A

PROJECT REPORT

ON “ HIRING & SELECTION PROCESS ”

AT LERNX PVT. LTD

FOR THE PARTIAL FUILFILLMENT OF THE DEGREE

MASTERS OF BUSINESS ADMINISTRATION

(2021-2023)

SUBMITTED TO SUBMITTED BY

DR. DEEP CHANDRA OLI KAMALA SAMANT

ASSOCIATE PROFESSOR M.B.A 3rd SEM

ROLLNO. - 210030500027

Faculty of Commerce and Business Management

Amrapali Institute of Institutes,

Shiksha Nagar, Lamachaur, Haldwani

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 STUDENT DECLARATION

I KAMALA SAMANT student of MBA 3rd SEM of Amrapali Group of Institutes,

Haldwani hereby declare that this project report entitled “Hiring and
selection process at LERNX Solutions Private Limited.” is written and
submitted by me under the guidance of Dr. DEEP CHANDRA OLI, is my
original work. The entire analysis and conclusion of this report are based on
the information which is collected by me during the training period.

The empirical findings in the report are based on the data collected myself
while preparing this project. I have not copied anything from any source or
other project submitted for the similar purpose

COUNTERSIGNED BY: -
KAMALA SAMANT
MBA- III SEMESTER
ROLL NO.: 210030500027

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 BONAFIDE CERTIFICATE

AMRAPALI GROUP OF INSTITUTES

CERTIFICATE
This is to certify that this project work titled Hiring and selection
process at LERNX Solutions Private Limited.
Submitted by KAMALA SAMANT of MBA III Semester for partial fulfilment of
award of the degree of Master of Business Administration was carried out
by her under my guidance. She was sincere in putting efforts to present this
project report.

Project Guide - DR. DEEP CHANDRA OLI

Designation- Associate professor

3
CERTIFICATE

4
 ACKNOWLEDGEMENT

In the accomplishment of this project successfully, many people have

bestowed upon me their blessings and the heart pledge support. This time,
I am utilizing to thank all the people who have been concerned with this
project.

Primarily, I would thank God for being able to complete this project with
success. Then I would like to thank my faculty guide DR. DEEP CHANDRA OLI
for his constant support for his consistent guidance and encouragement to
accomplish this project report. His suggestions and his instructions have
served as the major contributor towards the completion of the report. I am
also thankful to Amrapali Institute for giving me this opportunity.

I also acknowledge with a deep sense of reverence, my gratitude towards

my parents and member of my family, who has always supported me morally
as well as economically. At last, but not the least, my gratitude goes to all
my friends who directly or indirectly helped me to complete this project
report.

Any omission in this brief acknowledgment does not mean lack of gratitude.

Thank you,
KAMALA SAMANT
MBA III SEM

CONTENT
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Chapter No. Title Page No.
1 I- Introduction 08
II- Literature Review: 11
Recruitment & Selection
III- Research Objectives 34
IV- Research methodology 35
 Introduction
 Sources of data collection
 Sample size
 Scope
 Limitations
2 Company profile 38
Industry profile 41
3 Data Analysis 42
4 Finding, conclusions, & suggestions 54
5 Bibliography 59
6 Appendix 61

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 Chapter –I

HIRING
&
SELECTION PROCESS

7
 INTRODUCTION

Acquiring and retaining high-quality talent is critical to an organization’s success.

As the job market becomes increasingly competitive and the available skills grow
more diverse, recruiters need to be more selective in their choices, since poor
recruiting decisions can produce long-term negative effects, among them high
training and development costs to minimize the incidence of poor performance and
high turnover which, in turn, impact staff morale, the production of high-quality
goods and services and the retention of organizational memory. At worst, the
organization can fail to achieve its objectives thereby losing its competitive edge
and its share of the market.

Human resource department plays a crucial role in this process. The backbone of
any successful company is the HR department, and without a talented group of
people to hire, culture, and inform employees, the company is doomed for failure.

Human resource is most valuable assets in the organization. Profitability of the

organization depends on its utilization. If there utilization is done properly will
make profit otherwise it will make loss. To procure right man at right place in right
time, some information regarding job and job doer is highly essential. This
information is obtained through job analysis, job description and job specification.
Without these recruitment will be unsuccessful.

A well planned and well managed recruitment will result in high quality applicants
for the company. The recruitment process should inform qualified individuals about
employment opportunities, create a positive image of the company, provide enough
information of the jobs so that applicants can make comparison with their
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 qualifications and interests and generate enthusiasm among the best candidates so
that they will apply for vacant positions.
What distinguishes a successful company from unsuccessful one is the quality of
manpower. The role of management is to optimize the use of resource available to it.
The role of HR is to incorporate the planning and control of manpower resource into
the corporate level plans so that all resources are used together in the best possible
combination Managing people at work and control of human activities in employment
is a function that must be performed in all societies. It is essential in every type of
employment for every occupation and every type of employed manpower. Manpower
management is essential in government as well as private employment under
socialism or communication in small business and in large.

Recruitment, as a human resource management function, is one of the activities that

impact most critically on the performance of an organization. While it is understood
and accepted that poor recruitment decisions continue to affect organizational
performance and limit goal achievement, it is taking a long time for public service
agencies in many jurisdictions to identify and implement new, effective hiring
strategies.

Recruitment is a process which provides the organization with a pool of potentially

qualified job candidates from which judicious selection can be made to fill
vacancies. Successful recruitment begins with proper employment planning and
forecasting. In this phase of the staffing process, an organization formulates plans
to fill or eliminate future job openings based on an analysis of future needs, the
talent available within and outside of the organization, and the current and
anticipated resources that can be expended to attract and retain such talent.

Selection is a process of hiring the best among the pool of candidates available.

