National School of Business

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For partial fulfilment of the requirement of the degree of

Master of Business Administration (MBA)

Internship Report on

MARMETO PVT LTD.

“Virtual Vs Reality of Recruitment in an

organisation”

Submitted to: - Submitted by: -

Rajendra Kumar Mohammad M. Rafiq

 DECLARATION

I hereby declare that the project report entitled “Comprehensive study of ”8 Hours rule of
organisation virtual vs reality” in Marmeto” Private Limited – this project has been prepared
by me during the period from 2nd of July to 14th August 2018 under the guidance of Mr. Saurav
Kumar, Co-Founder of Marmeto Pvt. Limited and Mrs. Rajendra Prasad is my internship
Mentor & Faculty Members of National School of Business

I also declare that this project report has not been submitted nor shall it be submitted in
future to any other university or institution for award of any degree or Diploma.

Date:
Signature
(Mohammad M. Rafiq)
 AKNOWLEDGEMENT

Every project big or small is successful largely due to the effort of number of wonderful people
who have always given their valuable advice or lent a helping hand.
I take the privilege of offering a deep sense of gratitude and indebtedness to Mr. Saurav

Kumar Co-Founder of Marmeto Pvt. ltd, for providing me their able guidance and inspiration
to complete the Internship Report. I also thank to all Marmeto other Founder & Co-Founders
of their cooperative support in completing my internship report and providing me necessary
information.
I owe a sense of gratitude to all the Employees of Marmeto Pvt. ltd. who also supported me
in completing this Internship Report.

Lastly I also take this responsibility to express our profound and sincere gratitude to the
National School of Business for providing me the opportunity to explore the corridors of the
corporate world and gather invaluable knowledge and practical experience via the Internship
Project.
 GUIDE CERTIFICATE

This is to certify that the Dissertation entitled “An analytical study of “Virtual vs reality of
Recruitment in an organization”

At Marmeto pvt. Ltd” submitted by Mohammad M. Rafiq in fulfilment to requirements for the
Degree of Masters of Business Administration is based on the results carried out by him under
my guidance and supervision.

Bangalore Signature

Date:
List of Table

List of Figures
 EXECUTIVE SUMMARY

This report is about my internship program with Marmeto pvt. Ltd, in this comprehensive
report, I have discussed about every major aspect of the Marmeto, which I observed and
perceived during my internship program.

In the first part of the project report, the general information of the company has been
collected. Information is gathered through the primary and secondary source as well. In the
second part of the report, contains the specialized subject study. Along with it, the
processes, policies and procedures of the organization are also discussed in detail.

During my internship program, I mainly worked on study on recruitment process whether it

is virtual vs reality in the real world with Reference to Marmeto pvt. ltd.

As the main purpose of the internship is to learn by working in the practical environment
and apply the knowledge acquired during the studies in the real-world scenario in order to
tackle the problems using the knowledge and skills learnt during the academic process, in
this report detailed analysis of organization is done and all the aspects have been evaluated
to analyse the current position of the Marmeto.

This internship report covers many important aspects which are basically related with the
Recruitment process of the organization. My focus is on how to screen resumes and feed
them for the particular job. After deciding the way next step is to select the appropriate
medium so as to reach to the maximum possible target audience by utilizing minimum
resources.
General Introduction
Human Resource Management is the essential function of organization. In Human Resource
Management Recruitment and selection are two important aspects. Among the Human
Resource practices recruitment is the basic and first function where employees are hired as
per the skills for organizations. Recruitment is the process of searching potential employees
for the right job. Selection is the process of choosing right candidate for the right job.
Selection is the after process of recruitment. Without analysing the Job role an HR cannot
start the recruitment process. The Purpose of recruitment process is finding the potentiality
in the candidates for actual or anticipated organization vacancies. A recruiter is bridging the
gap between employer and employee.

Recruitment Definition
The activities of employing workers fill vacancies or enrolling new members. Or some
activities of manufacture which they make to affect the number of people who apply for
vacancies. The result shows the peoples supply requirement being the best. Employment
recruitment is composed of several stages: verifying that a vacancy exists; drawing up a job
specification; finding candidates; selecting them by interviewing and other means such as
conducting a psychometric test; and making a job offer. Effective recruitment is important in
achieving high organizational performance and minimizing labor turnover. Employees may be
recruited either externally or internally. Besides, The Recruitment and selection process is
concerned with identifying, attracting and choosing suitable people to meet an organization
‘s human resource requirement. They are integrated activities, and where recruitment stop,
and selection begin moot point. (Anderson, 1994)

The four stages of recruitment and selection are:

1. Defining requirements:
Preparing job descriptions and specification, deciding terms and conditions of employment,

2. Attracting candidates:
reviewing and evaluating alternative sources for applicants, inside and outside the
organization, advertising, possibly using agencies and consultants.
3. Selecting candidates:
sifting applications, interviewing, testing, assessing candidates, employment, taking
references, employment contract

4. Introduction
Introduction to the work and the colleagues, to the organization and its main objectives, to
terms of employment.

Defining the requirements is based on what the job description says about the content of
the job and what the job specification says about the requirements in
order to compile the content of an internal announcement or and external
advertisement regarding the specific recruitment. It is important to check that the
job description is up-to-date and accurately expresses the present requirements.

Defining the requirements also includes decisions about:

► Are the tasks permanent or non-permanent?
► Is the job permanent or non-permanent?
► Which legal form of employment shall be applied?
Types of Recruitment:
Recruitment is of 2 types

1) Internal Recruitment
Internal Recruitment is a recruitment which takes place within the concern or organization.
Internal sources of recruitment are readily available to an organization. Internal sources are
primarily three - Transfers, promotions and Re-employment of ex-employees.
Internal recruitment may lead to increase in employee ‘s productivity as their motivation
level increases. It also saves time, money and efforts. But a drawback of internal
recruitment is that it refrains the organization from new blood. Also, not all the manpower
requirements can be met through internal recruitment. Hiring from outside has to be done.
Internal sources are primarily 3 components:
Transfers Promotions (through Internal Job Postings)

Re-employment of ex-employees –
Re-employment of ex-employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the concern. There are situations
when ex-employees provide unsolicited applications also.

2) External Recruitment –
External sources of recruitment have to be solicited from outside the organization. External
sources are external to a concern. But it involves lot of time and money. The external
sources of recruitment include - Employment at factory gate, advertisements, employment
exchanges, employment agencies, educational institutes, labor contractors,
recommendations etc.

