray is passed through the cans to check their height!
Woodruff retired in 1955 and was Chairman Emeritus till 1985, when he died. Effect
of World War II. Coke went with the US service along the world. It grew as a
business.
Woodruff was great friends with President Eisenhower.
Woodruff was committed to getting every serviceman a coke for a nickel regardless
of what it cost the company. This ensured two thing
The Coca-Cola Company got all the sugar it needed during the war.
When the war was over, many portable bottling plants which were built by the
military were given to the Coca-Cola Company. This gave us an immediate overseas
start following the war
On April 23, 1985
Coca-Cola, amid much publicity, attempted to change the Formula of the drink with
"New Coke".Follow-up taste tests revealed that most consumers preferred the taste
of New Coke to both Coke and Pepsi, but Coca-Cola management was unprepared for
the public's nostalgia for the old drink, leading to a backlash. The company gave in to
protests and returned to a variation of the old formula, with high-fructose corn syrup
replacing cane sugar, under the name Coca-Cola Classic on July 10, 1985.
On February 7, 2005
The Coca-Cola Company announced that in the second quarter of 2005 they planned
to launch a Diet Coke product sweetened with the Atrifical sweetner sucralose
("Splenda"), the same sweetener currently used in Pepsi one.
In March 21, 2005
It announced another diet product, Coca-Cola Zero, sweetened partly with a blend of
aspartame and acesulfame potassium.
On July 5, 2005
It was revealed that Coca-Cola would resume operations in Iraq for the first time
since the Arab League boycotted the company in 1968.
In April 2007
In Canada, the name "Coca-Cola Classic" was changed back to "Coca-Cola." The
word "Classic" was truncated because "New Coke" was no longer in production,
eliminating the need to differentiate between the two. The formula remained
unchanged.
In 2010
In January ,Coca-Cola stopped printing the word "Classic" on the labels of 16-ounce
bottles sold in parts of the southeastern United States. The change is part of a larger
strategy to rejuvenate the product's image.In November, due to a dispute over
wholesale prices of Coca-Cola products, Costco stopped restocking its shelves with
Coke and Diet Coke.

Revolution of Logos
 History Of Coca Cola Bottles
Coca-Cola was sold in bottles for the first time on March 12, 1894. The first outdoor
wall advertisement was painted in the same year as well in Cartesville, Georgia. Cans
of Coke first appeared in 1955.The first bottling of Coca-Cola occurred in Vicksburg,
Mississippi at the Biedenharn Candy Company in 1891.
The original bottles were Biedenharn bottles, very different from the much later
hobble-skirt design that is now so familiar. Its proprietor was Joseph A. Biedenharn.
1894 … A modest start for a bold idea
In a candy store in Vicksburg, Mississippi, brisk sales of the new fountain beverage
called Coca-Cola impressed the store's owner, Joseph A. Biedenharn. He began
bottling Coca-Cola to sell, using a common glass bottle called a Hutchinson.
Biedenharn sent a case to Asa Griggs Candler, who owned the Company. Candler
thanked him but took no action. One of his nephews already had urged that Coca-
Cola be bottled, but Candler focused on fountain sales.
1899 … The first bottling agreement
Two young attorneys from Chattanooga, Tennessee believed they could build a
business around bottling Coca-Cola. In a meeting with Candler, Benjamin F. Thomas
and Joseph B. Whitehead obtained exclusive rights to bottle Coca-Cola across most
of the United States (specifically excluding Vicksburg) -- for the sum of one dollar. A
third Chattanooga lawyer, John T. Lupton, soon joined their ventur
1909 … Rapid growth
The three pioneer bottlers divided the country into territories and sold bottling rights
to local entrepreneurs. Their efforts were boosted by major progress in bottling
technology, which improved efficiency and product quality.
By 1909, nearly 400 Coca-Cola bottling plants were operating, most of them familyowned
businesses. Some were open only during hot-weather months when demand
was high.
1916 … Birth of the contour bottle

Bottlers worried that the straight-sided bottle for Coca-Cola was easily
confused with imitators. A group representing the Company and bottlers
asked glass manufacturers to offer ideas for a distinctive bottle.
A design from the Root Glass Company of Terre Haute, Indiana won
enthusiastic approval in 1915 and was introduced in 1916. The contour bottle became
one of the few packages ever granted trademark status by the U.S. Patent Office.
Today, it's one of the most recognized icons in the world - even in the dark!
1920s … Bottling overtakes fountain sales
As the 1920s dawned, more than 1,000 Coca-Cola bottlers were operating in the U.S.
Their ideas and zeal fueled steady growth. Six-bottle cartons were a huge hit after
their 1923 introduction. By the end of the 1920s, bottle sales of Coca-Cola exceeded
fountain sales.
1920s and 30s … International expansion
The Company began a major push to establish bottling operations outside the U.S.
Plants were opened in France, Guatemala, Honduras, Mexico, Belgium, Italy,
Peru, Spain, Australia and South Africa. By the time World War II began, Coca-Cola
was being bottled in 44 countries.
1940s … Post-war growth
During the war, 64 bottling plants were set up around the world to the troops. This
followed an urgent request for bottling equipment and materials from General
Eisenhower's base in North Africa.
1950s … Packaging innovations
for the first time, consumers had choices of Coca-Cola package size and type -- the
traditional 6.5-ounce contour bottle, or larger servings including 10-, 12- and 26-
ounce versions. Cans were also introduced, becoming generally available in 1960.