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‘Right person for the right job’ is the basic principle in recruitment and selection.
Every organization should give attention to the selection of its manpower, especially
its managers. The operative manpower is equally important and essential for the
orderly working of an enterprise. Every business organization/unit needs manpower
for carrying different business activities smoothly and efficiently and for this
recruitment and selection of suitable candidates is essential. Human resource
management in an organization will not be possible if unsuitable persons are
selected and employment in a business unit.

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 LITERATURE REVIEW

RECRUITMENT
Recruitment is an important part of an organization’s human resource planning and
their competitive strength. Competent human resources at the right positions in the
organization are a vital resource and can be a core competency or a strategic
advantage for it. Recruiting the top talent for a job takes time and attracting the
quality candidates who have the knowledge and skills needed to help the company’s
growth.

Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right
candidate. ‘Right person for the right job’ is the basic principle in recruitment and
selection. Every organization should give attention to the selection of its manpower,
especially its managers. The operative manpower is equally important and essential
for the orderly working of an enterprise. Every business organization/unit needs
manpower for carrying different business activities smoothly and efficiently and for
this recruitment and selection of suitable candidates is essential. Human resource
management in an organization will not be possible if unsuitable persons are
selected and employment in a business unit.

Meaning of recruitment

“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

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candidate for scientific selection. Recruitment refers to the process of attracting,
screening, and selecting qualified people for a job at an organization or firm.

Recruitment process involves a systematic procedure from sourcing the candidates

to arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows:

1. Identify vacancy
2. Prepare job description and
person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and
decision making

1) Identifying the vacancy:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These
contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

2) Preparing the job description and person specification.

3) Locating and developing the sources of required number and type of employees

(Advertising etc).
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4) Short-listing and identifying the prospective employee with required
characteristics.

5) Arranging the interviews with the selected candidates.

6) Conducting the interview and decision making

Recruitment is a continuous process because of:

a) Staff departures (e.g. retirements, resignation )

b) Changes in business requirements (e.g. new products,
markets, expended operations)
c) Changes in business location (are relocation often triggers

the need for substantial recruitment)

d) Promotions
e) Transfers

Objectives of the recruitment process

• To obtain the number and quality of employees that can be

selected in order to help the organization to achieve its goals and
objectives.

• It helps to 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.

• To induct the outsiders with new perspectives to lead the company.

• To recruit people whose skill fit the company values?

• To search for talent globally not just within the company.

• To device methodology for assessing psychological traits.

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 • To anticipate and find people for positions that does not exist yet.

Factors affecting Recruitment:

• The size of the organization.

• The employment conditions in the community where the organization is
located.
• The effects of past recruiting efforts which show the
organization’s ability to locate and retain the good performing
people.
• Working conditions, salary and benefit packages offered by the
organization.
• Rate of growth of the organization.
• The future expansion and production programs.
• Cultural, economic and legal factors.

However these factors may be divided specifically as:

• Internal factors
• External factors
Internal Factors:

• Recruitment policy of the organization

• Human resource planning strategy of the company
• Size of the organization and number of people employed
• Cost involved in recruiting employees
• Growth and expansion plans of the organization
• Company pay package
• Career planning and growth
• Quality of work life
• Role of trade union

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External Factors:

• Supply and demand of specific skills in the labor market.

• Political and legal factors like reservations of jobs for specific sections of
society etc
• The job seekers image perception of the company.
• Information system like employment exchange/ tele recruitment like internet.
• Labor market conditions.

Recruitment checklist:

• Before going to actual recruitment a checklist to be made which helps the

recruiter till the end of the process.
• Whether the vacancy has been agreed by the responsible manager

• The future expansion and production programs.

•
Cultural, economic and legal factors.
• Availability of the job description
• What are the conditions of employment for the vacant position
• Whether the candidate specification been prepared
• Whether the notice of vacancy been submitted earlier
• Whether the job advertisement been agreed
• What arrangement have been made for drawing a shortlist of candidates
• Whether the interview arrangement have been made
• Whether offers letters been agreed and dispatched
• Whether rejection letters sent to the unsuccessful candidates
• Whether confirmation letter received from the selected candidate to
whom offer letter has been sent.

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Recruitment policy:

In today’s rapidly changing business environment, a well defined recruitment

policy is necessary for organizations to respond to its human resource requirements
in time. Therefore, it is important to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent pool for the
selection of the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A clear and
concise recruitment policy helps ensure a sound recruitment process.

Most of the companies are having personnel policies for the organization.
Recruitment policy is a part of the perssonel policy. But before making the
recruitment policy the organization must consider the government policies,
personnel policies of other organization, social responsibility of the organization
etc.

Sources of recruitment:

INTERNAL SOURCES: The most common internal sources of internal recruitment

are
1. Personal recommendations
2. Notice boards
3. Newsletters
• Memoran

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1) Personal Reference
The existing employees will probably know their friends or relatives or
colleagues who could successfully fill the vacancy. Approaching them may be
highly efficient method of recruitment but will almost certainly offend other
workers who would have wished to have been considered for the job. To keep
employees satisfied make sure that potentially suitable employees are informed
of the vacancy so that they can apply. Also anyone else who is likely to be
interested is told about it as well so that they can apply for the job.

2) Notice Boards

This is the convenient and simple method of passing on important messages to

the existing staff. A job advertisement pinned to a notice board will probably be
seen and read by a sufficient number of appropriate employees at little or no
cost. However many of the staff will probably not learn of the vacancy in this
way either because the notice board poorly located or is full of out dated notices
that they don’t bother to look at it, as they assume there is nothing new to find
out. A notice board must be ensured that it is well suited. Wherever it is been
placed it should be certain that it is seen by everyone. It means there must be
equal opportunity to see to it and this happens when they know that just important
topical notices are on display. Attention must be paid to the design and contents
of the notice if it is to catch the eye and make the employee read on and then
want to apply for the job.