Employment at Factory Level - This a source of external recruitment in which the

applications for vacancies are presented on bulletin boards outside the Factory or at the
Gate. This kind of recruitment is applicable generally where factory workers are to be
appointed. There are people who keep on soliciting jobs from one place to another. These
applicants are called as unsolicited applicants. These types of workers apply on their own for
their job. For this kind of recruitment workers have a tendency to shift from one factory to
another and therefore they are called as ―badli‖ workers.
Advertisement –
It is an external source which has got an important place in recruitment procedure. The
biggest advantage of advertisement is that it covers a wide area of market and scattered
applicants can get information from advertisements. Medium used is Newspapers and
Television.
Employment Exchanges –
There are certain Employment exchanges which are run by government. Most of the
government undertakings and concerns employ people through such exchanges. Now-a-
days recruitment in government agencies has become compulsory through employment
exchange.
Employment Agencies -
There are certain professional organizations which look towards recruitment and
employment of people, i.e. these private agencies run by private individuals supply required
manpower to needy concerns.
Educational Institutions –
There are certain professional Institutions which serves as an external source for recruiting
fresh graduates from these institutes. This kind of recruitment done through such
educational institutions, is called as Campus Recruitment. They have special recruitment
cells which helps in providing jobs to fresh candidates.
Recommendations –
There are certain people who have experience in a particular area. They enjoy goodwill and
a stand in the company. There are certain vacancies which are filled by recommendations of
such people. The biggest drawback of this source is that the company has to rely totally on
such people which can later on prove to be inefficient.
Labor Contractors –
These are the specialist people who supply manpower to the Factory or Manufacturing
plants. Through these contractors, workers are appointed on contract basis, i.e. for a
particular time period. Under conditions when these contractors leave the organization,
such people who are appointed have to also leave the concern. 6
Types of Recruitment:
There are several types of recruitment:
 Online recruitment
 Principles of help wanted advertising
 Executive recruiter
 Using government job service
 Campus recruiting
 Referral and walk-ins as a source of candidate.
 Computerized employee database

Recruiting a more diverse work force:

The multicultural Workforce-Older worker as a source of candidates
Online recruitment Using internet likes a facility to advertising for everybody. Using
technique drawing designs hoardings and panel on website about recruitment or
demanding employee with requirement. Besides, the information of company should be
explained in general. The employee will match their ability to decide to apply or not that
position.

Principles of help wanted advertising:

Creating advertisement and publishing in a newspaper, journal, and magazines. Making
advertisement, focusing on attention audience has been important because after reading,
people can understand and match their capacity with our demand. Make an interesting
advertisement like promotion, travel, career development, will attract people feeling finding
a good environment workplace.
Executive recruiter:
In any way it‘s called human hunter who seek out top management labor for their client.
Ordinarily, after confirmation to look for special worker, these organizations, agencies will
filter their database about suitable ones or finding others from another manufactory. In this
service, we may be pay fee very high. Some recruiters who may convince you use their
people more than in find suitable candidate for us.

Campus recruiting as resource of candidates:

Many candidates rent through recruiting. In this place, candidate can organize conference of
job, skill in working…With this form, campus may be spent a lot finance for brochure,
advertise to company, time for recruiter.

Using government job services:

It was very popular in UK being Job Center where employees can apply for Insurance
Number and seeking a job. Job Center aides millions job for employees. Job information
provided at Job center offices where peoples can find suitable job for them and be able
apply for these positions.

Recruiter a more diverse workforce:

The multi-culture workforce: Emigrant is the source of workforce. Many manufactories used
abroad candidates for them instead of using local people. With good policies, many
companies can collect excellent candidate in their field.

The older worker: With these candidates, companies can find experience worker.
Computerized employee database: Nowadays, many companies usually use computerized
resume enrolment to seek candidate. From their database can support to find student,
graduate, experience people who applied for any positions.
Recruitment is a ―process to discover the sources of manpower to meet the requirement
of the staffing schedule and to employee effective measures to attracting that manpower in
adequate number to facilitate effective selection of an effective workforce.‖
People are integral part of any organization today. No organization can run without its
human resources. In today’s highly complex and competitive situation, choice of right
person at the right place has far reaching implications for an organizations functioning.
Employee well selected and well placed would not only contribute to the efficient running of
the organization but offer significant potential for future replacement. This hiring is an
important function. The process of hiring begins with human resource planning (HRP) which
helps to determine the number and type of people on organization needs. Job analysis and
job design enables to specify the task and duties of hobs and qualification expected from
prospective job HRP, job analysis, job design helps to identify the kind of people required in
an organization and hence hiring. It should be noted that hiring is an ongoing process and
not confined to formative stages of an organization. Employees leave the organization in
search of greener pastures, some retire and some die in the saddle.
More importantly an enterprise grows, diversifies, take over the other units all necessitating
hiring of new men and women. In fact, the hiring function stops only when the organization
ceases to exist.

Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organization. Recruitment is the activity that links the
employers and the job seekers.

A few definitions of recruitment are:

• Recruitment is a process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are selected.
• Recruitment is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective
• Recruitment measures for attracting that manpower in adequate numbers to facilitate
effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a pool
of prospective employees for the organization so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is
to expedite the selection process. Recruitment is a continuous process whereby the firm
attempts to develop a pool of qualified applicants for the future human resources needs
even though specific vacancies do not exist. Usually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
 INDUSTRY PROFILE
Overview:
Recruitment (hiring) is a core function of human resource management. It is the first step of
appointment. Recruitment refers to the overall process of attracting, selecting and
appointing suitable candidates for jobs (either permanent or temporary) within an
organization. Recruitment can also refer to processes involved in choosing individuals for
unpaid positions, such as voluntary roles or unpaid trainee roles. Managers, human
resource generalists and recruitment specialists may be tasked with carrying out
recruitment, but in some cases public-sector employment agencies, commercial recruitment
agencies, or specialist search consultancies are used to undertake parts of the process.
Internet-based technologies to support all aspects of recruitment have become widespread
Recruitment process is given below:

Job analysis:
In situations where multiple new jobs are created and recruited for the first time or
vacancies are there or the nature in such documents as job descriptions and job
specifications. Often, a company already has job descriptions for existing positions. Where
already drawn up, these documents may require review and updating to reflect current
requirements. Prior to the recruitment stage, a person specification should be finalized.

Sourcing:
Sourcing is the use of one or more strategies to attract or identify candidates to fill job
vacancies. It may involve internal and/or external recruitment advertising, using appropriate
media, such as job portals, local or national newspapers, social media, business media,
specialist recruitment media, professional publications, window advertisements, job
centres, or in a variety of ways via the internet.
Alternatively, employers may use recruitment consultancies or agencies to find otherwise
scarce candidates—who, in many cases, may be content in their current positions and are
not actively looking to move. This initial research for candidates—also called name
generation—produces contact information for potential candidates, whom the recruiter can
then discreetly contact and screen.