1960s … New brands introduced

Following Fanta in the 1950s, Sprite, Minute Maid, Fresca and Tab joined brand
Coca-Cola in the 1960s. The 1980s brought diet Coke and Cherry Coke, followed by
POWERADE and DASANI in the 1990s. Today hundreds of other brands are offered
to meet consumer preferences in local markets around the world

1970s and 90s … Consolidation to serve customers, New and growing

markets
As technology led to a global economy, the retailers who sold Coca-Cola merged and
evolved into international mega-chains. Such customers required a new approach. In
response, many small and medium-size bottlers consolidated to better serve giant
international customers. The Company encouraged and invested in a number of
bottler consolidations to assure that its largest bottling partners would have capacity
to lead the system in working with global retailers.
Political and economic changes opened vast markets that were closed or
underdeveloped for decades. After the fall of the Berlin Wall, the Company invested
heavily to build plants in Eastern Europe. And as the century closed, more than $1.5
billion was committed to new bottling facilities in Africa.

21st Century …
The Coca-Cola bottling system grew up with roots deeply planted in local
communities. This heritage serves the Company well today as people seek brands that
honor local identity and the distinctiveness of local markets. As was true a century
ago, strong locally based relationships between Coca-Cola bottlers, customers and
communities are the foundation on

Some design of bottels

 MISSION & CULTURE OF THE COMPANY
MISSION
The aim of Coca-Cola is very high. And with more than 120 years' experience of
extraordinary success, they know how to focus on their efforts and achieve what they
set out to do.
1) To refresh the world ...in body, mind and spirit.
2) To inspire moments of optimism through our brands and our
actions.
3) To create value and make a difference... everywhere we engage.

CULTURE
So what's behind their success? They believe it's down to the unique culture that they
share at Coca-Cola and that nurture in all that they do. For their people, it's based on
one thing: passion. But that doesn't mean there's any one single formula required to
succeed. they believe there's an infinite number of combinations.
Some of them are brilliantly analytical and technically creative. Some shine as leaders
and innovators. Others are deeply committed to change and are always on the lookout
for more sustainable ways of doing things. The list is long.
Yet underlying this variety, there is something that they all share: they can convert
their passion into action. There's a very clear framework that they work within that
gives them plenty of room for creativity and, critically, the freedom to experiment
with new ideas. Put that all together and they have an environment where everyone
can make their passion come alive with real, tangible benefits for the business.
 VISION & VALUES OF THE COMPANY

VISION
Over many years they have focused, reshaped and honed their vision so that today,
they have a unique structure, the Coca-Cola System, which helps in work with
bottling partners, focusing on the following areas to deliver on their mission
1) People: We are a great place to work where people are inspired to be the best
they can be.
2) Planet: We are a responsible global citizen that makes a difference.
3) Partners: We nurture a winning network of partners and build mutual loyalty.
4) Portfolio: We bring to the world a portfolio of beverage brands that anticipate
and satisfy people's desires and needs.
5) Profit: We maximize return to shareowners while being mindful of overall
Responsibilities

VALUES
Together with our passion for success, there are a number of other values embedded
in our culture, values that we all shares
1) Leadership: The courage to shape a better future .
2) Integrity: Be real .
3) Accountability: If it is to be, it's up to me.
4) Collaboration: Leverage collective genius
5) Innovation: Seek, imagine, create, delight
6) Quality: What we do, we do well.

OBJECTIVES OF STUDY
1. To find out recruitment & selection of Coke
2. To study comparative position of Recruitment & selection.
3. To measuring satisfaction level of Recruitment & selection.
4. Develop interview skills in the selection procedure.
 MANIFESTO FOR GROWTH
The Coca-Cola Company is on a journey. It is a bold journey, inspired by our simple
desire for sustainable growth, and fueled by our deep conviction that collectively we
can create anything we desire.
At its inception, the foundation for this journey has been termed Our Manifesto for
Growth. Our Manifesto represents the beginning of a journey which, in fact, will
never end.
It is a foundation upon which we will build sustainable growth as each and every
member of the Coca-Cola system recognizes and invests in our rich long-term
opportunities, while also accepting a renewed responsibility for meeting our shortterm
commitments.
The goals are simple:
We will reinvigorate growth for our Company, and we will inspire our people.
Likewise, our strategy is simple: We will accomplish our goals by building a portfolio
of branded beverages, anchored in our icon, Coca-Cola, and by enabling superior
market execution globally and locally -- aligning and leveraging the power of our
global network.
Ultimately, this journey will be propelled by unleashing the collective genius of our
organization that will make sustainable growth a reality. We take this journey because
it is in our very nature to innovate, create and excel.
SUPPLY CHAIN OF COMPANY
• The Coca-Cola Company, alone, could never reach and serve all of its
consumers.
• The Company relies on numerous groups to work together to make our
brands available to consumers throughout the world.
• These groups form what we call the “Value Chain.”

The Bottler:
1. Manufactures finished product.
2. Distributes finished product to the customers (outlets).
3. Works with the customers (outlets) to service the consumers.
 Strategies Of Coca Cola
Coca cola more focus on their strategies, and strategies help in connecting with
consumers and creating values with customers through relentless focus on 4As…
These 4As are more important in fulfilling the strategies and help in obtaining the
goals.
1. Availability
2. Affordability
3. Acceptability
4. Activation
1) AVAILABILITY
• Outlets of coca cola are everywhere.
• The right products always in stock .
• Strong and professional customer relationships so they want to
look after our products more than any others.
• Full range of brands are visible and accessible…..always within
“An Arms Reach Of Desire”
• Brands of coca cola reach out and grab the shopper by the arm and
say “Buy Me NOW!”
• Ensure availability of relevant SKUs in the outlet as per standards.
• Coordinate with Route Salesman & ensure availability of the right
SKU range and mix.