3) Newsletters

Many companies regularly produce in-house newsletters, magazines or journals

for their staff to read. It is hoped that latest company news sheet is read avidly
by all staff thus ensuring that everyone is aware of the job opportunity advertised
17
 in it. Unfortunately this is not always so, because it is sometimes not circulated
widely enough and employees may find it boring and choose not to read it.
Newsletter can be utilized as the source of recruitment if it is convinced that
everybody will see a copy.

Memoranda

Possibly the best way of circulating news of the job vacancy is to send
memoranda to department managers to read out to the teams or to write all
employees perhaps enclosing memoranda in wage packets if appropriate.
However it can be a time consuming process to contact staff individually,
especially if there is a large work force. It should also be kept in mind as to in
which way the memorandum is phrased out so that the job appeals to likely
applicants.

EXTERNAL SOURCES

There are many sources to choose from if you are seeking to recruit from outside the
company.
1. Word of mouth
2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
6. The press
7. Radio
8. Television

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1) Word of Mouth

Existing employees may have friends and relatives who would like to apply for
he job. Recruiting in this way appears to be simple, inexpensive and convenient.
Never use word of mouth as a sole or initial source of recruitment if the work
force is wholly or predominantly of one sex or racial group. Also employing
friends and relatives of present employees may be imprudent because it is not
certain that they are as competent as the current staff.

2) Notices

Displaying notices in and around business premises is a simple and often

overlooked method of advertising a job vacancy. They should be seen by a large
number of passer by, some actively looking for work. It can also be inexpensive
with a notice varying from a carefully hand written post card up to a
professionally produced poster. Pay attention to the appearance and contents of
the notice if it is intended that it is applied by the right people.

3) Job Centers

Most large towns have a job center which offers employers a free recruitment
service, trying to match their vacancies to job seekers. Staff will note information
about a post and the types of person sought and then advertise the vacancy o
notice boards within their premises. Job center employees can further help if
requested to do so by issuing and assessing application forms and thus weeding
out those applicants who are obviously unsuitable for the position. Short listed
candidates are then sent out for the employer to interview on his business
premises.

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 4) Private Agencies and Consultants

There are various types of private organization that can help to find the right
person for a particular job. Employment agencies exist in many town and cities.
Some handle all general vacancies from junior unto supervisory level while
others specialize in various occupations such as accountancy, clerical or
computer personnel and marketing or sales. Since they maintain a register of job
seekers, they initially attempt to find applicants from this list. A short list will be
drawn up by reading through applications and conducting interviews on client
organization’s behalf. Although fees vary, it is expected to pay around 10 to 15%
of the annual salary offered if a suitable person is found for the job. This will be
partly refundable if he leaves within a certain period of time. For temporary staff,
it is normally charged on hourly, daily or weekly rate by the agency. They will
then pay the employee. Recruitment agencies are similar to employment
agencies in the services that they offer. The main difference is that recruitment
agencies tend to operate at a higher level, concentrating on technical, managerial
and executive appointment. Accordingly, increased time, effort and
expertise are needed to compile a quality short list. This will be reflected in the
fees charged, often between 18 and 22% of the annual salary of the staff
recruited. Again a proportion of this may be refundable if the employees proves
to be unsatisfactory and subsequently departs.
Search consultants, also known as Headhunters, specialize in finding candidates
for senior positions. They normally head hunt people currently at work in similar posts,
possibly at rival companies. Discrete approaches, by telephone, are made direct to the
persons involved.

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Such a process is time consuming and requires considerable tact and diplomacy if it
is to be successful. Charges may be in excess of 30% of the annual salary. Before
opting for this source attention must be paid about those agencies who brashly promise
to give a lengthy list of candidates very quickly. It may sound impressive but suggests
that they are simply pulling names from a register perhaps of dubious quality and are
not actively searching for and screening applicants properly. A good shortlist will take
time to compile. It must be ensured that the agency with which the organizations
contracting must follow a good refund system in case the new recruit resigns or needs
to be dismissed shortly after joining. Also a free replacement warranty up to six
months must be provided by the recruiting agency. When employing an agency or
consultant, make sure that they know exactly what they are expected to do. A clear
job description and employee specification, must be provided so that they could screen
by referring to the employee specification and so on. Full up to date information about
the job and person required. Supply all details and all instructions in writing to avoid
subsequent misunderstandings and disagreements.

The recruiting agency or consultant must be in touch with the client company
throughout the recruitment process to ensure that the agency is following the
instructions and doing its job well. Also it must be ensured that they are
maintaining equality of opportunity and avoiding unlawful discrimination
against applicants of a particular sex, marital status or any racial group. All
applicants should be judged solely on their ability to do the job.

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5) Educational Institutions Or Campus Recruitment

Those companies which require a steady intake of young person’s for new Youth
Training to trainee management positions ought establish and maintain close
contact with colleges and universities. The advantage of campus recruitment is,
it is known that who the audience to be addressed are. Promotional literature in
the form of posters, broachers, catalogues; press releases and so on can be issued
to the audience so that the company’s name remains prominent and their
student’s minds all the time.
6) The Press

Advertising for the new staff through the press has proved successful for many
companies. Choose between local newspapers, national newspapers and the
magazines. All will put in touch with different audience. Local newspapers, read
by a large cross-section of the immediate population, may be most suitable if
there is sufficient talent in the area.

National newspapers, with their mass circulations and differing attitudes to news
coverage appealing to various tastes, could be better when looking out to fill the
senior position.

Trade Magazines often under estimated as useful source of recruitment might be

worth considering if looking out to recruit someone for a specialized job which
possibly requires previous experience of the particular industry.