Screening and selection

Various psychological tests can assess a variety of KSAOs, including literacy. Assessments are
also available to measure physical ability. Recruiters and agencies may use applicant
tracking systems to filter candidates, along with software tools for psychometric testing and
performance-based assessment. In many countries, employers are legally mandated to
ensure their screening and selection processes meet equal opportunity and ethical
standards.
Employers are likely to recognize the value of candidates who encompass soft skills such as
interpersonal or team leadership. Many companies, including multinational organizations
and those that recruit from a range of nationalities, are also often concerned about whether
candidate fits the prevailing company culture.

Recruitment Process Outsourcing (RPO)

Recruitment Process Outsourcing, or commonly known as "RPO" is a form of business
process outsourcing (BPO) where a company engages a third party provider to manage all or
part of its recruitment process.

Recruitment Consultancy
Recruitment consultants are responsible for attracting candidates and matching them to
temporary or permanent positions with client companies. They work with client companies,
building relationships in order to gain a better understanding of their recruitment needs and
requirements.

Recruitment consultants attract candidates by drafting advertising copy for use in a range of
media, as well as by networking, headhunting and through referrals. They screen
candidates, interview them, do background checks and finally match them to their clients. 1
Consultants also provide advice to both clients and candidates on salary levels, training
requirements and career opportunities.
Some of the benefits that employers reap from resorting to RPO are explained below:
1. Reduced hiring costs and time to fill vacancies
2. There is a greater chance of finding the best possible talent
3. Since RPO providers have greater access to an extensive database, they can offer the best
talent to organizations
4. RPO providers also ensure right employer branding of an organization, hence letting them
hire the best available talent.
5. Engaging an RPO service implies that you would gain full access to strategic market
insights and of course thought leaders.
6. Finally, once you have handed over everything to an RPO service provider, you can finally
focus more on the growth and planning of your business.
Growth and Expansion of RPO in India
Over the past five years, India has witnessed a substantial growth within the RPO segment.
According to recent reports, more than 70 percent of Indian employers are likely to
outsource recruitment functions either entirely or partially in the coming few years.
It might come as a surprise to many, but the current valuation of the RPO industry in India is
INR 400 crores which are further expected to grow at a rapid rate of 40-50 percent. When
organizations choose to opt for RPO services, they end up saving substantially on their
recruitment costs. The expertise and experience of a partner can help companies improve
the quality of recruits along with an overall smoother and faster hiring process.
The HR outsourcing services market in India is changing rapidly as external providers are
designing more holistic solutions with a greater involvement of Applicant Tracking Systems
(ATS) and of course HR analytics. Most of the major external service providers have sound
sourcing centres that provide cost efficiency and enable pricing to be fully variable.
 Now, organizations need to take a holistic approach towards their current workforce
and thereby implement more innovative talent acquisition strategies, find the right
talent and hence ensure substantial business growth.
 With an ever-changing economy, the talent and recruitment landscape in India has
been heavily influenced, and it is no longer about organizations hiring candidates.
Even candidates analyze companies before making a decision.
 Responsibilities
 Recruitment consultants provide a vital link between clients and candidates. The role
is demanding and diverse and involves:
 using sales, business development, marketing techniques and networking to attract
business from client companies;
 visiting clients to build and develop relationships;
 developing a good understanding of client companies, their industry, what they do,
plus their work culture and environment;
 advertising vacancies by drafting and placing adverts in a range of media, for
example newspapers, websites, magazines;
 using social media to advertise positions, attract candidates and build relationships
with candidates and employers;
 headhunting - identifying and approaching suitable candidates who may already be
in work;
 using candidate databases to match the right person to the client's vacancy
 COMPANY PROFILE

Hiring a new employee always feels like a gamble. You think you ‘ve looked in every nook
and cranny to make sure that the person you ‘re looking at on the other side of the table is
going to make a valuable addition to your team.

Marmeto Pvt. Ltd, earlier it is known as Tatynerds Pvt.Ltd, its begin as a partnership
IT business company & its Founder is Shashwat Swarop & Two Co-founders are Mr.
Saurav Kumar & Mr. Prabhat Prasad. They started this company in the year 2017.
Earlier they 3 in This was the time when IT revolution was on a Peak. Entering into IT
was a tactical move to the Marmeto because some of the well Establish company like
TCS, Infosys and WIPRO were headed to success & many of the start-up company is
also performing well in IT industry but Marmeto’s founder was having a clear vision a
step in search for new opportunities.

Marmeto is an Information Technology company. They have one aspiration – to become a

top-notch business in the service industry. And their one belief – hard work with 100%
dedication always yields complete client satisfaction, that is why Marmeto are constantly
working towards glory. Other than that, it’s simply a magic potion of honesty, loyalty, and
morality that unifies Marmeto team to deliver the best to their clients. Marmeto sole
aspiration is their constant motivator, Marmeto values are follow each one of them & they
called it abiding rules of Marmeto, and Marmeto personnel is their heart and soul. Where
Marmeto performance is measured by how readily they place their client’s business.
Marmeto’s vision of doing work is very simple that is “professional work in a personal way”

Services Provided
 E-Commerce setup
 Mobile App development
 Custom Tech Solution
 UX design
 Web design
IT Hiring
The traditional approach to recruitment involves floating job descriptions through HR
agencies or online portals. The process of short listing is typically influenced by basic criteria
like educational qualification or years of experience. Further, unstructured interviews tell
you little about how the person is likely to perform on joining your team.

Most recruiters have said that their gut feeling plays a large role in the hiring decisions they
make. Unfortunately, such decisions don ‘t always plan out well for the organization. With
Marmeto, these gut-feelings ‘will be a thing of the past.
RPA Staffing
Contract Staffing helps organizations cut overhead costs, while also maintaining the
flexibility to hire candidates with specific skill sets for a particular project. It‘s also used as a
―try-before-you-buy‖ model by some organization, where they test the candidate‘s skill
and potential on a single project before offering him/her a full-time position.
A large number of projects require temporary employees on time-bound contracts. Projects
come and go and hiring such candidates becomes recurring and laborious for companies.
Not only is it difficult for companies to maintain access to such a talent pool, it‘s also
challenging to screen and select the right candidates on short notice.
Company’s Solution
 Data Centric Approach
 Faster Recruitment
 Higher Efficiency
Data Centric Approach
Data and insight in hiring can chart a new growth story for your business. We harness the
power of Big Data with our analytics tools to enhance your recruitment process and help
you find the right candidates.
Faster Recruitment
Conventional hiring practices are time-consuming, unstructured and unreliable. With a data
driven approach, you can identify specific parameters that are relevant to a job role and
identify prospective employees quickly.
Higher Efficiency
Data is reliable and verifiable. With VPS Consulting you‘ll find suitable candidates for any job
with maximum accuracy. Our insights give you the ability to determine specific parameters
like demographics, qualifications, interests and more.
Robotic Process Automation Training
Robotic Process Automation (RPA) allows automation of human tasks that are done on a
computer, thereby reducing the time for the task to be done, reducing or eliminating the
effort required by a human being, reducing the costs associated with the execution of the
task and increasing the quality of the work done.

