Recruitment Sourcing:

Sourcing in personnel management work refers to the identification and uncovering of candidates (also known as talent) through proactive recruiting techniques. Today the actual act of identifying candidates has even been split into dedicated roles and job functions, whereas historically sourcing process. A third-party recruitment agency or corporate recruiting department can now be made up of individuals dedicated to just the sourcing of candidates while recruiters can either focus on more account management responsibilities or leverage sourcing experts to supplement an additional volume of potential candidates. An increasing number of agencies and corporate recruiting departments outsource this work to a Recruitment Process Outsourcing vendor. Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment.

SOURCES OF RECRUITMENT

EMPLOYEE REFERRAL:
Employee referral is an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increases the volumes they recruit through this channel. Proponents of employee referral schemes claim the benefits to be an improved candidate quality, fit, and retention levels, while at the same time delivering a significant reduction in recruitment expenditure. However, there are a number of potential drawbacks. One of the greatest concerns tends to be that relying too heavily on employee referrals could limit diversity in the workplace, with new staff recruited in the likeness of existing employees. CAMPUS RECRUITMENT: Campus recruitment or campus interview is the program conducted within educational institutes or in a common place to provide job to students pursing or in the stage of completing the program. In this program industries visit the colleges to select qualified students. There are two types of campus placement. They are on-campus and offcampus.

On-campus placement
This is the placement program organized only for the students within the educational institute. In most cases student in the final year of a program will participate in this placement program

Off campus placement

This job placement program is for students from other institutions. This program will be conducted in a common place (it may be in a college or in some public place) where students from different colleges will take part. In using the Internet rather than more traditional recruitment channels, employers and applicants will experience certain advantages and disadvantages. The Internet has led to a quicker turn-around time of the recruitment process, which reflects on one of the most widely perceived advantages.

RECRUITMENT AGENCIES (CONSULTANCIES):

An employment agency is an organization which matches employers to employees. An executive-search firm is a type of employment agency that specializes in recruiting executive personnel for companies in various industries. This term may apply to jobsearch-consulting firms who charge job candidates a fee and who specialize in mid-toupper-level executives. Some third-party recruiters work on their own, while others operate through an agency, acting as direct contacts between client companies and the job candidates they recruit. They can specialize in client relationships only (sales or business development), in finding candidates (recruiting or sourcing), or in both areas. Most recruiters tend to specialize in either permanent, full-time, direct-hire positions, or in contract positions, but occasionally in both. In an executive-search assignment, the employee-gaining client company not the person being hired pays the search firm its fee. Recruitment agencies also make use of social networking sites extensively to target the right candidate for jobs.

JOB PORTALS (ONLINE RECRUITMENT):

An employment website is a web site dealing specifically with employment or careers. Many employment websites are designed to allow employers to post job requirements for a position to be filled and are commonly known as job boards. Other employment sites offer employer reviews, career and jobsearch advice describe different job descriptions or employers. Through a job website a prospective employee can locate and fill out a job application or submit resumes over the Internet for the advertised position. The primary aim of recruiting online, through job portals and recruitment companies is to help you source your staff directly and reduce the cost of hiring the best available candidate for the job. Recruitment portals can help you by providing free advice on the job sites that deliver the best results. They advertise your job requirements under your own company name if you so desire or in the name of your brands. By using a customized combination of the best niche and reputable job sites they deliver the quality results in the best possible time. Recruitment agencies also make use of social networking sites extensively to target the right candidate for jobs. It involves setting up and managing branded social media accounts. Today's generation are logged on to such social media sites on a daily basis. This makes it possible for recruiters to reach their recruitment information to candidates through

social media. Talent pools and bespoke social networks are some of the more complex forms of attracting the right type of candidates through social media network

E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:

Low cost. No intermediaries Reduction in time. Recruitment of right type of people. Efficiency of recruitment process.

RECRUITMENT PROCESS OUTSOURCING:

Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider. RPO providers manage the entire recruiting/hiring process from job profiling through the on boarding of the new hire, including staff, technology, and method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance. Recruitment Process Outsourcing is gaining momentum at a fast rate. It has surfaced as a dependable option in comparison to the traditional recruiting procedures. RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results. RPO's promoters claim that the solution offers improvement in quality, cost, service and speed.

Advantages of outsourcing:
Company need not plan for human resources much in advance. Value creation, operational flexibility and competitive advantage

Turning the management's focus to strategic level processes of HRM Company is free from salary negotiations, weeding the unsuitable resumes/candidates. Company can save a lot of its resources and time

Advantages Disadvantages of External Sources:

o Benefits of new skills and talents o Benefits of new experiences o Compliance with reservation policy becomes easy o Scope for resentment, jealousies, and heartburn are avoided. Better morale and motivation associated with internal recruiting is denied o It is costly method o Chances of creeping in false positive and false negative errors o Adjustment of new employees takes longer time.

INDUSTRY PROFILE
BUSINESS PROCESS OUTSOURCING

BPO
Delegation of one or more business process to an external provider who, in turn, owns, administers, and manages the selected process [together with the IT system that support it], based upon defined and measurable performance - Gartner

BPO Industry in India

Business process outsourcing (BPO) is a broad term referring to outsourcing in all fields. A BPO differentiates itself by either putting in new technology or applying existing technology in a new way to improve a process. Business Process Outsourcing (BPO) is the delegation of one or more IT-intensive business processes to an external provider that in turn owns administers and manages the selected process based on defined and measurable performance criteria. Business Process Outsourcing (BPO) is one of the fastest growing segments of the Information Technology Enabled Services (ITES) industry.

Few of the motivation factors as to why BPO is gaining ground are:

Factor Cost Advantage Economy of Scale Business Risk Mitigation Superior Competency Utilization Improvement Generally outsourcing can be defined as - An organization entering into a contract

with another organization to operate and manage one or more of its business processes.

Different Types of Services Being Offered By BPOs

Customer Support Services:

The customer service offerings create a

virtual customer service center to manage customer concerns and queries through multiple channels including voice, e-mail and chat on a 24/7 and 365 days basis.

Technical Support Services:

The technical support offerings include round-the-clock technical support and problem resolution for OEM customers and computer hardware, software,

peripherals and Internet infrastructure manufacturing companies. These include installation and product support, up & running support, troubleshooting and Usage support.

Telemarketing Services:
The telesales and telemarketing outsourcing services target interaction with potential customers for 'prospecting' like either for generating interest in products and services, or to up-sell / promote and cross sell to an existing customer base or to complete the sales process online.