Naturally there are some drawbacks to newspaper advertising. It is expensive in

relation to other, often equally good source such as job and careers centers,
which advertise free. Other drawbacks of newspaper advertising include a high
level of wastage (the vast majority of readers will not be job hunting) and a short
life span. The daily or evening newspaper is invariably discarded at the end of
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 the day. A short series of advertisement incurring extra expenses may sometimes
be required and multiplying one advert by three or four starts to make this source
prohibitively costly. Trade magazines could be a better way of recruiting staff
depending upon the circumstances. Most will include employment
advertisements within a classified section which will be read by a small but select
and interested number of people. There some disadvantages, however the
financial outlay is still considerable. If the
magazine is published bi-monthly or quarterly, may have to wait sometime
before the advertisement is seen. It may be intended to fill the vacancy as soon
as possible.
7) Radio

Many radio stations broadcast special job finder’s advertisements throughout the
day for companies looking for new recruits. Advertising through the radio has
got many advantages as it will be transmitted to over a wide geographical area
to potentially large audience. Variety of age groups listens thus making it a
suitable medium for different types and levels of jobs. Advertisements can be
broadcast very quickly sometimes within hours. Nevertheless there are some
disadvantages that must be considered carefully. As few have tune in to hear
advertisements and their thoughts invariably wander when they are on, or they
may start station hopping to find more music. The radio is also transient medium.
An advertisement lasts for perhaps 30 seconds, which is a very short period in
which to put across all the important points, and is then finished. It is usually
difficult to remember (What was the company’s name? what was its phone
number?) most listeners will not have a pen and pad handy to make notes.

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8) Television

You can advertise on a regional or national basis. Recruiting staff through the
Television is still widely regarded as a new and innovative approach. Companies
which use this medium may therefore be seen as go-ahead and dynamic. Thus,
this medium may not be an immediate choice if there is only just one vacancy to
be filled, although shorter and expensive one month contracts could be negotiable
and worth considering.

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 SELECTION

The selection procedure is concerned with securing relevant information about the
applicant. This information is secured in number of steps. The objective of selection
process is to determine whether an applicant meets the qualifications for a specific
job and to choose the applicant who is most likely to perform well in that job.

The hiring procedure is not a single act but it is essentially a series of methods by
which additional information is secured about the applicant. At each stage facts,
which came to light, make the acceptance or rejections of the candidate clear. Some
selection processes are quite easy and some with many hurdles this increases with
the level and responsibility of the positions to be filled.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:
1. Someone should have the authority to select. This authority comes from the

employment requisition as developed by an analysis of the work-load and

work force.
2. There must be some standard of personnel with which a prospective

employee may be compared i.e., a comprehensive job description and job

specification should be available beforehand.
3. There must be sufficient number of applicants from whom the required

number of employees may be selected.

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 PROCESS OF SELECTION
Selection

Preliminary screening interview

Completion of application or form if not done previously

Employment tests

Comprehensive interview

Back ground investigation

Final employment decision

Preliminary Interview or Screening

The initial screening is usually conducted by a special interviewer a high caliber
receptionist in the employment office. These interviews are short and are known as
26
stand-up interviews. The main objective of such interviews is to screen out
undesirable/unqualified candidates at very outset. Such interviews conducted by
someone who inspires confidence, who genuinely interested in people, and whose
judgment in the “sizing up” of the applicant is fairly reliable.

Basic criteria that must be met for an application to be eligible for consideration. If
these criteria are not met, there is no obligation on the employer to consider such
applications. The screening process therefore seeks to identify those applications
that meet the basic entry-level requirements applications that are therefore
incomplete or do not meet the basic appointment criteria are considered
unsuccessful applications. In order to be fair and objective in the screening of
candidates, it is essential that a fixed set of valid criteria be applied in terms of each
and every candidate that applies for a position.

Certain conditions should be met in relation to the format and content of -

a) Application forms
b) Curricula Vitae (CV’s) and
c) All other relevant documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those applicants that
do not meet the basic requirements, the next objective should be to identify a
manageable size (pool) of applicants (a short-list) who are best suited to fill the
position successfully and from whose ranks the most suitable candidate(s) is/are to
be selected. It is about identifying a manageable pool of best suited candidates for a
specific position, in the interest of the State, taking into account Affirmative Action
and Employment Equity objectives.
27
 May short-listing be used to reduce a vast number of applications to a manageable
size. As stated, the primary objective of the short-listing process is to reduce the
number of qualifying applicants to a manageable size for purposes of selecting the
most suitable candidate. A further
objective with short-listing is to rank candidates, and to determine a cut-off point
below which candidates will not be interviewed. The criteria utilized for short-listing
purposes should therefore be in sufficient detail to allow for this and should be applied
consistently.

Application Form

Application form is also known as application blank. The technique of application

blank is traditional and widely accepted for securing information from the
prospective candidates. It can also be used as a device to screen the candidate at the
preliminary level. Many companies formulate their own style of application forms
depending upon the requirement of information based on the size of the company,
nature of business activities, type and level of job etc. they also formulate different
application forms for different jobs, at different levels, so as to solicit the required
information for each job. But few companies in our companies in our country do not
have prescribed application forms.

Psychological Testing

Test is defined as a systematic procedure for sampling human

behavior Tests are used in business for three primary purposes.
1) For the selection and placement of new employees
2) For appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of

paramount importance for each of these purposes.

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 Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn
new jobs or skills. They will enable us to know whether a candidate if selected,
would be suitable for a job, which may be clerical or mechanical. These tests may
take one of the following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or

she has mental capacity to deal with new problems.

b) Mechanical Aptitude Test - measures the capacity of a person to learn a

particular type of mechanical wok. This could help in knowing a person’s

capability for spatial visualization, perceptual speed manual dexterity, visual
motor coordination or integration, visual insights etc.
c) Psychometric tests – these tests measures a person’s ability to do a specific
job.

B. Achievement test

Also known as proficiency tests they measure the skill, knowledge which is
acquired as a result of a training program and on the job experience they
determine the admission feasibility of a candidate and measure what he/she
is capable of doing.
a) Tests for measuring job knowledge – this type of test may be oral or

written. These tests are administered to determine proficiency in shorthand

and in operating calculators adding machines dictating and transcribing
machines and simple mechanical equipment.
29
 b) Work sample tests – demand the administration of the actual job as a test. A

typing test provides the material to be typed and notes the time taken and
mistakes committed.