RPA is the use of software with artificial intelligence and machine learning capabilities to
handle high volume, repeatable tasks that previously required a human to perform.
It adapts to changing circumstances. Although RPA software can be expensive, the
technology offers companies an alternative to outsourcing and can result in lower operating
costs, decreased cycle times and increased productivity for human employees who no
longer are tasked with boring work.

Robotic Process Automation Consulting

What is Robotic Process Automation?
Robotic Process Automation aims to use a computer (a.k.a. robot) to manipulate existing
application software (CRMs, ERPs, help desk and claim applications) in the same way that a
person works with those systems and the presentation layer to perform a specific task. The
phrase ―robotic process automation‖ is used to refer to the use of sophisticated computer
software that automates rule-based processes without the need for constant human
supervision.
Why Robotic Process Automation?
For enterprises, BPOs and shared services that use large-scale, high-volume human labor
with an intrinsic exigency for productivity and cost efficiency, RPA technology adds impetus
to business innovation and profitability. It enables organizations to configure software
robots that automate manual and repetitive rule-based tasks at a fraction of the cost of
their human equivalent and to integrate without disrupting the legacy system. Robots are
easy to train and see the interface like a human. They can act as automated assistants and
are designed to collaborate with humans while permanently reporting on progress.
 ORGANIZATIONAL STRUCTURE
FIGURE 1.0 17

(Founder)
Shashwat Swaroop

Co-Founder Co-Founder

Saurav Kumar Prabhat Prasad

HR Tech Head

Operation Marketing

Content Writer

Sales

Web Developer Android Developer

In charge In charge

Junior Junior
Developer Developer
Recruitment Process
TITLE: "Virtual Vs Reality Of Recruitment in an organisation"

NEED OF THE STUDY:

With human nature being what it is, employees will test limits and act ―creatively‖ in
workplace situations, so you need a strategy for developing, communication and enforcing a
set of policies and practices that reflect your standards of acceptable behaviour. These set
of HR policies & Practices act as the Building Blocks of Productivity and Efficiency thus
leading to overall Growth of the Company. A successful policies and practices strategy does
more than draw boundaries; it also recognizes and addresses people ‘s needs. Not just the
Organization Growth but also the individual growth takes place.

There are many different types of people, and not surprisingly, they react differently to the
need for policies and practices based on those differences. For example, some people prefer
there be a written policy for everything, while others favour having no policies at all and
would leave everything open to interpretation as situation arise. Neither of these extremes
contributes to a work environment that‘s conducive to high productivity levels. The answer
is found in between, with the right number and types of policies and practices that are
focused on a primary goal-improving individual performance in the workplace.

When you get to the heart of the matter, performance improvement is really about the
process of setting expectations and meeting them. The focus in business is not just about
meeting specific goals, but also about how you achieve them. And the ―how‖ affects the
liabilities you create in the process. So we have to make sure the employees have the clear
expectations and are treated fairly as they work to help build the company
OBJECTIVES OF THE STUDY

The main objectives of the study are as follows:

• To analyse and understand the recruitment techniques adopted and performed at
Marmeto Pvt. Ltd
• To analyse the effectiveness of ongoing recruitment techniques adopted.
• To identify the constraints in the recruitment techniques and to be overcome it.
• To understand the recruitment techniques.
• To formulate strategies this will help in making recruitment strategies more effective.

SCOPE OF THE STUDY

The proposed study identifies and provides inputs on various important issues like; the
Recruitment Function of the Company, Aligning the Internal and External Sources to the
Organizational Goals. Study also reveals on what the different strategies are adopted by the
Human Resources to achieve high closure ratio which will help to decide on which is the
best source for sourcing. Study also gives a clear picture of the Return on Investment (RO)
by doing a cost benefit analysis of investing in job portals so that the Human Resource
Department can make professional decision. Study reveals that there is a mix of Hygiene
and Motivation Factors the Employees.

RESEARCH METHODOLOGY
To define any research problem and give a suitable Solution for any research, a sound
research plan is inevitable. Research Methodology underlines the various steps involved by
the researcher in systematically solving the problem with the Objective of determining
various facts.

Research Design:
A research work will be successful only with a sound design. The Research Design for the
purpose of the study is analytical in nature. The major purpose of analytical research
includes survey and in-depth analysis of variables. The research plan calls for gathering
primary and secondary data. The sampling method adopted for the present study is simple
random sampling.
Methods of Data Collection
In this project my research is fully depend on the collection of data are of two types
• Primary Data Collection.
• Secondary Data Collection

Primary Data Collection

In My Research the primary data collection was mainly done through the questionnaires to
HR Manager (Harsha P Singh) of ―VPS Consulting.‖ & questionnaires to (Sandeep Naagraj)
who is working as a Client representative of ―VPS Consulting‖.
Secondary Data Collection
I collected my secondary data from different sources i.e. from Books, Internet, Company
records etc.
Sample frame
The Existing Management in Bangalore and its Presence in 5 states of India.
Sample unit
Human Resource Head or Senior Executive or Managing Director or CEO or anyone who has
more than 3 to 5 years of experience in the company.
Sample method
In order to achieve the objectives of research the random sampling method can be
followed. The sample size will be 30 in total.
Research Hypothesis
Test:
Objective: to check whether sources of recruitment and better result are independent
Where,
H0: There is no association between sources of recruitment and better result of
recruitment.
H1: There is association between sources of recruitment and better result of recruitment.