Employee IT Help-desk Services:

The employee IT help-desk services provide technical problem resolution and support for corporate employees.

Insurance Processing:
The insurance processing services provide specialized solutions to the insurance sector and support critical business processes applicable to the industry right from new business acquisition to policy maintenance to claims processing.

Data Entry Services / Data Processing Services:

Service Example:

Data entry from Paper/Books with highest accuracy and fast turn around time (TAT) Data entry from Image file in any format Business Transaction Data entry like sales / purchase / payroll. Data entry of E-Books / Electronic Books Data Entry : Yellow Pages / White Pages Keying

Data Entry and compilation from Web site Data Capture / Collection Business Card Data Entry into any Format Data Entry from hardcopy/Printed Material into text or required format Data Entry into Software Program and application Receipt and Bill Data Entry Catalog Data Entry. Data Entry for Mailing List/Mailing Label. Manu scripting typing in to word Taped Transcription in to word. Copy, Paste, Editing, Sorting, Indexing Data into required format etc.

Data Conversion Services:

Service Example:

Conversion of data across various databases on different platforms Data Conversion via Input / Output for various media. Data Conversion for databases, word processors, spreadsheets, and many other standard and custom-made software packages as per requirement. Conversion from Page maker to PDF format. Conversion from Ms-Word to HTML format Conversion from Text to Word Perfect. Conversion from Text to Word to HTML and Acrobat Convert Raw Data into required MS Office formats. Text to PDF and PDF to Word / Text / Doc Data Compilation in PDF from Several Sources. E-Book Conversion etc.

Scanning, OCR with Editing & Indexing Services:

Service Example:

High speed Image-Scanning and Data capture services High speed large volume scanning OCR Data From Scanned page / image Scan & OCR paper Book in to CD. ADOBE PDF Conversion Services. Conversion from paper or e-file to various formats

Book Keeping and Accounting Services:

Service Example:

General Ledger Accounts Receivables and Accounts Payable Financial Statements Bank Reconciliation Assets / Equipment Ledgers etc.

Form Processing Services:

Service Example:

Insurance claim form Medical Form / Medical billing Online Form Processing Payroll Processing etc.

Internet / Online / Web Research :

Service Example:

Internet Search, Product Research, Market Research, Survey, Analysis. Web and Mailing list research etc.

Challenges for a HR Professional in BPO:

Brand equity: People still consider BPO to be "low brow", thus making it difficult to attract the best talent. Standard pre-job training: Again, due to the wide variety of the jobs, lack of general clarity on skill sets, etc, there is no standard curriculum, which could be designed and followed. Benchmarks: There are hardly any benchmarks for compensation and benefits, performance or HR policies. Everyone is charting their own course. Customer-companies tend to demand better results from outsourcing partners than what they could actually expect from their own departments. "When the job is being done 10,000 miles away, demands on parameters such as quality, turn around timeliness, information security, business continuity and disaster recovery, etc, are far higher than at home. Lack of focused training and certifications Given this background, the recruiting and compensation challenges of HR departments are only understandable.

Key To success
The key to success in ramping up talent in a BPO environment is a rapid training module. The training component has to be seen as an important sub-process, requiring constant re-engineering.

Business Process Outsourcing: The Top Rankers

WNS has emerged as the top BPO in India, pushing Wipro Spectra mind to the second position, according to a survey done by NASSCOM. The basis of ranking is the revenues generated by the BPO companies, as per US GAAP. A list of top fifteen BPO companies in India is given below. 1. WNS Group 2. Wipro Spectra mind 3. HCL Technologies 4. Daksh e-Services 5. Converges 6. Zenta 7. ICICI One source 8. MphasiS 9. EXL 10. Tracmail 11. GTL Ltd. 12. VCustomer 13. HTMT 14. 24/7 Customer 15. Sutherland Technologies

COMPANY PROFILE
HCL B-SERVE
HCL- as Indias largest IT conglomerate-is actively involved with the growth of the India ITES industry. As an experienced global software outsourcing enterprise, HCL has

extensive and understanding of the critical issues and concerns related to offshore outsourcing. At a macro level these can be broadly categorized in to:

Risk Mitigation Value Addition

Risk Mitigation:
The key components of Risk Mitigation are as follows:
Process Migration in the first phase of outsourcing, seamless and timely Process Migration is critical for building first level comfort in the outsourcing initiative.

Disaster Recovery and Business Continuity

-The infrastructure to effectively mitigate local and geographic disaster scenarios. -The ability to ensure rapid resumption of process delivery operations.

Manpower Attrition and Cost Control

Establishing business presence in prime secondary locations. Existence of management and infrastructure resources in the target locations. Expertise to recruit and train large number of new employees in such Locations.

Partner Profile and Provenance

Demonstration ability to successfully manage cross culture partnerships. -Proven track record of structuring and nurturing a wide range of enterprise models. collaborative

Value addition:
Strong financials to support large contracts
Strong balance sheet/nil Debt Company Committed $ 40 M for Contact centre and BPO businesses.

Creating and managing large scale infrastructure and resource base.

Demonstrated experience of managing large heterogeneous hardware/software installation base. Creating and managing multiple Offshore Development Centers. 14000+employee base.

Access to a about 150 locations within India

In two years the majority of new Customer Service Centers in India will need to be located in category B and C towns. HCL has over 20 years experience in servicing these towns with locally present management and infrastructure. Capability to hire and train large work force locally.

Ability to risk mitigate operations through business continuity and disaster tolerance
State-of-the-art facilities in Belfast (Ireland) and Salt Lake City (US) in addition to India.

Demonstrated capability in global development and support of it services

Extensive experience of migrating complex development processes offshore.

Proprietary offshore delivery methodology-Off sourcing

End-to-end services delivery capability

HCLs suite of outsourcing services span the entire life-cycle of an organizations IT services requirements: Concept, design, development, implementation and maintenance of applications and enterprise solutions. Systems Integration, Networking and Network management services. BPO and Multi-lingual Contact services.