• Take pre-sell orders from the outlet and pass on to the Route
Salesman/Distributor for delivery.
2) Affordability
• Products are priced in each outlet to be affordable to target
consumers and to provide sustainable margins.
• Our products offer great value to consumers for every occasion.
• Our sampling campaigns recruit new drinkers while re-enforcing the
positioning of our brands
3) Acceptability
• Products meet the highest quality standards in every country .
• Full product portfolio that meets customer and consumer needs and
leverages company strengths.
• Continuous flow of exceptional innovations and disciplined
processes which bring new products and ideas to the market with
minimum risk / maximum speed .
• Powerful communications that truly touch and motivate consumers
4) Activation
Great point of purchase and displays.
The right price, for the right brand, in the right Location…Every
Time
The Perfect Drink For The Moment.
Build Brand Strength On Local Roots In The Common
Sales Equipment Consistently In Place In Every Profitable Location
And Positioned And Activated In Exactly The Right Places In
Outlet.
We Understand Consumers Intimately, By Store and Time Of Day,
And We Communicate With Them In A Way That Makes Sense At
That Point In Time In That Location

Coca Cola India Organisation Structure

Coca Cola India’s FBO Organisation
Structure

FBO FOOTPRINT IN INDIA

 Products Of Coca Cola With Various Skus

COLA:

200ml 300ml 500ml+ 1.5lt. 2lt.

 200ml 300ml 500ml 1.5lt. 2lt.

FLAVOURS :

200ml 300ml 500ml 1.5lt. 2lt.

 200ml 300ml 500ml 2lt. 1.5lt.

200ml 300ml 500ml 1.5lt. 2lt.

NCSD:

TRETA PACK RGB PET PET

(200ML) (200/250 ML) (11LT.+200ML ) ( 500MI+100ML FREE)

WATER & SODA:

 1LT. 20LT.

Manufacturing Process
In Manufacturing Only high-quality ingredients are used in coca cola
products, and quality checks (from line inspections to lab tests) are a
continuous, integral part of the production process.
Pune has 1100 cans per minute. How to check the heights. A nuclear ray goes
out checks the height and comes out.
Explain the process. It is sophisticated because of the quality standards .

PROCEESS OF MANUFACTURING
Have you heard that water is tasting different in India. That is not true because taste
is different in different regions.
Water may need to be treated if the PPM is too high. We may need to have a reverse
osmosis.
Water is an important ingredient when choosing the site. Water is treated to get it to
international standards. It is chlorinated to kill the bacteria. It is then filtered through
the sand fitter.
Next it is passed through Carbon which helps absorb odour. It then sweetened in
India with sugar – granular. Then the syrup is mixed with water, sweetener and
concentrate. This syrup has brix ( Strength of sugar IT is the weight of sugar in
concentrate. In India it is 11. Brix, Gas Volume, Appearance and Micro Growth are
the key factors). If brix is high it has to be made less.
A proportioner ensures the taste. Syrup and water are mixed from CO2. Then is
passed through the carbonator and enters the filler. Holler is the proportioner,
carbonator and filler. Bottle may be dirty, hence has to be cleaned, It has to be depalletized.
It is rinsed and cleaned in a chamber.
Inspection is manual in India. Lighted palette shows bottles with dirt. The bottles are
also inspected after being filled. We are now introducing Electronic Bottle Inspection
Stations. Post mix is for fountains

PLANT LAYOUT
BOTTLE WASHER CYCLE
Bottle washer line at BAIL in this machine thousands of bottles washed at one time every
single bottle is washed for 30 Min before it goes for filling
• Washing Cycle.
• Pre wash.
• Hot Caustic/additive immersion.
• Hot Caustic/additive Rinsing.
• Hot water Immersion and Rinsing.
• Pre-final rinse.
• Final rinse with Fresh Chlorinated potable water.
QUALITY ASSURANCE
Assures quality at every stage
Water Treatment
Incoming Material
Syrup preparation
Container preparation
Final product
Inspection of every stage of manufacturing process is very necessary to make the
product more qualitative. By selling qualitative product a company can makes more
goodwill in eyes of customer. Also each task is done by machines as we seen in our visit that
they also consider hygiene and quality as a important part of manufacturing.
Inspection process :
Pre – Inspection
Post Wash Inspection
Final Inspect

INTRODUCTION OF RECRUITMENT&
SELECTION
Organisations are made up of people and function through people. Without people
organisation cannot exist. The resources of men, money, materials and machinery are
collected, co-ordinated and utilized through people. These resources by themselves
cannot fulfill the objectives of an organisation. They need to be united into a team. It
is through the combined efforts of the people that material and monetary resources
are effectively utilised for the attainment of common objectives. Without united
human efforts no organisation can achieve its goals.
Recruitment is to hire talented manpower. Recruitment is to match the
right candidate for right job. It is to locate the gap of manpower and fill it.
The recruitment process starts with matching a candidate’s profile to that
of the position available in the company. The company uses multi nodal
techniques for recruitment using internal and external sources effectively.
As a general practice, the company takes services of print media,
placement consultants, employee referrals, jobsites etc. Campus
Recruitment is another way of taking fresh blood in the organization.
One of the main objectives of an organization is to obtain the right number and
kinds of people, at the right places and at the right time, who are capable of
performing tasks that will help the organization in achieving its objectives.
Manpower planning is a strategy for:
(A) Procurement; (B) Development;
(C) Allocation; (D) Utilization of manpower resource .
Recruitment and selection aim to search and hire suitable candidate to fill manpower
gap in coca cola .The resources may be internal or external.
Mannpower recruitment can be due to resignation, retirement or death or new
manpower recruitment arises due to new projects. First HR will check its internal
sources for filling the gap. The intimation to be sent for the replacement or new
vacancy is moved by HOD with approval from Management Committee.