LIMITATIONS OF THE STUDY

This research is limited to Source of Information I.e. Reporting Manager, other employees of
the Company, Company Website, etc.
The Time Frame of internship is another Limitation, the Experience of 2 months of
Internship may no revel the Organization ‘s each and every process or in and out of the
system ‘s functioning.
The project is also limited to Activity performance i.e. Exposure to only the Human resource
department of the company. Therefore, it does not possible for me to include the activities
of other departments.
The results in this Report are limited to my experience of 2 months.
LITERATURE REVIEW

RECRUITMENT
Recruitment is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applicants from which new employees are selected. In
other words, recruitment is the process of creating a pool of applicants and stimulating
those applicants to apply for the job. A formal definition states, ‟ it is the process of finding
and attracting capable applicants 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.
According to EDWIN FLIPPO, ―Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization. ‖
Recruitment is an important function as it creates a platform for the selection procedure to
take place, hence important for the staffing function of an organization. A well planned and
well managed recruitment effort will attract high quality applicants whereas a haphazard
effort will result in mediocre ones.
A sound recruitment effort helps the organization in the following ways:
 Attract highly qualified and competent people.
 Ensure that the selected candidate stays longer with the company.
 Make sure that there is a match between cost and benefit.
 Help the firm to create more culturally diverse work force.
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 Selection procedure. It is recommended to carry out a strategic analysis of Recruitment
and Selection procedure. 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.
An organization cannot be run by mere machines and fixed assets it has. The machineries
and capital can only contribute to company’s success when there are adequate people to
run and maintain those machines. There are different departments I an office like finance
department, production department, marketing and sales department and to take care of
the people part of all these departments there is always one Human Resource department.
Each and every department need people of different education and qualification for its
smooth running and contribution to the organization objectives. The recruitment needs of
an organization objective. The recruitment need of an organization will depend upon
various factors like:
 Strategic decision of expansion and diversification.
 The level of attrition in the company.
 Starting a new venture.

The strategic decisions are always taken by the top management and the decisions are
followed by various departments. The decisions regarding the expansion and diversification
is taken by the top management and the need of employees coming out of the decision is
conferred to the HR department.
PURPOSE AND IMPORTANCE OF RECRUITMENT
 Determine the present and future requirements of the organization on conjunction
with its personnel- planning and job analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of
visibly under qualified or over qualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.
 Meet the organization ‘s legal and social obligations regarding the composition of its
work force.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organizational and individual effectiveness in the short term and long term.
 Evaluate the effectiveness of various recruiting techniques and sources for all types
of job applicants.
 Recruitment is a positive function in which publicity is given to the jobs available in
the organization and interested candidates are encouraged to submit applications
for the purpose of selection.

RECRUITMENT PROCESS
Recruitment refers to the process of identifying and attracting job seekers so as to build a
pool of qualified job applicants. The process comprises five interrelated stages,
 Planning
 Strategy development
 Searching
 Screening
 Evaluation and control
The ideal recruitment program is the one that attracts a relatively larger number of qualified
applicants who will survive the screening process and accept positions with the
organization, when offered. Recruitment Programmes can miss the ideal in many ways i.e.
by failing to attract an adequate screening applicant‘s pool, by under/ over selling the
organization or by inadequate screening applicants before they enter the selection process.
Thus, to approach the ideal, individuals responsible for the recruitment process must know
how many and what types of employees are needed, where and how to look for the
individuals with appropriate qualifications and interests, what inducement to use for various
types of applicants groups, how to distinguish applicants who are qualified from those who
have a reasonable chance of success and how to evaluate their work.
STAGE 1: RECRUITMENT PLANNING
The first stage in the recruitment process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into set of objectives or
targets that specify the:
1. Numbers of contact

2. Types of applicants to be contacted.

NUMBERS OF CONTACT:
Organizations always plan to attract more applicants than they will hire. Some of those
contacted will be uninterested, unqualified or both. Each time a recruitment programme 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.
To fulfill the above, recruitment planning will involve the following:
Identify vacancies: The first step in planning involves determining how much vacancies are
there to be filled. It is also important to determine how important the jobs are important for
its functioning are to be filled first. This is called prioritization of jobs for recruitment.
Forecasting human resource requirements: After prioritization of jobs the HR determines
the type of competencies and resources required by the company. It also involves the most
appropriate time to hire personnel in order to implement actions that will make it possible
to create an ideal situation in accordance with established schedule. The following has to be
taken into consideration:
 Types of competencies those are necessary
 Number of people to do the work
 When and for how long
 Anyone in the existing workforce who can do the job
 Anyone in the existing workforce who can do the work after appropriate training.

Job analysis: Job analysis is a process of collecting all the information that is related to a job.
The direct outcome of job analysis of his job description and job specification, Job
description is a written statement showing the duties and responsibilities involved in the
job. The job description contains the following information:
 Job title, code number and department/ division.
 Activities to be performed.
 Job responsibility towards effective performance.
 Working conditions.
 Extent of supervision
 Relationship with job verticals
Job specification specifies the qualities required in a job for effective performance of the
job. The basic content of job specifications is:
 Education, experience, age, sex, extra co-curricular activities.
 Physical characteristics like height, weight, vision, health, voice etc.
 Mental characteristics like intelligence, memory, judgement, foresight, ability to
concentrate.
 Social and psychological characteristics like emotional ability, flexibility, attitude,
value etc.

Forecasting human resource availability: Before hiring the new employees it is very
important to know the availability of the existing employees. By evaluating the available
competencies and the mobility of the personnel already in place, it is possible to identify
those employees who are qualified to satisfy the new requirements. It is very necessary to
have information on employees:
 Professional experience
 Performance
 Training and qualification
 Areas of expertise
 Interests, aspiration and career plans
 Completed education

Analysis of the variance: Once the labour requirements and availability have been clearly
established, the information must be analysed to determine if there are any variances. The
analysis will make it possible to determine if the variance is quantitative or qualitative.

Quantitative variance: A quantitative variance occurs when: there is a labour shortage,

meaning that the number of vacancies in the company is higher than the number of
individuals who are qualified to fill the position; there is a labour surplus, meaning that the
number of qualified individuals is significantly higher than the number of vacant positions.
Qualitative variance: A qualitative variance occurs when: the personnel do not have the
competencies and qualifications required to fill the vacant positions; the personnel are
overqualified with respect to the vacant positions.

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

2. Technological Sophistication: 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.

3. Geographical distribution of labour markets comprising job seekers: In order to reduce

the costs, organizations look into labour markets most likely to offer the required job
seekers. Generally, companies look into 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

4. Sources of recruitment: Considering the aspect of sourcing, no organization should ever

think that once it has acquired the best talent created favourable conditions to retain them
they would not require going in for sourcing activities. Hence this should be kept in mind
that sourcing is a continuous process, on outgoing one and will have its existence till the
organization functions.
STAGE 3: SEARCHING:

Once a recruitment plan and strategy are worked out, the search process can begin. Search
involves two steps:
1. Source activation: Typically, sources and search methods are activated by the issuance of
an employee requisition. This means that no actual recruiting takes place until alone
managers have verified that vacancy does exist or will exist.