HCL BPO Services: The Right Staff:

Business Process Outsourcing (BPO) has the potential enabling power to vitalize Businesses sustainable and and energize strategicEconomic or growth. BPO benefits are significant, can be. To ensure that rather, they

customer expectations are consistently met and often exceeded requires a BPO Service Provider with the Right Stuff- starting off with:

HCL BPO Services:

The Right

Parentage:

HCL BPO Services represents HCL Technologies most significant strategic business extension and investment to date. HCL BPO Services currently operates out of various locations in India, Malaysia and Northern Ireland. The focus on and commitment to BPO is based on the following assets and attributes: Global Client Base & Relationships - HCL-Ts global relationship base consists of approximately 454 clients, including 61 Fortune 500 organizations, in such high propensity to and potential of outsourcing Sectors as IT / I.S / Insurance/ Financial Services / Retail.

Global Presence & Reach - HCL-T operates in 15 Countries across 20 locations between U.S.A, Europe and Asia-Pacific, deploying over 100 Customer Relationship Managers (over 70 of who are located in the U.S.A). This network ensures effective and responsive Client Relationship Management. Related Technology Domain Expertise - HCL-T has developed extensive expertise in a wide range of emergent and mainstream Technology Domains. Some of these Domains bear a direct relationship to a wide range of B.P.O services - e.g. CRM/ ERP/ SCM/ Imaging & Workflow etc. Relevant Industry Practices - In addition to Technology Domain expertise, HCL-T has also developed a number of Industry Practices, including Banking / Funds Management / Insurance / Retail Funding & Scalability - HCLs BPO Services operations have been totally funded from internally generated resources, enabling the rapid ramp-up of delivery infrastructure in diverse locations and countries as well as significant enhancements in delivery Reliability, Security and Quality

Alliances
The BT Connection:
In October 2001, HCL Technologies entered into a strategic alliance with British Telecom by acquiring a 90% stake in BT's award winning Apollo Contact Center, located in Belfast, Northern Ireland. Now operating as HCL Technologies BPO Services, the Belfast facility is a fouryear-old purpose built Contact Center. In this relatively short span of time, the Center has

built an enviable reputation for Quality and Innovation - attributes that are recognized by a number of prestigious awards as well as kudos from Clients and Industry Experts. British Telecom continues to be active in a range of collaborative initiatives with HCL in both India as well as Northern Ireland. Sento Corporation provides the latest in Web-enabled CRM (Customer Relations Management) solutions for a diversified portfolio of organizations. These services include self-help, live chat, Web collaboration, e-mail, and telephone. These solutions give customers access to customer service at anytime using any media. Sento deploys skillsbased routing; customer-data screen pops, and customer-centric applications to provide the best in customer care and support. HCL BPO Services works closely with Sento to deliver a wide range of Voice and Web-enabled services in both U.S.A and Europe.

D&B Receivable Management Services:

D&B Receivable Management Services is headquartered in Bethlehem, Pennsylvania, in the United States, with offices throughout the US, Canada, Mexico and Hong Kong. They are a leading global supplier of receivable management services, offering their customers a full continuum of services including electronic bill presentment, receivable outsourcing, traditional collections, and bankruptcy services and deductions management. Under the terms of the alliance, D & B RMS will be HCLs preferred provider of receivable management services for accounts located in the United States, Canada, Mexico and Hong Kong. HCL, in turn, will be the exclusive provider of D&B RMS call center services from India.

Quality:
Consistently deliver value to our stakeholders and innovate to continually improve our services by review of processes, people and performance.

QUALITY FRAMEWORK: ISO 9001:2000

23 processes including Operations, Recruitment, Quality Assurance, Voice & Accent training, Marketing, Legal, Procurement, Transportation and Management documented and certified. External evaluation and certification conducted by the British Standards Institution against BS EN ISO 9001:2000 and certified as ISO compliant for BPO & Contact Center Services.

Purdue Benchmark
HCL BPO Services is positioned in the upper right hand quadrant of the Effectiveness-Efficiency grid and ranked 2nd in the Global Peer group.

Major observations:
Excellent SLA performance tracking, improvement and management methodologies at all levels Team Leader to Top Management Very low rate of manpower attrition Strong organizational capability to attain and maintain high levels of manpower motivation

COPC Certification
HCL BPO Services has been awarded the prestigious COPC Certification. Globally, COPC is considered to be the most coveted certification in the CSP (Customer Service Provider) industry. It is based on COPC-2000 CSP standard, which was developed in 1996 by buyers, providers and senior managers responsible for operational management of customer centric service operations.

HCL BPO Services is amongst the very few Indian BPO Service Providers to have been awarded this certification. HCL BPO Services is the First Indian CSP and possibly the third worldwide to have been certified for Collections. HCL BPO Services raises the bar yet another notch for customer service and delivery excellence.

Six Sigma
A Six Sigma Master Black Belt leads HCL BPO Services Process Improvement Program. The Six Sigma methodology for continues improvement of its processes and performance. Tools like Fishbone analysis, Design of Experiments, Detailed Process mapping, Histograms, Pareto Charts, Control charts and many others are effectively used for such analysis.

BS 7799 Certification
Information is the lifeblood of all organizations and can exist in many forms. Recent high-profile information security breaches and the value of information are highlighting the ever-increasing need for organizations to protect their data. BS7799 is the British standard for the protection of an organizations information asset. The road cannot be justified, but it can be quantified by the benefits to your business. The certification is not a one-off task; an external assessor must periodically review it. BS7799 is being tracked as an international standard. HCL BPO Services is one of Indias leading Business process outsourcing (BPO) service providers. The Chennai center of HCL BPO Services has been certified to the British security standard BS7799. HCL BPO Services is among the leading BPO firms in India to achieve this third-party certification for its quality management system.

The certification is an endorsement of the processes that the Chennai center has in place to safeguard the security of data, and also as mechanism in place for issues relating to business continuity and disaster recovery. The certification is valid for a period of 3years. HCL BPO Services, with a committed top-level management and dedicated experienced employees made the certification possible within a short span of five months.

Clients:
Top Ten Client Profiles:
Global Telecom Major U.K Fortune 500 Retail Conglomerate U.S.A Fortune 500 Retail Chain U.S.A Property Services & Insurance Major U.K Global E-integration Solution Provider U.S.A Global Retail/ Financial Automation Systems U.S.A Global Telecom Major U.S.A Global Network Security Solution Provider U.S.A Global Insurance Major U.K Global Media & education Company U.S.A

STEPS IN RECRUITMENT PROCESS Planning, Strategy development Searching, Screening Evaluation and control.

Objectives of the Study

Primary Objective:
1.To analyze the sources of External Recruitment that is used in the HCL B-SERVE and to identify the best source in terms of Quality, Quantity, Cost and Time.