RECRUITMENT
ACCORDING TO PHILIPPO:
“Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization”.
Recruitment is a linking activity as it brings together those with jobs(employer) and
those seeking jobs (prospective employees).It is a positive function as its seeks to
develop a pool of eligible person from which more suitable ones can be selected.
The basic purpose of recruitment is to locate the sources of the people required to
meet job recruitment and attracting such people to offer themselves employment in
the organization.
Recruitment is an important function as it makes it possible to acquire the numbers
and the types of persons necessary for the continued functioning of the organization.
Careful recruitment of the employees in India is important because the chances of
mismatching the job and the person is greater.
Recruitment is a two way process which includes recruiter and recruitee . Just as the
recruiter has a choice whom to recruit or not, similarly the prospective employee can
choose for which organization to apply for a job.

ACTORS AFFECTING RECRUITMENT:

1. Image of the organization
2. Nature of the job offered
3. Organizational policies
4. Working conditions
5. Compensation levels in the organizations
6. Rate of growth
7. Post recruitment record
8. Employment conditions in the community
9. Trade union attitudes
10. Labour laws
11. Government policies
Most of these factors serve as constraints restricting the freedom of management in
recruitment.
PROCESS OF RECRUITMENT:
Following significant steps are taken in recruiting the people:
1. Recruitment process generally begins when the human resource
department receives requisitions for recruitment from any department of
the company. The human requisitions contain details about:-
a. Position to be filled.
b. Number of persons to be recruited.
c. The duties to be performed.
d. Qualifications to be required from the candidate.
e. Conditions of employment
f. Appointment time
2. Locating and developing the sources of required number and type of
employees.
3. Identifying the prospective employees with required characteristics.
4. Call the identified candidates to apply for jobs in the organization.
RECRUITMENT PROCESS CONSISTS OF FOUR ELEMENTS NAMELY:
1. Recruitment policy.
2. Recruitment organization.
3. Developing sources of recruitment.
4. Techniques use to tap these sources.
SOURCES OF RECRUITMENT:
Generally selection of candidates are done by two sources:
1. INTERNAL
2. EXTERNAL
1. INTERNAL SOURCES
a) TRANSFERS:
Transfer may be a tool to fill a position/vacancy lying with the organisation. In this
exercise an existing employee shifted to concern position/location of that
organisation; which is known as transfer.
b) PROMOTIONS:
This is based on the performance of the candidate. The promotions of candidate
depends on the past experience and the performance
at the present position which is essential.
c) EMPLOYEE REFERRALS:
Employees working in an organization may also be the source of recruitment. People
who are known to and recommended by employees may be safely selected for the job
in the organization. An advantage of persons selected trough this source is that they
will be loyal and dedicated to the organization. For any lapse or indiscipline on their
part the employees who recommended their names can be held responsible. But it
may lead to favouritism, nepotism and in breeding.
ADVANTAGES OF INTERNAL SOURCES:
1) It promotes morale and loyalty on the part of workers since they
know they can advance in their careers.
2) It reduces the cost of hiring and training of new employees
3) It ensures stability in the organization due to continuity of
employment.
4) The employees who have been promoted or transferred do not need to
be familiarized with activities and recruitment of the organization.
DISADVANTAGES OF INTERNAL SOURCES:
1) Chances of favoritism in case of referred candidates.
2) It discourages the flow of new talent in the organization.
3) As promotion is based on seniority the danger is that really capable
hands may not be chosen.
2. EXTERNAL SOURCES:
To meet demands for talent brought about by business growth to seek fresh ideas or
replace employee growth to seek fresh ideas or to replace employees who leave
organisations periodically turn to the outside labour market. Managers look outside
the firm for people who have worked at the firm before. The following methods are
adopted to recruit people from outside.
a) PRESS ADVERTISEMENTS:
Advertisements are placed in both newspapers and journals and three factors
influence the choice of this media cost, profile of the leadership and circulation. Some
factors affecting the design of advertising are:
The image of the Organization.
The nature of the job
The chosen media.
The prediction of the target market.
b) EMPLOYEE AGENCIES
Employment agencies now provide occupations for almost all
Levels in an organisation .They are broadly classified into public or state agencies,
private agencies and head hunters.
JOB SITES
Various job sites likenaukari.com, timesjobs.com, shine.com, monster.com etc come
in very handy in finding candidates with the desired skills.
d) CAMPUS RECRUITMENT
Here the jobs are offered to the students of any institute where the organisation has
approached.
e) CORPORATE WEBSITE
When job seekers are interested in a company they will go directly to that company’s
web site to conduct research and look for available jobs. Make sure your web site’s
job section makes it easy to find and apply for jobs.
f) LABOUR CONTRACTORS
Manual workers can be recruited through a contractor who maintains close links with
source of such workers. This source is often used to recruit labour for construction
jobs.
ADVANTAGES OF EXTERNAL SOURCES
1. It helps to bring new talent and new ideas into the organization.
2. Expertise and experience from other organization can be brought.
3. It doesn’t change the present organizational hierarchy that much.
4. As recruitment is done from a wider market, best selection can be
made
DISADVANTAGES OF EXTERNAL SOURCES
1. This source is more costly and time .
2. The orientation and training of new employees is neccesary
3. If higher level of jobs is filled from external sources, motivation
and loyalty of existing staff are effected.