2. Selling: A second issue to be addressed in the searching process concerns

communications. Here, organization walks on a 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.

STAGE 4: SCREENING:
Screening of applicants can be regarded as a internal 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 recruitment for valid reasons. The selection process will begin after
the applications have been scrutinized and shortlisted.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the recruitment
process. The costs generally incurred are;
 Salaries for recruiters.
 The cost of advertisements or other recruitment methods, that is, agency fees.
 Recruitment overheads and administrative expenses.
 Costs of overtime and outsourcing while the vacancies remain unfilled
 Cost of recruiting unsuitable candidates for the selection process.
SOURCES OF RECRUITMENT
The sources of recruitment can be broadly categorized into internal and external sources:
Internal Recruitment: Internal recruitment seeks applicants for positions from within the
company. The various internal source include:

I. Promotions and Transfers: Promotion is an effective means using job posting and
personnel records. Job posting requires notifying vacant positions b posting, notices,
circulating publications or announcing at staff meetings and inviting employees to apply.
Personnel records help discover employees who are doing jobs below their educational
qualifications or skill levels.

II. Employee referrals: Employee can develop good prospects for their families and friends
by acquiring them with the advantages of a job with the company, furnishing them with
introduction and encouraging them to apply. This is a very effective means as many
qualified people can be reached at a very low cost to the company. The other advantage is
that the employees would bring only those referrals that they feel would be able to fit in the
organization based on their own experience.

III. Former employees: These include retired employees who are willing to work on a part
time basis, individuals who left work and are willing to come back for higher compensations.
Even retrenched employees are taken up once again. The advantage here is that the people
are already known to the organization and there is no need to find out their past
performance and character.

IV. Dependents of deceased employees: Usually, banks follow this policy. If an employee
dies his / her spouse or son or daughter is recruited in their place. This is usually an effective
way to fulfil social obligation and create goodwill.

V. Recall: When management faces a problem, which can be solved only by a manager who
has proceeded on long leave, it may decide to recall that persons after the problem is
solved, his leave may be extended.
VI. Retirements: At times, management may not find suitable candidates in place of the one
who had retired, after meritorious service. Under the circumstances, management may
decide to call retired managers with new extension.
VII. Internal notification (advertisement): Sometimes, management issues an internal
notification for the benefit of existing employees. Most employees know from their own
experience about the requirement of the job and what sort of a person the company is
looking for. Often employees have friends or acquaintances who meet these requirements.
Suitable persons are appointed at the vacant posts.

External Recruitment: External recruitment seeks applicants for positions from sources
outside the company. They have outnumbered the internal methods. The various external
sources include:

I. Professional or trade associations: Many associations provide placement service to its

members. Its consists of compiling job seekers lists and providing access to members during
regional or national conventions. Also, the recruiters can zero o in specific job seekers,
especially for hard to fill technical posts.

II. Advertisements: It is a popular method of seeking recruiters prefers advertisements

because of their wide reach. Advertisements must contain proper information like the job
content, working conditions, location of job, compensation including fringe benefits, job
specifications, growth aspects, etc. Recruitment advertisements can also serve as corporate
advertisements to build company image.

III. Employment exchange: Employment exchanges have been set up all over the country in
deference to the provision of the employment exchanges ( compulsory notification of
vacancies) Act ,1959.Thus, employment exchanges act as a link between the employers and
the prospective employees. These offices are particularly useful to in recruiting blue collar,
white collar and technical workers.

IV. Walk-ins, write –INS and talks-ins: The most common and least expensive approach for
candidates is direct applications, in which job seekers submit unsolicited application letters
or resumes. From employee‘s viewpoint, walks INS are preferable as they are free from the
hassles associated with other methods of recruitment .Write INS are those who send
written enquires. Talks INS involve the job aspirants meeting the recruiter for detailed talks.
No application is required to be submitted to the recruiter.
V. Contractors: They are used to recruit casual workers. The names of the workers are not
entered in the company records and, to the extent; difficulties experienced in maintaining
permanent workers are avoided.

VI. Consultants: They are in the profession for recruiting and selecting managerial and
executive personnel. They are useful as they have nationwide contacts and lend
professionalism to the hiring process. They also keep prospective employer and employee
anonymous. However, the cost can be a deterrent factor.

VII. Head hunters: They are useful in specialized and skilled candidate working in a
particular company. An agent is sent to represent the recruiting company and offer is made
to the candidate. This is a useful source when both the companies involved are in the same
field, and the employee is reluctant to take the offer since he fears, that his company testing
his loyalty.

VIII. Radio, television and internet: Radio, television are used to reach certain types of job
applicants such as skilled workers. Radio and television are used but sparingly, and that too,
by government departments only .Also, websites of companies has separate section
wherein; aspirants can submit their resumes and applications. This provides a wider reach.

IX. Competitors: This method is popularly known as ― poaching‖ or ― raiding ― which

involves identifying the right people in rival companies, offering them better terms and
luring them away. Violating this requirement shall bind the employee to pay a few months
salary to his/ her present employer as a punishment. However, there are many ethical
issues attached to it.

X. Mergers and acquisitions: When organizations combine, they have a pool of employees,
out of whom some may not be necessary any longer. As results, the new organization has, in
effect, a pool of qualified job applicants. As results, new jobs may be created. Both new and
old jobs may be readily staffed by drawing the best qualified applicants from this employee
pool. This method facilities the immediate implementation of an organization‘s strategic
plan. It enables an organization to pursue a business plan. However, the need to displace
employees and to integrate a larger number of them rather quickly into a new organization
means that the personnel planning and selection process becomes critical more than ever.
Traditional Techniques of Recruitment:
1. Promotions:

Most of the internal candidates would be stimulated to take up higher responsibilities and
express their willingness to be engaged in the higher-level jobs if the management gives
them the assurance that they will be promoted to the next higher level.
2. Transfers:

Employees will be stimulated to work in the new sections or places if the management
wishes to transfer them to the places of their choice.
3. Advertising:

Advertising is a widely accepted technique of recruitment, though it mostly provides one-

way communication. It provides the candidates in various sources, the information about
the job and company and stimulates them to apply for jobs. It includes advertising through
different media like newspapers, magazines of all kind, television etc. The technique of
advertising should aim at attracting attention of the prospective candidates ii) creating and
maintaining interest and stimulating action by the candidates.
Management to achieve these objectives of advertising should:

 Analyze job requirements

 Decide who does what
 Write the copy
 Design the advertisement
 Plan and select the media and
 Evaluate response.
Modern Techniques of Recruitment:
1. Scouting:

Scouting means sending the representation of the organizations to various sources of

recruitment with a view to persuading or stimulating the candidates to apply for jobs. The
representatives provide information about the company and exchange information and
ideas and clarify the doubts of the candidates.
2. Salary and Perks:
Companies stimulate the prospective candidates by offering higher level salary, more perks,
quick promotions etc.