Secondary Objective:
To identify the Challenges faced by the Recruiters in sourcing the candidates profiles. To check whether external Sources are influencing the Candidates Job performance & Retention. To study the Effectiveness of overall external Sourcing strategy in the organization. To find whether Outsourcing of recruitment is advantageous or not. To know whether the hiring process of HCL was satisfactory . To identify the better external sources that saves cost and time.

Scope of the study

 The study analyses the external sources of Recruitment that is used in the HCL B-SERVE and identifies the best source in terms of Quality, Quantity, Cost and Time. The study identifies the services of different external recruitment sources and its importance in the process of recruitment The study identifies the better external source that saves cost and time. The study identifies how far external sources are meeting the requirement of the recruiters. The study identifies the Challenges that are faced by the Recruiters in sourcing the candidates profiles. The study identifies the Effectiveness of overall Sourcing strategy in the organization. The study will initiate various benchmark activities to attract the candidates towards the organization.

Review of literature

A literature review is a body of text that aims to review the critical points of current knowledge including substantive findings as well as theoretical and methodological contributions to a particular topic. Literature reviews are secondary sources, and as such, do not report any new or original experimental work. Simai Haji Mati was quoted saying that literature review should be referred to as reviewing and analyzing the work of literature in relation to the specified topic in research. Most often associated with academic-oriented literature, such as a thesis, a literature review usually precedes a research proposal and results section. Its ultimate goal is to bring the reader up to date with current literature on a topic and forms the basis for another goal, such as future research that may be needed in the area. A well-structured literature review is characterized by a logical flow of ideas; current and relevant references with consistent, appropriate referencing style; proper use of terminology; and an unbiased and comprehensive view of the previous research on the topic. Marlin carroll, (Manchester School of Management, UMIST, Manchester, UK) Marilyn Carroll, Mick Marchington, Jill Earnshaw, Stephen Taylor, (1999) "Recruitment in small firms: Processes, methods and problems

The article summarizes findings from recent case study research into recruitment in small firms. The research aims to ascertain whether small firms follow the procedures outlined in the prescriptive literature on recruitment, and to what extent they rely on informal recruitment methods. It finds little evidence of the adoption of the recommended systematic procedures and a high use of tried and trusted methods including word-ofmouth recruitment and the hiring of known quantities. The implications of this are examined. While these methods have certain advantages, they may also give rise to a number of problems. The study argues that the adoption of more formal procedures and methods for recruitment and its effectiveness in small firms. However, it concludes that many small employers would remain unconvinced by the case for opening up recruitment channels.

Michale and john P. Wanous (2001), Department of Psychology, The Ohio state university USA Available online 10 January 2001. The effectiveness of different recruitment sources for new employees has been the topic of speculation and research for over 50 years. Recruitment is defined as the process of searching prospective workers and stimulating them to apply for jobs in the organization. It is a prospecting job where organizations make search for prospective employees. However in practice employees too seek out organizations just as organizations seek out for prospective employees

Valery, Yakubovich, The Wharton School, University of Pennsylvania, 3620 Locust Walk, Philadelphia, Pennsylvania 19104 Daniela Lup, Graduate School of Business, University of Chicago, s. Woodlawn volume 17, Issue 6 (November December 2006) Although the existing theory predicts that a referrals chances of being hired increase with the job performance of the referrer, no empirical evidence is available to support this claim. To address this discrepancy, we decompose the recruitment procees into objective selection, subjective selection, and self-selection and theorize that the likelihood of passing a particular recruitment stage increases with the performance of the referrer under objectives selection and self-selection. Recruitment, According to Shindler-Rainman and Lippit (1975), entails the following: Linking a need for self-actualization with an opportunities for learning; Linking a need to be creative with an opportunity to give the most creative with an opportunity to give the most creative service possible.

Recruitment is defined as the process of searching prospective workers and stimulating them to apply for jobs in the organization. It is a prospecting job where organizations make search for prospective employees. However in practice employees too seek out organizations just as organizations seek out for prospective employees. Therefore, the job of recruitment is based on the mating theory, where the success of both the parties is critically dependant on timing. Unless the two searches synchronize, conditions are not ripe for recruitment to succeed James A. Breaugh Mary Starke (2000), University of Missouri-St.Louis, Over the last thirty years, the amount of research on recruitment topics has increased dramatically. Despite this increase, recent reviews of the recruitment literature often have had a somewhat pessimistic tone. Reviewers have concluded that we still do not know a great deal about why recruitment activities have the effects they do. According to Robins, "The ideal recruitment effort will attract a large no of qualified applicants who will take the job if it is offered. A good recruiting program should attract the . qualified & not attract the unqualified. This dual! Objective will minimize the cost of processing unqualified candidates". Definition of recruitment Recruiting is the process of finding & attracting capable applicants for employment. The process begins when new recruits are sought & ends when their applications are submitted. The result is a pool of applicants from which new employees are selected So recruiting is a process of discover potential candidates for the actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity-bringing together those with jobs to fill and those seeking jobs. R.M. Hodgetts, "recruitment is the process in which an enterprise chooses the applicants who best meet the criteria for the available position." So we can conclude that, it is the process in which candidates for employment are divided into two classes; those who are to be offered 'employment and those who are not. Interviewing candidate is a potential screening too! that gives an opportunity to make judgment on the candidates' enthusiasm & intelligence & to access subjective aspects of the candidates' facial expression, appearance, nervousness & so forth & to predict future job performance on the basis of the obtained information

RESEARCH METHODOLOGY
DEFENTIONS

According to Redman and Mory Research is systemized effort to gain more knowledge. According to Clifford Woody Research combines defining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data making deductions and reaching conclusions and carefully testing them to determine whether they fit to the formulating hypothesis. Research is often described as an active, diligent, and systematic process of inquiry aimed at discovering, interpreting, and revising facts. This intellectual investigation produces a greater knowledge of events, behaviors, theories, and laws and makes practical applications possible. The term research is also used to describe an entire collection of information about a particular subject and finding solutions. Methodology is defined as "a body of methods, rules, and postulates employed by a discipline", "a particular procedure or set of procedures", or "the analysis of the principles or procedures of inquiry in a particular field".The common idea here is the collection, the comparative study, and the critique of the individual methods that are used in a given discipline or field of inquiry.The main objective is to find a solution to the problem. A research cannot be conducted abruptly . Researcher has to proceed systematically in the already planned direction with the help of number of steps in sequence.To make the research systematic ,the researcher has to follow a certain methods .The method adopted by the researcher is termed as Research Methodology. Data becomes information only when proper methodology is adopted. Hence Methodology is a tool, which process the data to a reliable information. The attempt is to highlight the method adopted for the project.