METHODS OF RECRUITMENT
Recruitment methods are the means, by which an organization establishes contact
with potential candidates, provide them necessary information and encourage
them to apply for jobs. So there are following methods of recruitment.
DIRECT METHOD:
Under direct recruitment, scouting, employee contacts, manned exhibits and waiting
lists are used. In scouting, representative of the organization are sent to educational
and training institutions. These travelling recruiters exchange information with the
students clarify their doubts, stimulate them to apply for jobs, conduct camps
interviews and shortlist candidates for further screening. They act in cooperation with
the placement office/head of the institution. Another direct method is to ask
employees of the organization to contact the public and tell about the vacancies.
Manned exhibits involve sending recruiters to seminars and conventions, setting up
exhibits at fairs and using mobile offices to go to the desired centers.Some
organizations use waiting lists of candidates who have indicated their interest in jobs
in person, through mail or over telephone.
INDIRECT METHOD:
Advertisements in newspapers, journals, on the radio and television are used to
publicize vacancies. A well-thought out and clear advertisement enables candidates to
sassess their suitability so that only those possessing the requisite qualifications will
apply.This method is appropriate when the organization wants to reach out to a large
target group scattered geographically whenever necessary, a blind advertisement can
be given in which only box number is given without identifying the firm.
Considerable details about jobs to be filled and qualifications required can be given in
the advertisements. But a large number of applicants may be unsuitable.
THIRD PARTY:
Various vacancies can be used to recruit personnel. Public employment exchanges,
management consulting firms, professional societies, trade unions, labour contractors
are the main agencies. In addition friends and relations of existing staff and
deputation method can also be used
INTERNET RECRUITMENT:
E-lixir web solutions recently carried out a survey on the increasing popularity of online
recruitment channels in India. As in bail we use naukari.com to recruit
people.we first fill all the related information about are vacancies on the naukari.com
performa and that we search for our posts.

as in my study I search for the three post that are 1)ASM 2) INTERNAL AUDITOR 3) SALES
MANAGER

Introduction Of Selection
Selection is the process of choosing the most suitable persons out of all applicants. It
is a process of matching the qualifications of applicants with the job recruitments.It is
a process of weeding out unsuitable candidates and finally identifies the most suitable
candidate.
Selection basically divides all the applicants into two categories- Suitable &
Unsuitable.
So selection is the process of rejection because more candidates are turned away than
are hired.

THE SELECTION PROCESS CAN BE SUCCESSFUL IF THE

FOLLOWINGCONDITIONS ARE SATISFIED:
1. Some one should have the authority to select. This authority comes from
the employment requisition as developed through an analysis of the
workload and workforce.
2. There must be a sufficient number of applicants form whom required
number of employees may be selected
3. There must be some standards of human resource with which applicant
can be compared. In other words, a comprehensive job description and job
specification should be available
4. Some one should have the authority to select. This authority comes from
the employment requisition as developed through an analysis of the
workload and workforce.
5. There must be a sufficient number of applicants form whom required
number of employees may be selected
6. There must be some standards of human resource with which applicant
can be compared. In other words, a comprehensive job description and job
specification should be availables

STEPS IN SELECTION PROCESS

There are some steps which are to be followed but there is no standard selection
procedure to be used in all organization for all jobs. The complexity of selection
procedure increases with level and responsibility of the position to be filled.
1. APPLICATION FORM:
Application form is a traditional and widely used device for collecting
information from candidates. Small firms design no application form and ask
the candidates to write details about their age, marital status, education, work
experience etc. on a plane sheet of paper. But big companies use different
types of application forms for different jobs. The application form should
provide all the information relevant to selection. But reference to caste,
religion, birthplace may be avoided as it is regarded an evidence of
discrimination.
Generally an application form contains the following information:
i. Identifying information - name, address, telephone no. etc.
ii. Personal information - age, sex, place of birth, marital status,
dependents etc.
iii. Physical Characteristics - height, weight, eyesight etc.
iv. Family background.
v. Education - academic, technical and profession.
vi. Experience- job held employers, duties performed, salary drawn etc.
vii. Miscellaneous extra curricular activities, hobbies, games and sports,
membership of professional bodies, etc.
2. SELECTION TEST:
Psychological tests are being increasingly used in employee selection. A test
is a sample aspect of an individual’s attitudes, behavior and performance. It
also provides a systematic basis for comparing the behavior, performance and
attitudes of two more persons. Tests are based on the assumption that
individuals differ in the job related traits, which can be measured. Tests help
to reduce bias in selection by serving as a supplementary screening device.
Tests are helpful in better matching of candidate and the job. Tests may also
reveal qualifications, which remain covered in application form and interview.
Tests are useful when the number of applicants is large.Further, tests will be
useful only when they are properly designed and administered
TESTS:
Tests are aimed at measuring such skills and abilities in a worker which
would help in performing his job well. They serve as an important tool in
evaluation of an applicant. These are done to know the behavior and traits of
the applicants.