C. Personality tests

These tests aim at measuring those basic make up or characteristics of an

individual which are non-intellectual in their nature. In other words they probe
deeply to discover clues to an individual’s value system, his emotional reactions
and maturity and motivation interest his ability to adjust himself to the illness of the
everyday life and his capacity for interpersonal relations and self-image.

a) Objective tests – it measures neurotic tendencies self-sufficiency dominance

submission and self-confidence. These are scored objectively. They are paper
and pencil tests or personality inventors.
b) Projective tests – it is a test in which a candidate is asked to project his own

interpretation into certain standard stimulus situation. The way in which

he/she responds to these stimuli depends on his own values, motives and
personality.
c) Situation tests – these tests measures an applicant’s reaction when he is

placed in a peculiar situation his ability to undergo stress and his

demonstration of ingenuinity under pressure. Such tests usually relate to
leaderless group situations, in which some problem is posed to a group and its
members are asked to reach some conclusion without the help of a leader.
d) Interest tests – these tests aim at finding out the types of work in which a

candidate is interested. They are inventories of the likes and dislikes of the
people of some occupation hobbies and recreational activities. They are useful

30
 in vocational guidance and are assessed in the form of answers to a well
prepared questionnaire.

Interviews

Interviews are a crucial part of the recruitment process for most organizations. Their
purpose is to give the selector a chance to assess the candidate and to demonstrate
their abilities and personality. It’s also an opportunity for an employer to assess
them and to make sure the organization and position are right for the candidate. An
interview is an attempt to secure maximum amount of information from candidate
concerning his suitability for the job under consideration.
The recruitment process for most organizations follows a common theme:
Applications/CVs are received, either online or by post; and candidates are short-
listed and invited for interview. The interview format can vary considerably and
may include an assessment centre and/or tests. The number of interviews also
varies. Some companies are satisfied after one interview, whereas others will want
to recall a further shortlist of candidates for more. If successful at the final interview
stage, an official job offer is sent to the candidate. Interview format is determined
by the nature of the organization, but there are various standard formats.

Chronological Interviews -These work chronologically through the candidate’s

life to date and are usually based on the CV or a completed application form.

Competency-Based Interviews -These are structured to reflect the competencies

that an employer is seeking for a particular job (often detailed in the recruitment
information). This is the most common type of interview for graduate positions
today.

Technical Interviews - If a candidate has applied for a job or course that requires

31
technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage
in the selection process, that the candidate will be asked technical questions or have
a separate technical interview to test his/her knowledge. Questions may focus on
the final year project and his/her choice of approach to it or on real/hypothetical
technical problems. It seen that the candidate proves himself/herself but also they
admit to what they don’t know.

Kinds of Interviews:
1. One to one interview: in this type of interview one selector interviews one

candidate alone.
2. Informal interview: in this type there are discussions between the candidate

and two or more interviewers.

3. Panel of interviews: in these pre planned standard questions ranging overall

aspects of the job are asked. They focus directly on elements of person
specification.
4. Direct planned interview: this interview is straight forward, face to face,

question and answer situation intended to measure the candidate’s knowledge

and background.
5. Indirect and direct interview: in this type of interview the interviewer

refrains from asking direct and specific questions but creates an atmosphere
in which the interviewee feels free to talk and go into any subject he considers
important. The object of the interview is to determine what individual himself
considers of immediate concern, what he thinks about these problems, and
how he conceives of his job and his organization.
6. Patterned interview: in this interview a series of questions which illuminates

validated against the record of employees who have succeeded or failed on

the job.

32
 7. Stress interview: in this interview the interviewer deliberately creates stress

to see how an applicant operates in stress situation. To induce stress, the

interviewer responds to the

Applicant’s answers with anger, silence and criticism. This interview aims attesting
the candidate’s job behavior and level of withstanding during the period of stress
and strain.
1. Depth interview: in this type of interview, the candidate would be examined

extensively in core areas of knowledge and skills of the job.

Background Checks and Enquiries

Offers of appointment are subject to references and security checks. The references
given in the candidate’s application will be taken up and a security check will be
conducted. Security checks can take a while if the candidate has lived abroad for
any period of time.

Final Selection Decision

Those individuals who perform successfully on the employment tests and the
interviews, and are not eliminated by development of negative information on
either the background investigation or physical examination are now considered to
be eligible to receive an offer of employment. Who makes that employment offer?
For administrative purposes the personnel department should make the offer. But
their role should be only administrative. The actual hiring decision should be made
by the manager in the department that had the position open

33
 OBJECTIVES OF THE STUDY
To get right person at right place and in right time, the organization should have the
specific and clear policies and recruitment and selection methods which are
essential for the growth of the organization.
• To analyze the actual recruitment process in Lernx private ltd.

• To relate the theoretical knowledge with the real-life experience of the

Recruitment & Selection process.

• To find whether the existing processes of recruitment and selection are

taking place scientifically or not.

• To review the importance and needs of recruitment and selection process.

• State, explain and evaluate various methods of recruitment.

34
 RESEARCH METHODOLOGY

Introduction

Research is "careful investigation or inquiry, especially by looking for new facts in

all areas of knowledge". Methodology of the Study: A project is a systematic
presentation of proposed conclusions in the form of factual facts and
recommendations of the collected data. Data is collected from both primary and
secondary sources.

The research was done in order to understand the Recruitment and Selection Process
followed at Lernx private ltd. Solutions and the perception of the employees from
all the cadres regarding it. To know how an organization performs in terms of
productivity and this should be directly proportional to quality and quantity of its
human resource. In order to get the right kind of people in right place in the right
time the organization should have the specific and clear personnel, policies and
recruitment methods which are essential for the growth of the organization. Hence
it was necessary to conduct a research on the process.