RESEARCH DESIGN:
A research design is an arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. A research design is purely a framework and a plan for study that guides the collection and analysis of data . It is a blueprint followed in the completion the study.

TYPES OF DESIGN:
a) Experimental study: The study is exploratory in the sense it involves the developing of hypothesis by finding out the relationship between the variables and conducting research for exploring the facts. b) Descriptive study: The study is the description as it involves the gathering of facts and analyze various alternatives to find the solution to a particular problem.

Of the designs specified above the method which is best suitable for the study is Descriptive Research Design.

SOURCE DATA COLLECTION:

Data collection is the process of gathering information which is required for doing the analysis of the study. There are various sources from which data can collected for the study.

DATA COLLECTION METHODS:

The methods applied for collecting the data to conduct this descriptive study are: a) Primary Data Collection Method. b) Secondary Data Collection Method. Primary Data Collection Method is being used in this study to collect the data.

PRIMARY DATA COLLECTION: The data which are collected fresh and for the first time and thus happen to be the original in character is referred as Primary Data . Primary Data Collection is the data which is collected by the researcher by himself. Primary Data may pertain to the social economic characteristics and opinion of people and other aspects. Primary Data Collection Method in this study helped the researcher to a greater extent in arriving at the end result.

Methods Of Primary Data Collection:

The methods of primary data collection are: a) Survey. b) Observation. c) Experiments. Among these methods, Survey method is the best applicable method for the study.

SURVEY METHOD:
The method is the systematic gathering of data from the respondents .Survey is the most commonly used method for collection of data. The main aspect for using this method is that : Its extreme flexibility.

Its reliability. Understandability.

SURVEY TECHNIQUE: Survey technique is the technique used for conducting the survey.The two techniques to conduct the survey are : a) Personal interview. b) Telephonic interview. Personal interview is the technique used for conducting the survey in the study.

DATA COLLECTION METHOD:

A structured questionnaire is the instrument used in this study for collecting the data.

SAMPLING:
Sampling is that part of statistical practice concerned with the selection of individual observations intended to yield some knowledge about a population of concern, especially for the purposes of statistical inference. In particular, results from probability theory and statistical theory are employed to guide practice. The sampling process consists of different stages:

Definition of population of concern Specification of a sampling frame, a set of items or events that it is possible to measure Specification of sampling method for selecting items or events from the frame Determine the sample size Implement the sampling plan Sampling and data collecting Review of sampling process

ADVANTAGES OF SAMPLING:

Reduced Cost Greater Speed

Greater Scope Greater Accuracy

CONVENIENCE SAMPLING
A convenience sample is often the only feasible one, particularly for students or others with restricted time and resources, and can legitimately be used provided its limitations are clearly understood and stated. Convenience sampling is used in exploratory research where the researcher is interested in getting an inexpensive approximation of the truth. As the name implies, the sample is selected because they are convenient. This non probability method is often used during preliminary research efforts to get a gross estimate of the results, without incurring the cost or time required to select a random sample.

SAMPLE SIZE
Depends on:

Methodology selected Degree of accuracy required for the study (how much error can be tolerated) Extent to which there is variation in the population with regard to key characteristics of the study Likely response rate (which itself will depend on sampling method selected) Time and money available

The sample size should be comparatively large or of optimum size because large groups of data show a higher degree of stability than smaller ones; there is a tendency for variations in the data to be cancelled out by each other. A sample size of 100 has been taken for the study to extract a much feasible result through the study

DESCRIPTIVE RESEARCH Descriptive research studies are conducted when the characteristics of certain groups are to be described. It deals with determining the frequency with which something occurs or determining the relationship between two or more variables .it includes survey

and fact finding enquires of different kinds. The major purpose of descriptive research is description of the state of affair, as it exists as present. The main feature of this method is that the researcher has no control over the variable. It can only report what has happened or what is happening. It seeks to describe something that this type of research is a highly structured and rigid in its approach to data collection.

SAMPLING DESIGN
SAMPLING UNIT The design adopted for this study is descriptive research design. This design was chosen as it hence choose accurately the characteristics of a particular system helped to study the availability of the system as well as the constant that might restricts as effectiveness. AREA OF STUDY: The study was conducted in HCL B-SERVE. DATA COLLECTION METHOD Structured questionnaire is used here as the instrument to collect the data, both open ended and closed ended questions were used to possible. DATA COLLECTION TOOLS: RANK CORRELATION METHOD. PERCENTAGE ANALYSIS. WEIGHTED AVERAGE. ANOVA (ANALYSIS OF VARIANCE). CHI- SQUARE ANALYSIS.

CORRELATION: Correlation shows the relationship between two variables, in this case the researcher the correlated personal variables of the respondent and some of their views and opinions. It is an order to analyze whether or not the two factors coincide and affect employee engagement. PERCENTAGE ANALYSIS: Percentage analysis has been done to obtain the percentage of respondents strongly agree agreeing, neutrally decisive, disagreeing or strongly disagreeing for each factor. Percentage analysis can be calculated as follows: First of all the frequency i.e. the total population is noted in a tabular column. Then the percentage is calculated by dividing each frequency with the total population and then multiplied by 100. Then the values are noted in the column as a percentage. In the percentage analysis percentage is calculated by multiplying the number of respondents into hundred and it is divided by the sample size. No of respondents Percentage analysis = Sample size CHARTS: 1. Bar Diagram: This type of diagram is in the form of bars. The bars are drawn with the help of x-axis and y-axis. The bars are drawn in connection with the figures. 2. Pie Diagram: The circle is divided into a number of sectors to represent the values of data. It is very useful as it helps to identify how the given data is distributed. WEIGHTED AVERAGE: X 100

The main aim of weighted average is to determine average of respondent to the scale formula wi*xi /xi Wi = respondent , x=weight age

ANOVA: ANOVA is used to for differences among the means of the populations by examining the amount of variation within each of these samples relative to the amount of variation between the samples. Two estimates of population variance are calculated, one based on between sample variance and the other based on within sample variance. Then they are compared with F-test. Estimate of population variance based on between sample variance F = -- -- ----------------------------------------------------------------------------Estimate of population variance based on within sample variance Ho = Null hypothesis Hi = Alternative hypothesis If calculated value > Table value (Reject Ho) If calculated value < Table value (Accept Ho)

CHI -SQUARE TEST: Chi square test is used to determine if there is any association between two opinions. It is also used to find out the effectiveness of any opinion or preference. Chi square is a non parametric test used by marketing researcher to test hypothesis. This test is employed for testing hypothesis when distribution of population is not known and when nominal data is to be analyzed. If the calculated value is greater than the table value then the alternative hypotheses (HI) is accepted. If the calculated value is less than table value null hypothesis (H0) is accepted. 2 = [(Oi - Ei) 2 /Ei]

Oi = Observed value Ei = Expected value Ei = (Observed Row Total x Observed Column Total) /Aggregate total Degree of freedom = (Row - 1) x (Column -1) Ho = Null hypothesis Hi = Alternative hypothesis
If calculated value > Table value (Reject Ho) & If calculated value < Table value

(Accept Ho).

