Summer Training Project Report

on
Recruitment & Selection Process
At IKYA Human Capital Solutions
Ltd (A Division of Quess Corp)
By Radhika Malhotra, MBA-III
Sems.

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INTRODUCTION
 IKYA Human Capital Solutions Ltd is a division of Quess Corp Limited , India’s
largest business services Provider. Quess is a USD 640+ million Group,
Operating in 9 countries: USA, Canada, Qatar, Dubai, India, Malaysia,
Philippines Sri Lanka and Singapore. Powered by more than 189,200
employees, servicing 1,700+ clients
o IKYA Human Capital Solutions is the fastest growing HR solutions provider in
India, with specialized service offerings in
 Staffing
 Training and Skill Development
 Executive Search
 Recruitment
 Project based RPO hiring

o Headquartered at Bengaluru, IKYA provide world class HR services through the

company owned offices across India to over 5000+ locations

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LITERATURE

REVIEW
In order to achieve the goals or the activities of an organization,
organizations need to recruit people with requisite skills, qualifications
and experience.
 In order to attract people for the jobs, the organization must
communicate the position in such a way that job seekers respond.
 To be cost effective, the recruitment & selection process should attract
qualified applicants and provide enough information for unqualified
persons to self-select themselves out.
 Recruiters will work from resumes or by actively soliciting individuals
qualified for positions.
 A recruiter's job includes reviewing candidate's job experiences,
negotiating salaries, and placing candidates in agreeable employment
positions.
 Recruiters typically receive a fee from the hiring employers.

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OBJECTIVES OF THE STUDY
 To understand the process of recruitment & selection
 To know the sources of recruitment at various levels and
various jobs
 To critically analyze the functioning of recruitment
procedures
 To identify the probable area of improvement to make
recruitment & selection procedure more effective
 To know the managerial satisfaction level as well as to
know the yield ratio
 To search or headhunt people whose, skill fits into the
company’s values

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RESEARCH METHODOLOGY
 My work in the organization was to coordinate with the
clients regarding vacant positions in their company, taking
all information from the clients of the job vacancy,
searching for the candidates matching desired profile and
coordinating with the candidates and clients till their final
selection and joining in the company.
 At IKYA, I made a study taking samples containing 4 HR
Consultants from IKYA Recruitment Vertical. I suppose
that this sample unit represent the latest data of
recruitment of all position filled by IKYA.

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DATA ANALYSIS
 Data Analysis was done in regard to following questions :
 What is the share of sources of recruitment?
 What is the most suitable way to contact candidates?
 In the history of IKYA, how many offers are accepted and
converted into appointments?
 How is the existing recruitment and system in your
organization?
 Does your organization implement control measure to ensure
effective recruitment and selection procedures?
 What are the motivational factors that influence your work
performance?

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FINDINGS & RECOMMENDATIONS
Findings
 Most of the recruitment is done by the consultancy.
 Telephone is considered the most suitable way to contact
the candidate.
 About 95% of the candidates accept the offer and are
turned into appointments.
 The recruitment system in the organization is good.
 The organization implements control measures to ensure
effective recruitment and selection.
 Salary is the motivational factor that influence work
performance.

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Recommendations
Interview process can be improved by introducing an
interview panel for different levels and positions
Standard questions should be set to both fresher and as
well as experienced candidates.
Candidates’ information should be used to judge the
authenticity of the candidates, also an improved
Management may ask suggestions from the candidates to
give suggestions to improve their Recruitment and selection
process.
If HR persons go by professionalism, the candidates should
be informed in time about selection result.
The relationship building with the eligible candidates is
very much required.
Management should try to make induction program lively
to build a strong, cordial relationship with the inductees. 8
CONCLUSION
 Most of the recruitment is done by the consultancy.
 Telephone is considered the most suitable way to
contact the candidate.
 About 95% of the candidates accept the offer and are
turned into appointments.
 The recruitment system in the organization is good.
 The organization implements control measures to
ensure effective recruitment and selection.
 Salary is the motivational factor that influence work
performance.

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REFERENCES
 Books
 Biswajeet Pattanayak, “Human resource management”.
 Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw
Hill Publication Company Ltd
 Rao Subba P., Essential of HRM & Industrial Relationships
 V.S.P. Rao, Human Resource Management, Text and Cases, Excel Books
Publications Pvt. Ltd.,
 C.R Kothari Research Methodology

 Search engines
 www.recruitescafe.com
 www.justarticles.com
 www.citeHR.com
 www.adecco.co.in
 www.ikyahumancapital.com

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