3. ESOP’s:
Companies recently started stimulating the employees by offering stock ownership to the
employees through their Employees Stock Ownership Programmes (ESOPs).
Five best methods used by recruiters to make recruitment effective
Recruiters use many different methods to find, recruit, and keep talent, yet most businesses
are completely unaware of their techniques. Today we are going to shed some light on this
mystery and reveal the secrets used by recruiters in their hiring and recruiting methods. For
organizations, especially small businesses, getting some insider tips on how professional
recruiters do their job can provide that missing link to effective and successful hiring
practices.

1. Hire for Attitude and Train for Skills

A valuable employee is one with the right attitude for your organization. By attitude we are
referring to a person‘s thought, manner, and general disposition towards another person,
idea, activity, object, or thing. Their attitude will be reflected in their behaviour, which can
either be positive or negative. Someone with a positive attitude tends to react positively in
most situations, whereas someone with a negative attitude tends to react negatively in
most situations. Most people will fall somewhere in between positive and negative
attitudes.
The key is to find someone who is more positive than negative. Asking behaviour-based
questions during the interview will give you an innovative idea of a candidate ‘s attitude.
Smart recruiters look for attitude over skills because most skills can often be gained, while
attitude is harder to change. A perfect candidate would have both the desired attitude and
the necessary skills; but as you likely know, a perfect candidate is difficult to find.
Candidates that are less than perfect should be judged more for attitude than skills — some
professionals suggest a 70/30 split: 70 per cent right attitude and 30 per cent skills.
If you have two candidates — one who has the right skills ready for the position, but
displays a less than desirable attitude towards the position and organization, and one who
has a great attitude, but lacks the skills to be job-ready — think ahead for the future. The
candidate with a better attitude will more likely fit well into the organization, as training on
the job to build skills is often not that difficult and it doesn‘t take that much time. In just a
few weeks or months you will be able to bring that employee up to speed.

2. Thinking outside the Box

Recruiters are starting to redefine the hiring process and the future thinkers are now
beginning to really question the actual usefulness of the resume. How can two pages where
candidates simply list their skills and experience (tailored to what you as an employer want
to see) really tell us about the candidate‘s fit and attitude? Candidates post these standard
two-page outlines of themselves to job boards and attach them to emails just hoping for a
response. While is does tell us the basics of a candidate‘s qualifications, we miss out on
learning about the true depth of an applicant.
Both companies and recruiters have started getting more innovative with their hiring
process. Utilizing the web 2.0 for recruiting is getting more and more popular. Sites such as
LinkedIn and other niche professional networking sites are absolutely teeming with talent
just waiting to be approached.
IGN Entertainment Inc., a gaming and media organization, shows us one unique example of
creative hiring. In order to find programmers, they set up a program called Code Foo that
taught programming skills to inexperienced gamers; they didn‘t ask for a resume, but used a
series of
challenges that would assess an applicant ‘s thought process. Now that is truly thinking
outside the box!

All organizations are capable of this type of innovation and creativity when it comes to
hiring. Don‘t believe that it is just a domain for a gaming and media firm to do so. It just
means thinking of exactly what you are looking for in a candidate and what method is the
best way of truly assessing these attributes.

3. Go Where They Go
If you want to get in touch with your ideal candidates, then you should go where they go, do
what they do, and read what they read. To find your ideal chef, read up on their industry,
use professional magazines or publications, and visit industry events. You could even find
out where they like to socialize. Invest your time and thought into finding that hidden talent
pool.

4. Employee Referral Programs

An organization‘s current employees are great sources of knowledge for recruitment.
Employees will most likely have friends or acquaintances that are in the same field.
Employee referral programs can therefore be effective means for recruitment. Design
policies that will allow employees to refer suitable candidates — you can always screen for
unsuitable leads or employees that are only referring to get the bonus. Current employees
also understand an organization‘s workplace better than anyone else; get their opinions on
issues surrounding turnover and how to improve retention.

5. Databases
Recruiters collect and retain applications from all past job postings. Even if a candidate
wasn‘t chosen for a given position, chances are they will still have their details on file thanks
to CRM software. When recruiters create a job advertisement, most will disclose to
applicants that they will keep their resume and application on file in case of future positions.
Keeping this information can be useful as you can check back on this to review possible
candidates.
Recruitment Process Outsource
Outsourcing is a business process term that stands for hiring an outside consultant or an
agency to perform a specific task for on organization‘s behalf. Usually an activity that has
earlier been undertaken in-house is contracted to a third party because the organization
itself does not have the time or the skills to perform it on their own (UmeAmen, 2010).
Recruitment Process Outsourcing (RPO) is a part of Business Process Outsourcing (BPO) and
it is defined as outsourcing all or a part of organization‘s recruitment activity to an external
consultant or an agency (Cappello, 2011). In the past recruitment process outsourcing was
mainly viewed as a service that helped companies to fill low-level positions quickly and
cheaply without taking the time of the HR personnel (Gale, 2016). In the recent years during
the recession many companies have gotten more educated about the RPO procedure and
understand better the opportunities and benefits it provides. The recruitment process
outsourcing market is rapidly changing and companies are now looking for a strategic
partner to team up with in order to bring new capability to the HR-function instead of the
main motivation being in cost savings (Cappello, 2011).

Authors Byham & Riddle (1999) have identified two major trends that are driving the
increased recruitment outsourcing processes. According to their research, companies are
now viewing recruiting in a more strategic light as attracting and obtaining high-end
candidates in tight labour markets have become critical. This results in desiring accuracy and
efficiency when making hiring decisions which a skilled outsourcing service provider is able
provide. Additionally, finding skilled, international candidates requires new kind of sourcing
techniques that companies might not have capabilities for. Gale (2016) support these
statements and follows this up by stating that companies are beginning to understand the
value of a well outsourced RPO function that includes social, mobile and analytical tools that
supports companies in their recruiting goals.