Tests are of the following types:-

Ability test: -
It is aimed at measuring the existing knowledge, abilities and information
possessed by a candidate. For example, for selection of a person for the
post of finance advisor, knowledge of the operations performed banks,
knowledge about taxes, stock markets, interest payments etc. is
necessary. Some examples of ability test are Chicago test and IQ test.
Aptitude test:-
These are aimed at measuring the applicant’s potential for future
development. They seek to find out if a person has the latent capacity or
ability to learn a given job quickly and efficiently.
Personality test: -
In this the person’s behavior, personality traits are evaluated. TATThematic
appreciation test, WAT-Word association test, Theo-test (a
particular situation is created or given and candidate’s view on it is
evaluated).
Interest tests: -
To know the person’s interest, these tests are conducted. These help in the
placements, as suiting environment is tried to be given to the selected
candidates. The main aim is find out what kind of work excites the
candidate and gives him maximum satisfaction and contributes his best to
the enterprise.
3. INTERVIEW:
An interview is a conversion between two persons. In selection, it involves a
personal, observational and face to face appraisal of candidates for employment.
Interview is an essential element of selection and no selection procedure is
complex without one or more personal interviews.
A selection interview serves three purposes:
1) Obtaining information about the background, education, training,
work history and interests of the candidate.
2) Giving information to candidates about the company, the specific job
and human resource policies, and
3) Establishing a friendly relationship between the employer and the
candidate so as to motivate the successful applicant to work for the
organization, in practice, however, interview becomes a one-sided
affair serving only the first purpose.
Kinds of interviews: Interviews may be of various kinds, important among which are
as follows:
Direct interview: This type of interview is a brief but straight-forward, face-toface
question-answer session between the interviewer and the interviewee.
However, in such an interview, it is not possible to make an in-depth observation
of a candidate’s ability, skills, characteristics or attitudes.
Indirect interview: Under such an interview, direct or straight questions are not
put to the candidate. He is only encouraged to express his views on any topic of
his liking. The purpose is to know which issues are considered by him to be
important for discussions and how he rates the enterprise and the job applied for
by him. The interviewer in such an interview is a patient listener, neither
interrupting the candidate nor expressing any opinion or judgment of his own.
Patterned interview: During this method, a number of standard questions to be
put to a candidate are framed in advance. Ideal answers to these questions are also
determined beforehand. Then, the answers given by the candidates are checked
with the ideal answers so as to assess his suitability for the job in question.
Stress interview: During stress interview, the interviewer deliberately creates a
situation that subjects the candidate to considerable stress and strain. The purpose
is to know how the candidate will react to such a situation. For example, while
interviewing a candidate for the post of a salesman ,the interviewer may assume a
role of a customer and challenge the candidate to convince him to buy it, or the
interviewer might not react to the candidates reply or react very strongly creating
a stressful environment.
Group interview: Under this method, a number of candidates are interviewed
simultaneously. A question or a problem situation is posed before them and each
candidate is asked to participate in the discussion that follows. It is on the basis of
a candidate’s performance during this group discussion that he is selected or
rejected. This method is also called the house party technique of interview.
Walk in interview: In this kind of interview anyone is free to come and take the
interview. This interview gives opportunity to everyone who thinks himself
capable enough for the job to try for it. Date, venue and time are specified for the
interview for candidates beforehand.
4. MEDICAL EXAMINATION:
Applicants who have crossed the above stages are sent for a physical examination
either to the company’s physician or to a medical officer approved for the
purpose. Such examination serves the following purposes:
1) It prevents the employment of people suffering from
contagious diseases.
2) It identifies candidates who are suitable but require specific jobs due to
physical handicaps and allergies.
3) It determines whether the candidate is physically fit to perform the job.
Those who are physically unfit are rejected.
5. FINAL APPROVAL:
In most of the organization, selection process is carried out by the human resource
department. The candidates short listed by the department are finally approved by
the executive of the concerned department. Employment is offered in the form of
an appointment letter mentioning the post, the rank, the salary grade, the date by

which the candidate should join and other terms and conditions in brief. In some
organizations, a contract of service on judicial paper is signed by both the
candidates and the representatives of the organization. Appointment is generally
made on a probabation of one or two years. After satisfactory performance during
this period, the candidate is finally confirmed in the job on permanent basis or
regularized.
6. PLACEMENT:
Placement is placing the right person at the right place at the right time. Of the
entire selected people one suiting the best to a particular post is placed.
Placement is a very crucial part of selection as all the success of the whole
procedure depend on this stage, any wrong decision can fail the whole purpose of
selection.
7. INTRODUCTION:
The final step of procurement is orientation or socializing or induction. The newly
selected personnel are introduced to their environment, working procedure. They
are also informed about their seniors i.e. whom they have to report to, whom to
give instructions and orders i.e. their subordinates, their peer group or co-workers.
He is also made aware of the rules and regulations practiced in the organization.
General practices followed general norms followed by existing employees are also
told. Induction training can vary in time period as it depend upon the size of the
organization, post of the newly selected employee, amount of personnel he is
going to work with and many more aspect.

RECRUITMENT AND SELECTION

PRACTICES IN BAIL
Recruitment policy of the company is transparent and need based. Since it is the most
important work of human resource department. Recruitment policy includes the data
bank, human resource planning and the actual recruitment. Following steps are taken
to recruit the people in COCA COLA.
In the present system as soon as there is a vacancy a requisition comes from the
relevant department to the human resource department.
↓
Human resource department finds out if the vacancy can be fulfilled internally so an
internal notification is sent across to all the units.
↓
If the vacancy is not fulfilled internally, external sources (advertisement, jobsites,
consultants and personal reference) are used like in the bail they use naukri.com for search better
candidates for their vacancies.
↓
Received resumes are screen and good applicants are called in which we examine their
personality by asking questions about their past work .
↓
At entry level, a test is conducted and the short listed candidates are called for
interview.
↓
Two round of interview are taken then a candidate is short listed for the required pot.
↓
Reference check 1 done and fitment is decided, and then offer is given to the
candidate.
↓
If offer is accepted, joining formalities are done.
↓
A candidate goes through the induction before final absorption.