RESEARCH METHODOLOGY

TYPE OF STUDY SOURCE OF DATA SAMPLING SIZE RESEARCH TOOLS

: Descriptive Study : Primary and Secondary : 100 : Percentage analysis, Weighted

Average Method, Correlation, Chi-square, and ANOVA. RESEARCH APPROACH SAMPLING PROCEDURE RESEARCH INSTRUMENT PLACE OF STUDY : Survey : Convenient Sampling : Questionnaire : Chennai.

ANALYSIS AND INTERPRETATION

SIMPLE PERCENTAGE ANALYSIS: Table no-1:YEARS OF EXPERIENCE OF THE RESPONDENTS IN THE ORGANIZATION

Years of Experience No. of Respondent Less than 1 year 1-3 years 3-5 years 5-7 years 25 20 30 20

Percentage of respondents 25 20 30

20 5 100

More than 7 years TOTAL

5 100

INTERPRETATION:: It is observed from the table that 25% of employees are less than 1 year ,20% are 1-3 years ,30% are 3-5 years ,20% are 5-7 years and remaining 5% are working more than 7 years in the organization.

CHART SHOWING NO. OF PEOPLE WORKING IN THE ORGANIZATION:

no of respondents

5% 20%

25%

1 less than 1 year 2 1-3 years 3 3-5 years 4 5-7 years 5 more than 7 years

30%

20%

Table No2:
SIMPLE PERCENTAGE ANALYSIS:Nature of tracking the sources of Profiles of the Candidate: S.NO 1 NATURE OF SOURCING MANUAL NO OF RESPONDENT 30 No of percentage 30

ONLINE

20

20

3 4

SOFTWARE TELEPHONE OTHERS

10 10 30

10 10 30

5 Total 100 100

Interpretation: - It is observed from the table that 74% of recruiters are tracking the source of the candidate manually and there is no software in the organization for tracking the source of candidate.

n o o f r e s p o n d e n ts

1 m anual 30% 10% 10%

TABLE:3

30%

2 o n l in e 3 s o ftw a r e 4 te l e p h o n e

20%

5 o th e r s

The source that is cost beneficial in the whole process of recruitment:

S. N o Sources No. of Respond ents No of percenta ge

1 2 3 4 5 6

Consultancies advertisement Job portals Campus recruitment Walk- in Employee referral total

10 5 5 20 50 10 100

10 5 5 20 50 10 100

Interpretation: - it is observed from the table that Walk-In Interviews are more cost beneficial followed by Campus Recruitment and Employee referral.

TABLE:4

Taking technological support for the process of sourcing &recruitment S. No 1 2 3 4 5 total Options Telephone Video Conferencing Online Support typing others No. Of Respondents 20 10 15 25 30 100 No of percentage 20 10 15 25 30 100

Interpretation: - it is observed from the table that majority of the recruiters are taking Telephone support in the process of sourcing & recruitment

no of percentage 1 telephone 30% 20% 2 video conferencing 3 online support 4 typing 5 others

10% 15%

25%

Table No5:-

Source which is providing the more no. of respondents:

S. no 1 2 3 4 5

Sources Consultancies Advertisement Job portals Campus

No. respondents 5 5 5 65

of No percentage 5 5 5 65 20 100

of

recruitment Employee referral 20 total 100

Interpretation: it is observed from the table that through Campus recruitment one can generate potential candidates for the position of Technical support officer.

Table No6:-

The Source which saves less time in the whole process of recruitment:

S. no. 1 2 3 4 5

Sources Consultancies Advertisement Job fair Campus recruitment Employee referral total

No. respondents 5 10 15 20 50 100

of No of percentage 5 10 15 20 50 100

Interpretation: - it is observed from the table that

through Employee referral one can generate potential candidates for the position of Customer support officer

Table No7:-

The percentages of the profiles rely on the sources: S. No % Of Relevant profiles 1 20-30% 2 30-50% 3 50-70% 4 70-90% total No. Of Respondents 30 40 15 15 100 NO of percentage 30 40 15 15 100

Interpretation: - it is observed from the table that 70-90% of the profiles sourced through Employee referral are relevant.

Table No 8:Ways to get more no. of references: S. No Different ways No. Of Respondents 1 2 3 4 Being Informative Being Friendly Being an advisor All the above total 5 20 5 70 100 5 20 5 70 100 No of percentage

Interpretion: - it is observed from the table that applying all the four ways that is Being Informative, Being Friendly , Being an Advisor and being an guide together will be more beneficial in getting more Employee referrals.

Table No 9:-

The percentages of the profiles sourced through Job Portals which are relevant. S. No % Of Relevant profiles 1 20-30% 2 30-50% 3 50-70% 4 70-90% total No. Of Respondents 40 25 20 15 100 No of respondents 40 25 20 15 100

Interpretation: - it is observed from the table that majority of the recruiters said that only 20-50% of the profiles sourced through Job Portals are relevant.

Table No10:-

The percentages of the profiles sourced through Employee referrals which are relevant. S. No % Of Relevant profiles 1 20-30% 2 30-50% 3 50-70% 4 70-90% total No. Of Respondents 40 35 15 10 100 No of percentage 40 35 15 10 100

INTERPRETATION: It is observed from the table that 20-30% of the profiles are sourced through employee referral.

Table No 11:Cold calling makes profile evaluation more effective.

S. No 1 2

Options Yes No total

No Of Respondents 72 28 100

No of percentage 72 28 100

Interpretation: - it is observed from the table that 72% of the recruiters feel that cold calling makes profile evaluation more effective

Table No 12:-

For effective profile generation, concentrating more on Job Advertisement is a good idea. S. No 1 2 Options Yes No total No Of Respondents 40 60 100 No of percentage 40 60 100

Interpretation: - it is observed from the table that Majority of the recruiters feels that concentrating more on Advertisements is not a good idea for effective profile generation.