Hauser (2011) notes that the recession drove many companies to budget cuts in which
many resulted in the human resources personnel. The HR personnel‘s recruiting skills have
diminished during the years and RPO providers are in a good position to provide their
expertise on global sourcing and development of new recruiting techniques. The purpose of
this analysis of recruitment process outsourcing is to provide more specific information on
RPO processes, the
rationale behind the outsourcing decision and the possible advantages as well as
disadvantages it brings.
Three RPO models
On-demand RPO

The changing volatility of hiring needs introducing inherited changes to organizations. One
quarter you may get a huge contract and need to staff up; the next quarter you may not hit
your goals and need to decrease your staff size. On-demand RPO is an answer to this kind of
rapid change. In an on-demand RPO engagement, companies have a contract-based
engagement with a qualified RPO provider that knows the company, the company‘s
messaging, their processes and the results they need. The RPO providers is ready to step in
whenever the company needs them. On-demand RPO engagements mean that if hiring
needs suddenly increase, a hiring manager can pick up the phone and have the RPO
company‘s recruiters on the job, as if they were simply an extension of the hiring manager‘s
own team.

Function-based RPO
In function-based RPO, the RPO provider takes a piece of the company ‘s recruiting needs
entirely off the company‘s plate. For example, a company ‘s internal resources may be
meeting the company‘s recruiting needs but have one specific division that requires more
aggressive and complicated hiring. In that case, a company may contact an RPO provider
and say, ―you‘re on that division‘s recruiting,‖ which, when properly executed, ensures that
the division will get the hires it needs, and the in-house recruiters can focus on the rest of
the company.
Full Recruitment Process Outsourcing (RPO)
The third type of RPO is ―full RPO,‖ when the RPO provider provides a company‘s entire
internal recruiting function. This is the ―soup to nuts‖ version of RPO engagement, where
every piece of the company‘s recruiting process, such as sourcing, marketing, interviewing,
etc. is included in the RPO contract. This ensures that each element of the company‘s
recruiting is executed by a company that specializes in recruiting and recruitment process
outsourcing.

In the event that a company‘s hiring manager or HR leader wants to recruit or take a piece
of the process on their own, full RPO also means that the RPO provider will give the
organization access to the provider‘s full breadth of resources, giving the organization a
huge advantage in execution. The three basic types of RPO engagements can be flexible
based on the needs of the client, and RPO engagements can exist anywhere in the spectrum
between the three. While the implementation of RPO solutions can be flexible, RPO do
significantly more than piecemeal contingency or retained search, staff augmentation, and
candidate research. Recruitment process outsourcing providers specialize in the entire
range of the recruiting process, giving their clients a breadth of resources and expertise that
they cannot have on their own.
Learn more about recruitment process outsourcing as a viable solution to your talent
acquisition needs in this informative and engaging 25-minute webinar: "time to consider
recruitment process outsourcing (RPO)".
IT Recruitment
The IT recruiter is a liaison between the client company and the job candidates throughout
the entire recruitment process and is usually compensated by the hiring employer.
Information technology recruiters work to fill both permanent and contract jobs. They may
specialize in one type of position or type of candidate.
IT Recruitment is basically for Software Companies. An It Recruiter deals different types of IT
requirements i.e. requirements related to different IT skills or technologies such as: Java,
.Net, Oracle, SAP, Embedded, Linux, UNIX, HTML, DHTML, and XML etc.
One should have knowledge of all these technologies to work as IT recruiter. 40
How your Business Can Assess IT Candidate Skills

1. Is this person‘s skillset what you need? If you need a programmer, are they a
programmer? 2. How senior are they? 3. Do they have experience in your industry? 4. Do
they have the IT and business tools to get the job done? 5. Have they done similar things to
what you need them to do on this job? 6. Can you afford them?

Get Specific During the Interview Process Once you‘ve narrowed your list of potential
employees, tease out details in the interview process about their experience; ask detailed
interview questions about prior positions, focusing on how they split their time between
technical and business tasks, Reed says.

Verify what the job seeker says via reference checking with previous supervisors to
reference check these five questions:
1. What did they do on a typical day? 2. What was their role on past projects? 3. What kind
of technical aptitude do they have? 4. How is their business sense? 5. Describe the role you
have in mind for the employee. Would they do well in that role? Where would they likely
struggle?

Trust, but Verify IT Skills While most companies have someone who can ―talk business‖ to
gauge a candidate‘s business acumen, not every company has a technical professional to
―talk IT.‖
Even if you do have technical pros on staff, they‘ll have to find the line between validating
skills and experience and over-testing job seekers during the interview.
―If you ask questions that are too simplistic, you risk insulting the IT candidate, or worse,
suggesting that you don‘t have the IT knowledge to recognize his or her skills level,‖ Reed
says.
You can evaluate IT skills in a number of ways:
Have a tech person on your staff do a technical screen of the candidate resumes and
conduct technical interviews. Be clear with your IT employee that he or she is there to
assess the candidate‘s level of technical aptitude, not to discuss pay or other subjects. 41
Check presentation and communication skills while you‘re vetting IT skills. Come up with an
IT problem (how would you build a firewall to maintain data security for us?) and ask the job
seeker to explain how they‘d solve it using a whiteboard. And don‘t forget the importance
of the candidate‘s social skills.
If you don‘t have the staff to vet job candidates, you still have options:
Borrow an IT expert. Saxon InfoTech has a deep staff it can turn to for interview help, but
when it needs to hire in new niches, it reaches out to its network to find someone in a
different company in the same industry to help in the interview process.
Fake it. You can ask IT questions and nod your head while listening to answers you don‘t
understand, Reed says. ―However, that‘s probably the least effective way to test
someone‘s skills.‖ Still, it can be done. Google ―.net interview questions‖ and you‘ll find
plenty of things to ask a .net job candidate. Take time to research your interview questions,
jot down notes about the correct answers and then listen for key phrases.
Hire someone who’s been there, done that. Choose a candidate who has a proven
performance record of accomplishing the task you need done and you won‘t have to worry
so much about technical competency for a small or mid-size company implementation or
build-out.
Non-IT Recruitment
Non-IT Recruitment includes many sector, it is a very vast field. Sectors like: Banking &
Insurance, Retail, Pharmaceuticals/Health care, Aviation, Manufacturing,
Chemical/Petrochemical, Construction, Advt./Mass Communication/event Management
comes under Non-IT Recruitment.
Responsibilities:
 Lead the full life cycle of recruitment for various openings on a monthly basis
 Draft job descriptions, push them through all talent acquisition channels and
 coordinate candidate sourcing with the same
 Screen candidates and conduct first round interviews to ensure their qualifications
meet open positions
 Coordinate and organize in-person interview rounds
 Perform reference checks and employment verification
 Build and maintain a strong network to source candidates from various channels
 including referrals and not only rely on job portals, social networking and other
 classified job sites
 Demonstrate professionalism, with an eye for detail and be proactive in identifying
 suitable candidates within specified time frame
 Utilize your innovative and effective convincing and negotiation skills to impress and
 attract top talent
 Maintain recruitment related documents