RESEARCH METHODOLOGY
Methodology plays a key role in project work. It consist of two steps:

1. RESEARCH DESIGN :
Research design is the basic frame work which provide guidelines for the
best of research process. It basically involves
COLLECTION OF THE DATA.
WHAT SAMPLING PLAN SHOULD BE USED.
2. SAMPLING PLAN:
a) Sampling size : 100 Employees
b) Sampling procedure : Random Stratified
3.DATA COLLECTION METHODS:
These are the basic tools used for collection of data:
a) Questionnaire
b) Books
c) Personal interviews
 DATA ANALYSIS

RECRUITMENT
Question 1:- -Sources used to display the vacancy at bail?
Observations:-
1) Employee Referral 25%
2) Internet 65%
3) Data Bank 5%
4) Campus Placement 5%
 sources
Employee Referral
internet
Data bank
Campus placement

Findings:
Regarding the vacancies in COCA COLA use naukari.com or other websites for their
recruitment policies mostly.

Question 2:-. Which source of recruitment is preferred?

Observations:-
1) Internal 60%
2) External 40%

sources

internal
External

Findings:
In the recruitment of COCA COLA the major role is being played by the
internal sources for short listing the candidates.
Question 3:- In the external Sources majorly used are:
Observations:-
1) Press Advertisement 10%
2) Consultancy 70%
3) Internet 15%
4) Others 5%
 sources

Press advertisement
Consultancy
Internet
Others

Findings:
From the analysis it has been found that in case of external sources
Consultancy has a major role and after that the other important source is
Internet whereas Press advertisement & others has a very little role.
Question 4:- Most preferred internal source?
Observations:-
1) Promotions 25%
2) Transfers 25%
3) Employee Referrals 50%

sources

Promotions
Transfers
Emplyoee Referals

Findings:
The most preferred internal source in this organization is employee referrals
and Secondly the transfers are also the source of selecting the candidates.

Question 5:- How far Reference Checks are necessary for every
Candidate?
Observations:-
1) Yes 70%
2) No 20%
3) Can’t Say 10%
 References Check
yes
no
can't say

Findings:
According to the study and analysis it is being judged that the reference
checks are majorly necessary for the placement of every selected Candidate.

Question 6:- Number of vacancies filled in the organization from the

sources?
Observations:-
1) New vacancy 40%
2) Replacement 10%
3) Transfers 20
4) Promotions 30

No. Of Vacancies

New Vacancy
Relacement
Transfers
Promotions

Findings:
The number of employees joined the organization majorly because of the new
vacancy and after that the percentage of the promotions makes it the second reason
for the joining of the employees. After that the new transfers are the third common
reason for the joining.

Question 7:-
Findings:

SELECTION

Question 8:- Mostly used pattern of interviews?

Observations:-
1) Structured 20%
2) Non structured 60%
3) Stress Interviews 0%
4) Walk in interview 20%

Patterns ofinterview

structured
Non structured
stress interviews
walk in interviews

Findings:
In CAOCA COLA the structured interviews are not commonly used and
also the stress interviews are also not used at all. But the pattern of Interviews in the
organization is non structured where the questions are asked on the judgment of the
potential of the candidate.

Question 9:- Commonly used tests during selection process?

Observations:-
1) Medical test 30%
2) Ability test 40%
3) IQ test 30%
 Test

MedicalTest
Ability Test
IQ Test

Findings:
Basically the medical tests are used by the COCA COLA COMPANY
Whereas the IQ test and ability tests are least used for the selection of candidates.

Question 10:- Action take against employees when they do not work
properly?
Observations:-
1) Counseling 60%
2) Transfer 20%
3) Termination 20%

Actions

Counseling
Transfer
termination

Findings:
On the basis of analysis it has been found that if an employee is not working properly
then he is given counseling in most of the cases. But sometimes the employees are
guided and make them understand their
faults.

JOINING

Question 11:-There is well defined forces of recruitment and

selection of outsource employees in COCA COLA ?
Observations:-
1) Agree 65%
2) Disagree 20%
3) No Comments 15%

Observations

Agree
Disgaree
No comments

Findings:
It can be seen that most of the people found filling up the form an easy
task, though some of them did face some problems whereas other thinks the
procedure to be easy.

Question 12:-. Fresher’s recruit is liked or appreciated by

employees?
Observations:-
1) Agree 75%
2) Disagree 20%
3) No comments 5%

observations

Agree
Disagree
No Comments

Findings:
It has been analysed that mostly people think that recruiting a fresher is right because
it gives chance to the new talent whereas very v few people thinks that recruiting a
fresher is not correct as they have no experience.

Question 13:-. Are you satisfied with the Recruitment & Selection
policies of COCA COLA?
Observations:-
1) Yes 85%
2) No 15%

Satisfaction

Yes
No

Findings:
Majority of people are satisfied with the recruitment policies of COCA COLA but a
small number of people are unsatisfied.