TOOLS & METHODS OF DATA COLLECTION:

Primary Data: The data required for the study has been collected from:
 Questionnaire survey among the official’s employees.
 Personal Interviews with the company representatives regarding Recruitment
and Selection.
Secondary Data: The secondary data has been collected from:

35
  Internet, Websites
 Organizational Reports
 Case Studies
 Books
 Journals on E-learning Industry.

Sample Size

The sample undertaken to conduct research study consist of fifty people which is
approximately one tenth of the total strength working in the organization. The
sample covered the employees from all the cadres, encompassing the senior most
officers to the workers. The sample was collected from all the departments of the
organization.

Scope of the study

1. The study is limited to the information given by the employees.

2. Meeting some of the top management associates in the senior cadre was
difficult.

3. The study has been limited due to time constraint.

The study is limited based on the rules and regulations of the organizations.

Limitations of the Study: Although attempt was made to gather all relevant
information in connection to the study there were many shortcomings and
difficulties, which could not overcome.
• The research sample was limited to one tenth of the total employees hence the

36
 information gathered could be limited.
• The Research was on online mode due to covid situation.
• Answers given may not be accurate.
• Sample size is less.
• Lack of proper response from the respondents.
• There were difficulties in obtaining data from executives and managers due
to their busy work schedule.
• The conclusions are derived from the response of the employees which are
expected to be unbias.

37
Chapter–II
COMPANY
&
INDSTRY PROFILE

38
ABOUT COMPANY:
Lernx is a team of well-refined intellectual people who work collectively to provide a
brilliant mentorship to the young budding minds looking for guidance and assistance
is deciding their career paths. It is a wide digital learning-platform which helps
enhance the technological and intellectual skills of an individual and help them grow
to their full potential.
Learn.com was founded by Jim Riley and Patrick Toomey in January 1999 as a website
that allowed anyone to create and publish e-learning courses or e-learning sites
(called Learn Centers). Learn.com became an early example of a website containing
open content.

In September 2000, Learn.com introduced the first commercial version of its Learn
Centre LMS, with assistance of Co-founder JW Ray.

In June 2001, Learn.com client ECOT became the first electronic charter school in the
nation to graduate students.

In September 2002, Learn.com acquired Learn2 Corporation, a provider of e-learning

content.

In June 2004, Learn.com acquired Mentor Communications, Inc.

In December 2005, Learn.com introduced Learn Centre X, the HCM industry is first
integrated Talent management suite.

In September 2007, Learn.com introduced its Web Room web conferencing product.

In June 2009, Learn.com introduced its Learn.com Personal Edition (LPE), a website
that allows anyone to take courses and learn/improve skills or create and publish
their own courses.

In October 2010, Learn.com was acquired by Taleo Corporation (NASDAQ: TLEO), a

leader in the on-demand Talent Management market. In April 2012, Taleo was in turn
acquired by Oracle Corporation and Learn.com technology became the foundation for
the Oracle Learn Cloud product.
In November 2009, E learning! Magazine announced that Learn.com was the first
winner in their newly created Best Talent Management System (TMS) category.
Learn.com also won top honours for its Learning Management System (LMS) in this
39
readers' choice award and continued the trend of Best Enterprise LMS recognition for
a record fourth year in a row as the company had won top honours in 2006 from
Training Magazine.

In January 2008, E learning! Magazine announced that their readers had voted the
Learn.com Learn Centre platform as the Best LMS for 2007.

E learning! Magazine voters also gave top honours to Learn.com's Information

Technology (IT) and Soft Skills content libraries. Learn.com Learn Centre was voted
one of the Best Enterprise LMS for 2007 and 2008.

Learning management system (LMS) is a software application for the administration,

documentation, tracking, reporting, automation, and delivery of educational courses,
training programs, materials or learning and development programs. The learning
management system concept emerged directly from e-Learning.

Learning management systems make up the largest segment of the learning system
market. The first introduction of the LMS was in the late 1990s. Learning
management systems have faced a massive growth in usage due to the emphasis on
remote learning during the COVID-19 pandemic.

Lernx is a team of well refined intellectual people who works collectively to provide a
brilliant mentorship to the young budding minds looking for guidance and assistance.
It is a wide digital learning platform which helps enhance the technological and
intellectual skills of an individual and help them grow to their potential. Lernx is a
digital learning platform offering a wide range of and pocket friendly programs right
from Online Courses, Industrial training program, certification program, 1-to-1
mentorship and also placement preparation. These program groom individuals to
excel in their career and have a better perspective towards learning by developing
their core skills.

Website: www.lernx.io

Industry: E-learning Provider.

Company Size: 51-200 Employees, 200+ on LinkedIn including mentors and current
employees.

40
ABOUT INDUSTRY:

The human resource consulting industry has emerged from management consulting
and decisions. HR consultants are responsible for assisting clients with strategically
integrating effective hr processes programs and practices into their daily operations.
Their role is also to maximize the client’s performance related to human resource by
introducing or marketing “best practice” products or service as well as to provide
periodic feedback to clients regarding their performance related to annual
management objectives. To accomplish this the hr consultant may need to perform
needs assessments or audits and make recommendations or proposal, coordinate the
creation and implementation of an action or corrective plan, and when required
organize and coordinate cross functional human resource team to assist the client
with developing and implementing performance improvement corrective plans.
Programs or processes.

The following are core fields around which most hr consultancies are based:
Human capital
Health and benefits
Mergers and acquisitions

Large Indian companies are diversifying into new sectors and prefer candidates with
relevant experience. However, since their HR function find it difficult t times to source
candidates from the large and geographically dispersed talent pool, companies are
increasingly looking at external help this change in approach mindset has made
sourcing a relatively complex activity , resulting in companies increasingly partnering
with recruitment consultants with a global footprint or access to global databases to
source the right candidates the service industry is a people –driven one and is clocking
double digit growth. The service industry has a large manpower requirement, which
facilitates the need for a large hr function to fulfill its growing needs. Companies
prefer to partners with consultants to source the right candidate as and when
required temporary staffing is a growing human resource trend and the phenomenon
is finally catching up in India.