Table 13 :

shows how the organization is known by the candidate:

Serial No 1 2 3 4 Criteria Mail News Paper Emp. Referral Others Total Interpretation: it is observed from the table that 64% of the candidates say Mail,8 % of the candidates say News Papers, 12% of the candidates say Employee Referral and 16% of the candidates say Other mode. Respondents 64 08 12 16 100 Percentage 64 08 12 16 100

70% 60% 50% Respondents 40%

64%

Series1 30% 20% 12% 10% 0% Mail News Paper Emp. Referral Others 8%

16%

Table 14 :

showing when the candidate has been scheduled for interview:

Serial No 1 2 3 4 Criteria With in 1 Day With in 2 Days With in 1 week Above 1 week Total Respondents 15 31 42 12 100 Percentage 15 31 42 12 100

Interpretation: It is observed that 15 % of the candidates have been scheduled for interview within 1 day, 31% of the candidates have been scheduled within 2 days, 42% of the candidates have been scheduled within 1weekand 12 % of the candidates have been scheduled above 1 week.

Chart showing when the candidate has been scheduled for interview

12%

15% With in 1 Day With in 2 Days With in 1 week Above 1 week

42%

31%

Table 15:

showing the number of candidates selected at first attempt

Serial No 1 2

Criteria Yes No Total

Respondents 74 26 100

Percentage 74% 26%

Interpretation: it is observed from the table that 74% of the candidates are selected at first attempt and 26 % of the candidates who are not selected at first attempt.

Chart showing the number of candidates selected at first attemp

26% Yes No 74%

Table 16: showing the mode of interview:

Serial No 1 2 3 4 5

Criteria Telephonic Personal Video Conferencing GD others total

Respondents 30 25 15 15 15 100

Percentage 30 25 15 15 15 100

Interpretation: it is observed from the table that 30 % of the candidates are interviewed by Telephone, 70% of the candidates are interviewed in Person and none of the candidates are interviewed by Video Conferencing .

no of respondents

telephonic personal video conferencing group discurssion others

Table 17 : showing candidates opinion on hcl shiring process:

Serial No 1 Criteria Very Good Respondents
18

Percentage
18

2 3 4 5

Good Average Below Average Poor Total

35 27 11 9

35 27 11 9

100

100

Interpretation: it is observed from the table that 18% of the candidates opinion was Very Good, 35% of the candidates opinion was Good, 27% of the candidates opinion was Average, 11%of the candidates opinion was Below Average and 9% of the candidates opinion was Poor.

HIRING PROCESS IN HCL

9 11

18 1 Very Good 2 Good 3 Average 4 Below Average

27

35

5 Poor

Table No 18:SHOWS WHETHER CANDITATE IS BEEN RESPONDED WELL IN THE ORGANISATION:

S. No 1 2

Options Yes No

No Of Respondents 80 20

Interpretation: - it is observed from the table that Majority of the Recruiters said that Organization respond the candidates well.

Table No 19:SHOWS WHETHER CANDITATE IS PROVIDED APPROPRIATE INFORMATION TO ATTEND THE INTERVIEWN IN THE COMPANY:

S. No 1 2

Options Yes No total

No Of Respondents 90 10 100

No of respondents 90 10 100

Interpretation: it is observed from the table that

Majority of the Recruiters said that appropriate information is provided before attending the interview:

Table 20: showing whether the overall external sourcing strategy in the company is effective and efficient:

Serial No 1 2 3 4 5

Criteria Strongly disagree Disagree moderate Strongly Agree Agree Total

Respondents 17 21 22 30 10 100

Percentage 17 21 22 30 10 100

Interpretation: it is observed from the table that 17% of the candidates Strongly disagree, 21% of the candidates Disagree,22% of the candidates say Neutral, 30% of the candidates Strongly Agree, 10% of the candidates Agree .

EFFECTIVE AND EFFICIENT OF OVERALL EXTERNAL SOURCING STRATEGY

1 Strongly disagree 17 2 Disagree 30 3 moderate 21 4 Strongly Agree 22 5 Agree

10

Table No21:Best source for adopting more candidates:

S. No Sources No. of Respondents No of percentage

1 2 3 4 5 6

Recruitment agencies 5 Advertisement Job portals Campus recruitment Walk- in Employee referral programme total 5 15 40 15 20 100

5 5 15 40 15 20 100

Interpretation: It is observed from the table that Campus recruitment is the best source when one has to generate more no. of profiles immediately.

TABLE 22:

SHOWS THAT WHAT PRIVILEGE WILL BE GIVEN TO THE ONE WHO REFERRED THE CANDIDATE:

S.NO 1 2 3 TOTAL

SOURCES MONITARY REWARD NON MONETARY REWARD BEST REFERRAL AWARD

NO OF RESPONDENTS 15 80 5 100

PERCENTAGE 15 80 5 100

Interpretation: It is observed from the table that only the non monetary reward is being given to the people who refers the candidate.

no of respondents monetary reward non monetary best referral award

TABLE No23:-

TABLE SHOWS THAT BEST SOURCES OF GETTING MORE NO. OF PROFILES:

S. no. 1 2 3 4 5 6 Sources Recruitment agencies Advertisement Job portals Campus recruitment Employee referral Walk in total No. respondents 20 10 20 15 15 20 100 of No of percentage 20 10 20 15 15 20 100

Interpretation: It is observed from the table that recruitment agencies,jobportal,walk in are the best sources of getting more no. of profiles.

RESPONDENTS 1 EMPLOYEE REFERRAL 2 CAMPUS RECRUITMENT 3 ADVERTISEMENT 4 JOB PORTALS 5 WALK IN 6 RECRUITMENT AGENCIES

Table No24:TABLE SHOWS THAT NO. OF LEADS CAN BE GENERATED

S. No 1

Percentage ONLY ONE

No. of Respondents 20

No of percentage 20

2 3 4

TWO - THREE MORE THAN THREE NOTHING total

35 40 5 100

35 40 5 100

INTERPRETATION: It is observed from the table that there are two to three and more than three leads are generated in the organization.
No. of Respondents

1 ONLY ONE 2 TWO - THREE 3 MORE THAN THREE 4 NOTHING

TABLE 25:
THIS TABLE SHOWS THAT ORGANIZATION CLEARLY EXPLAINS ABOUT THE NATURE OF THE JOB:

S. No 1 2

Options Yes No total

No Of Respondents 90 10 100

No of percentage 90 10 100

INTERPRETATION: It is observed from the table that the majority of the people says that organization clearly explains about the nature of the job.