Question 14:- On what basis candidates choose COCA COLA as an

Employer?
Observations:-
1) Work culture 35%
2) Profile and Pay 25%
4) Advancement 15%
5) Their previous Job 20%
6) Others 5%

observations
Work Culture
Profile and pay
Advancement
Job
Others

Findings:
According to the percentage obtained on the analysis Work culture was the
most preferred choice of the candidates closely followed by pay
package and growth opportunities.
 FINDING
Coca-Cola sells more than 1 billion drinks a day and employs more
than 55,000 people all over the world.
The Coca-Cola system uses 24% of world’s aluminum cans 17% of
world’s PET resin 31% of world’s HFCS 5% of world’s sugar 30% of
world’s aspartame. Also the sugar used by coca cola is of good quality.
Coca-Cola is world’s No.1 soft drink brand and goodwill of the all the flavours are also very
good at market.
4 of top 5 Brands are owned by the Coca-Cola Company.
Coca-Cola is the longest continuous sponsor of the Olympic Games
since 1928.
The “secret formula” to Coca-Cola was written on paper only once -
the paper is kept in a bank vault at the Trust Company Bank in
downtown Atlanta.
Coca-Cola is the world’s most diverse company, doing business in
close to 200 countries, employing people from 215 nationalities, and
communicating in 126 different languages
Roberto Goizueta started working at Coke in Cuba as a junior chemist
and later became CEO of the Company.
John Pemberton’s (the man who invented the Coca-Cola syrup) son
originally wanted to call the drink “Yum-Yum!”

CONCLUSION
Recruitments and selection as seen are carried out in the organization and is a
very vital part of their human resource (HR) activities. The organizations have
their selection procedures, policies and norms which come into play every
time when selections are conducted.
It is seen that organization prefers big selection boards being cautious
enough that the right and the most appropriate candidate is selected for the
vacant post with valuable and experienced opinion of various field experts.
The board definitely consists of Personnel Heads and CMDs.
The pre-requisite of selection procedure is planning of budgets according to
which various other aspects are decided.
The other common feature in all the organisation is that all use
Advertisements,Walk ins and personnel consultants/agencies for
recruitment.
In internal sources firms uses Promotion, Transfer for recruitment, it should
be noticed that the firm uses Employee referrals as a major source.
To know the real caliber of the candidate the organizations follow the practice
of taking tests and specially WRITTEN TESTS, ABILITY TESTS etc. This
shows the increasing trend of testing not only the knowledge of the
candidate but his/her ability to express and spontaneity of the applicant.
Induction training is becoming an integral part of the selection procedure with
organization paying adequate or large time of selection process on induction.
In all it can be analyzed that RECRUITMENT and SELECTION are
very meticulous processes and require expertise to perform them.
Nowadays organizations who are receiving hefty competition have to tap
upon the best possible work force available in the market in least cost
possible and to perform this task they practice a detailed recruitment and
selection process.
SUGGESTIONS
Following are the main suggestions for company operating in Coke Recruitment &
selection:
1. They should try to take suggestion in decision making process.
2. Company should try to improve their policies.
3. The Recruitment & selection of the Pepsi should be easily available in each &
every part of the country.
4. Company should also focus on E-recruitment process
5. Coke should do the welfare programmers’ time to time for their employees.
6. The recruitment and selection procedure is very long .so they should thing
over it.

QUESTIONAIRE
Name of the employee :
Date of joining :
Designation :
Department :
Age :
Education Qualification:
Monthly income:
i. Less than 10000
ii. 10000-15000
iii. 15000-20000
iv. 20000 and above.
1. From which source do you come to know about this job?
a. Advertisement [ ]
b. Internet [ ]
c. Job Consultancy [ ]
d. Others [ ]
2. In a public you like to talk about this organization:
a. Yes [ ]
b. No [ ]
3. You take job comfortable while working:
a. Yes [ ]
b. No [ ]
4. Staff member and colleagues corporate to each other:
a. Yes [ ]
b. No [ ]
5. You are satisfied by the recruitment process by which you are selected:
a. Yes [ ]
b. No [ ]
6. Company has a reasonable compensation process:
a. Yes [ ]
b. No [ ]
7. Your organization is considered as:
a. People oriented [ ]
b. Task oriented [ ]
c. Combination of both a and b [ ]
d. None of the above [ ]
8. Does your organization take any short general test or psychological test while
selecting the people?
a. Yes [ ]
b. No [ ]
9. Do you feel your organization need some changes? If yes, please write.
………………………………………………………………………………………
………………………………………………………………………………………
……………………………………………………….
10. What do you expect to be earning 5 years from now?
………………………………………………………………………………………
………………………………………………………………………………………
………………………………………………………
11. How long will you like to continue with this organization?
a. 5-10 years [ ]
b. 10-15 years [ ]
c. 15-20years [ ]
d. Till retirement [ ]
12. You are satisfied with your daily schedule:
a. Yes [ ]
b. No [ ]
13. Does your company have an orientation programme for freshers? If yes, how
effective is it?
………………………………………………………………………………………
………………………………………………………………………………………
………………………………………………………..
14. Your suggestion for improvement and selection process:
………………………………………………………………………………………
………………………………………………………………………………………
……………………………………………………….
LEARNINGS
“Grades can shine like stars on your degree,
May be you make it to the interview.
But, only one thing will take you further
That’s only YOU, your ATTITUDE and your WORK.”
The summer project has helped us a lot to understand the various processes that undergo
and align themselves in order to constitute into one and finally contribute for the
effective functioning of the organization.
The summer internship provided us with an actual workplace wherein we were
working just like an employee of the organization and handling the processes in the
real time environment.
Learned about the Recruitment policy at COCA COLA,
How to shortlist the resumes.
Joining formalities of the selected candidates.
How increment done and at what time.
These are the few things which I have learned but to sum up, it was a great learning
experience, which is beyond description in words and it, has added immense value to
our career.
BIBLIOGRAPHY
HRM BOOKS:
Robbinson Stephen : Organizational Behaviour
Flippo
C.B. Gupta : Human resources management
Information provided by the project guide.
Websites
o http://www.cocacola.org
o http://www.coca cola /Aboutus/vision_statement.asp
o http://wickipedia.com/recruitment
o http://www.answers.com/recruitment