41
Chapter–III
DATA ANALYSIS

42
 Observation made during the study and analysis of the company
policy

• The company is having all over India branches/area offices. Initial interviews
will be conducted at the area office by the concerned area manager. As the
HR Department is located in the corporate office so all the final interviews &
selection will be done at its corporate office i.e. in Hyderabad.
• Sometimes screening will be done by telephonic interview which is
conducted by the HR department in corporate office.
• The candidate will be filtered based on merit and experience.
• The company is recruiting its manpower through consultancy also. The
consultancy will be selected based on the process used by them before
sending the candidate to the company.
• The company is tie up with job portal – Naukari.com also. This is helpful for
the process of recruitment in collection of resumes.
• The candidate will be selected based on the communication and their
presentation at the time of interview. Subject knowledge is also essential
based on type of the vacancy.
• The time lag between recruitment and placing will be done within one month.
• The company will pay the applicants expenses for attending the interview,
based on the grade.
• Rejected candidates will be intimated and their profile will be kept in data
bank for a period of 6 month.

43
 1) The recruitment and selection process of company meets the current legal
requirements.

4
%
4 19
14 % %
% Strongly
Agree
Agree
no opinion
disagree
59
% strongly
disagree

Response Pattern Remark Percentage

Strongly Agree 10 19%
Agree 30 59%
no opinion 7 14%
Disagree 2 4%
strongly disagree 2 4%

Interpretation:

Near about 20% of the respondents are strongly agree with the statement that
recruitment and selection process of company meets the current legal requirements,
and 60% are agree only so, total 80% of the respondent are in favor that the process
of recruitment & selection meets the current legal requirement.

Observation:

The process of recruitment & selection which is followed by the company is helpful
to meet the company’s manpower requirement.

44
 2) Recruitment & Selection Policy of company is clearly stated.

4% 2%

10 25
% % Str gly gree
gree
pi i
disagre
59
% e

Response Pattern Remark Percentage

Strongly Agree 13 25%
Agree 30 59%
no opinion 5 10%
Disagree 2 4%
strongly disagree 1 2%

Interpretation:

The question was raised to know that employees are aware about the company’s
recruitment & selection policy or not. Near about 85% are agreed that the
recruitment & selection policy is clearly stated and only 8% are disagree.

Observation:

So the recruitment & selection policy of company is clearly stated but it requires
little bit change. But the company policy should be updated time to time.

45
 3) Internal source is better for company

4% 2%

22 35 Strongly Agree
% %
Agree
no
opinion
37
% disagree

Response Pattern Remark Percentage

Strongly Agree 18 35%
Agree 19 37%
no opinion 11 22%
Disagree 2 4%
strongly disagree 1 2%

Interpretation:

As per the respondent response near about 70% are agree with the statement that
internal source is better for company, 22% having no response and 6% are disagree
with the statement.

Observation:
After analysis it is better to get the manpower by internal source as they are aware
about that candidate skill and behavior but sometimes company will not get right
candidate.
46
 4) External source is better for company.

18 4
% %
30 Strongly Agree
%
Agree
no
40 8 opinion
% %
disagree

Response Pattern Remark Percentage

Strongly Agree 2 4%
Agree 15 30%
no opinion 4 8%
Disagree 20 40%
strongly disagree 9 18%

Interpretation:

Near about 55% are disagree with the statement that external source is better for
company’s recruitment process and about 34% are in favor of this statement.

Observation:

From this question respondent are satisfied with the internal source but some are
not satisfied and they preferred external source.

47
 5) I feel scarcity of manpower at my working place.

12%
10 10 Strongly Agree
%
Agree

43 25 no
% %
opinion
disagree

Response Pattern Remark Percentage

Strongly Agree 5 10%
Agree 5 10%
no opinion 13 25%
Disagree 22 43%
strongly disagree 6 12%

Interpretation:

Near about 60% are disagree with this statement, means they are not feeling
scarcity of manpower and Only 20% are agree with this statement.

Observation:

This shows that HR department fulfills all the requirements of human resource in
the organization as soon as required. But as some are disagree with this statement
means the recruitment process needs change.

48
 6) I feel that the right job is being performed by the deserved person at
my working environment.

8 17
14 % Strongly Agree
% %
Agree
18
% no opinion
43
disagree
%
strongly

Response Pattern Remark Percentage

Strongly Agree 9 17%
Agree 22 43%
no opinion 9 18%
Disagree 7 14%
strongly disagree 4 8%

Interpretation:

It is very important for any organization to recruit skilled manpower, to achieve its
business target. The question was raised to know the opinion that right job is
performed by right person. So 60 % are agree and near about 20% are disagree.

Observation:

This shows company is recruiting right candidate for right job but some respondent
are disagree so selection process need improvement and proper verification of recut.
49
 7) The employee’s competency matches with the job specification.

2
%
8
10 %
% 39 Strongly Agree
% Agree
no opinion
41 disagree
%
strongly

Response Pattern Remark Percentage

Strongly Agree 1 2%
Agree 20 39%
no opinion 21 41%
Disagree 5 10%
strongly disagree 4 8%

Interpretation:

Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40%
gave no opinion this means they are not aware about other competencies,

Observation:

This interpret ate that company’s recruitment process is helpful in getting right
candidate for right job but as per of the some respondent dissatisfaction the
recruitment should be more filter.

50
 8) To what extent you are satisfied with the external source (job portals)
for recruitment process.
2
%
7
% 9
33 %
% Strongly
Agree
Agree
no opinion
disagree
49
% strongly
disagree

Response Pattern Remark percentage

Strongly Agree 3 7%
Agree 4 9%
no opinion 22 49%
Disagree 15 33%
strongly disagree 1 2%

Interpretation:

some respondent are satisfied with the external source of recruitment ,It is observed
that most of the candidates are recruited through “Reference” or other internal
source and about 50% have no opinion the external sources like job portals,
consultancies.