Chi Square :
Table showing the relationship between the clarity on the hiring process and effective and efficient of overall external sourcing strategy in the company. Null Hypothesis: There is no significant relationship between the clarity on the hiring process and effective and efficient of overall external sourcing strategy in the company.

Alternative Hypothesis: There is significant relationship between the clarity on the hiring process and effective and efficient of overall external sourcing strategy in the company.

strongly agree very good good average below average poor total 2 8 2 3 2 17

agree 3 9 6 2 1 21

moderate 6 4 7 3 2 22

disagree 4 13 9 2 2 30

strongly disagree 3 1 3 1 2 10

total 18 35 27 11 9 100

O 2 3 6

E 3.06 3.78 3.96

O-E -1.06 -0.78 2.04

(O-E)2 1.124 0.608 4.162

(O -E)2/E 0.367 0.161 1.051

4 3 8 9 4 13 1 2 6 7 9 3 3 2 3 2 1 2 1 2 2 2

5.4 1.8 5.95 7.35 7.7 10.5 3.5 4.59 5.67 5.94 8.1 2.7 1.87 2.31 2.42 3.3 1.1 1.53 1.89 1.98 2.7 0.9

-1.4 1.2 2.05 1.65 -3.7 2.5 -2.5 -2.54 0.33 1.06 0.9 0.3 1.13 -0.31 0.58 -1.3 -0.1 0.47 -0.89 0.02 -0.7 1.1

1.96 1.44 4.203 2.723 13.69 6.25 6.25 6.708 0.109 1.124 0.81 0.09 1.277 0.096 0.336 1.69 0.01 0.221 0.792 0.0004 0.49 1.21

0.363 0.8 0.706 0.37 1.778 0.595 1.786 1.461 0.019 0.189 0.1 0.033 0.683 0.041 0.139 0.512 0.009 0.144 0.419 0.0002 0.181 1.344

Degree of freedom = = = =

(r-1)*(c-1) (5-1)*(5-1) 4*4 16

Level of significant = 0.05 Calculated Value Table Value = = @ 5% level of significance.

The calculated Chi-Square value is greater than the critical value at 5% level of significance, which reveals that the value is significant. So reject the null hypothesis.

There is significant relationship between the clarity on the hiring process and feedback on performance

Findings
Findings:
25% of employees are less than 1 year ,20% are 1-3 years ,30% are 3-5 years ,20% are 5-7 years and remaining 5% are working more than 7 years in the organization. 45% of the candidates opinion was Good. 74% of recruiters are tracking the source of the candidate manually and there is no software in the organization for tracking the source of candidate. Walk-In Interviews are more cost beneficial followed by Campus Recruitment and Employee referral. majority of the recruiters are taking Telephone support in the process of sourcing & recruitment. Employee referral is providing more no. of best performers during the Interview. Employee referral and Campus recruitment are providing more no. of respondents. Employee referral and Campus recruitment are providing more no. of turn ups after selection. Majority of the Recruiters said that they prefer Outsourcing of the few Recruitment activities. Majority of the Recruiters said that Outsourcing of the few Recruitment activities is very much beneficial. Majority of the Recruiters said that the overall external sourcing strategy that has been following in the company is very much effective and efficient. Being Informative, Being Friendly and Being an Advisor together will be more beneficial in getting more Employee referrals. Majority of the recruiters said that only 20-50% of the profiles sourced through Job Portals are relevant. Majority of the recruiters said that only 30-40% of the profiles generated through Cold Calling are relevant. Majority of respondents has ranked Employee referral as a major source of recruitment. Campus recruitment comes next and Walk-In interviews are ranked third. 68% of recruiters are tracking the source of the candidate manually and there is no software in the organization for tracking the source of candidate. Majority of the recruiters said that Campus recruitment is the best source when one has to generate more no. of profiles immediately.

Employee referral is more time beneficial followed by Campus Recruitment and Walk-In Interviews. Walk-In Interviews are more cost beneficial followed by Campus Recruitment and Employee referral. Majority of the recruiters are taking Telephone support in the process of sourcing & recruitment. Majority of the respondents said that they are facing all the given challenges those are Candidates ignore the offer in BPO due to night shift job & Lack of interest, Following time & cost cutting strategies during Sourcing, Duplication of the profiles, Most of the sources provide candidates with lack of required skills and also Most of the sources provide candidates with lack of required skills. Through Campus recruitment one can generate potential candidates for the position of Technical support officer. Through Employee referral one can generate potential candidates for the position of Customer support officer. 70-90% of the profiles sourced through Employee referral are relevant.

suggestions:
1. The recruiters have to communicate the Job requirements clearly and effectively with the sources to get the best results from them. 2. Innovation and Creativity plays a major role in everything, so try to adopt new innovative and creative search methods. 3. Always be Informative, Be Friendly and Be an Advisor for getting more Employee referrals. 4. It is better to prefer Campus recruitment and Walk-In interviews when you need to save the time. 5. It is better to prefer Walk-In interviews Campus recruitment and when you need to save the cost. 6. Concentrate more on Campus Recruitment as it is providing more no. of respondents and also more no. of turn-ups after selection. 7. The company needs to select high quality sources with the right skills on the appropriate contracts to deliver the key objectives of the position and organization.

8. Through Campus recruitment one can generate potential candidates for the position of Technical support officer. 9. Through Employee referral one can generate potential candidates for the position of Customer support officer. 10. Recruitment outsourcing is always beneficial, so outsource some recruitment activities to the Recruitment agencies like Train and hire.

CONCLUSION
From the research I conclude that the sourcing system that is used in HCL-B SERVE is very effective. From the research I found that Campus recruitment & Employee referral are the better sources in providing the potential candidates both quality and quantity wise. The source that is better in saving the time is Employee referral. The source that is saving the cost is daily Walk-ins. When one has to generate more no. of profiles Campus recruitment and Employee referral are the best options. I also conclude that most of the recruiters prefer Recruitment outsourcing and they found it beneficial. Train and Hire is the outsourcing that provided more benefits. The overall conclusion is opting different sources are according to the requirement is more beneficial and productive.