51
 9) To what extent you are satisfied with the employee’s reference for recruitment
process.

14 20
% %
Strongly
22 Agree
%
Agree
no opinion
4 40 disagree
% % strongly
disagree

Response pattern Remark percentage

Strongly Agree 10 20%
Agree 20 40%
no opinion 2 4%
Disagree 11 22%
strongly disagree 7 14%

Interpretation:

60% of respondent are in favor of the statement that they are satisfied with the
employee’s referral, this helps in getting known candidates as company knows the
skill and behavior of the recruitee. But near about 35% are disagree with the
statement so, recruitment process need good external sources for recruitment
process.

52
 10) To what extent the selection procedure followed for your recruitment is
suitable to your job.

8
% 28
20 %
% Strongly
Agree
4 Agree
%
no
opinion
40 strongly
% disagree

Response pattern Remark percentage

Strongly Agree 14 28%
Agree 20 40%
no opinion 2 4%
Disagree 10 20%
strongly disagree 4 8%

Interpretation:

Near about 70% of the candidates are satisfied with the selection procedure and this
shows right person is in right job but near about 30 % are not satisfied so this shows
that selection process also needs some changes.

53
 Chapter–IV
FINDINGS, CONCLUSIONS & SUGGESTIONS

54
Findings and interpretation:

After a thorough study and discussion on the companies recruitment & selection
policy, to know its effectiveness in the organization a self designed questionnaire
has been prepared to gather the views of employees.

The questionnaire contains 10 questions related to recruitment & selection topic.

The questionnaire has been distributed to 50 employees from various
departments (HPD, Marketing, Legal (SCM), PNS, and Finance & Logistic) and asked
them to answer the questions by selection the given choices.

The responses of all the questions were summed up from all the answered
questionnaires. These summed up responses were calculated to derive the
percentages to make the interpretation more meaningful, being represented in
the form of pie chart.

These are the findings:

1. The process of recruitment & selection which is followed by the company

is helpful to meet the company’s manpower requirement to some extent.

2. The recruitment & selection policy of company is clearly stated but not

updating according to the company’s objective.

3. Company is highly dependent on employee’s referral for higher position

and for lower posts company prefers job portals and outsourcing.

4. Company is recruiting right candidate for right job but some respondent

are disagree so selection process needs improvement and proper

verification of recruitment.

5. Candidates are not timely informed for their selection and also for their
55
 rejection.

6. Too much time taken by the HPD in recruiting some important urgent posts.

7. Some respondent are satisfied with the external source of recruitment ,It is

observed that most of the candidates are recruited through “Reference” or

other internal source and about 50% have no opinion the external sources
like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as they are

aware about that candidate skill and behavior but sometimes company will
not get right candidate

56
Suggestions:

After concluding the study of the companies recruitment policy, interaction with
some of the recruitment manager, company associates and based on the
responses received from the associates the following suggests are made to the
company for further improvement of the policy.

1. The organization should not majorly clear job description is given to the

candidates at the time of interview itself, to avoid disappointment after

joining.

2. The candidate should be informed in time whether they have been

selected or not. There should not be any delay in informing the candidate.

3. There should be reliability on external sources.

4. Recruitment feedback should be taken by the candidates to improve the

recruitment process.

5. The employees should be called for the interview only after checking their

educational qualifications and job experience in a proper way so as to save

the time and cost involved in the recruitment process.

6. Depend on the application bank as the major source for the details of the

candidate for recruitment purpose. It should also consider other sources

which could provide them better options.

57
7. Follow up to be done to the newly engaged employees to ensure that they

have settled in and to check on how well they are doing. If they have any

problems it is better to identify them at an early stage rather than allowing

them to fester.

8. Internal job posting to be preferred to reduce cost of recruitment.

9. Organization should use social networking sites for creating pool of good
candidate.

58
Chapter–IV
BIBLIOGRAPHY

59
 BIBLIOGRAPHY

❖ Angelo S Denisi , “Human Resource Management” ,Second Edition, Biztantra,

2005.
❖ GaryDessler, “Human Resource Management” Tenth Edition, Pearson
Education, 2007,pg. no.423-530.
❖ Information from Company Policy Manual
❖ Abhishek Agarwal - EzineArticles.com Expert Author
❖ Recruitment and Selection by Duncan Brodie- EzineArticles.com Expert
Author.

Websites:

❖ www.shrm.com
❖ www.citrhr.com
❖ www.agi-glaspac.com
❖ https://Lernx private ltd..in/
❖ www.management.org
❖ http://www.ssa.vic.gov.au

60
Chapter–VI
APPENDIX

61
Questionnaires for associates:

I am student of AMRAPALI GROUP OF INSTITUTE, HALDWANI, and I am doing summer

internship project on RECRUITMENT AND SELECTION in the field of Human Resource
Department. I would be grateful if you could spare few minutes and answer the
questions below. The answer will be kept confidential and used for academic purpose
only.

QUESTIONNAIRE
[Kindly tick ( √ ) the options you think are right ]

1) The recruitment and selection process of company meets

the current legal requirements?
a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

2) Recruitment & Selection Policy of company is clearly

stated.
a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

3) Internal source is better for company.

a) Strongly Agree
b) Agree
c) no opinion
d) disagree
62
 e) strongly disagree

4) External source is better for company.

a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

5) I feel scarcity of manpower at my working place.

a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

6) I feel that the right job is being performed by the

deserved person at my working environment.
a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

7) The employee’s competency matches with the job

specification.
a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

63
8) To what extent you are satisfied with the external source
(job portals) for recruitment process.
a) 0%
b) 25%
c) 50%
d) 75%
e) 100%

9) To what extent you are satisfied with the employee’s

reference for recruitment process.
a) 0%
b) 25%
c) 50%
d) 75%
e) 100%

10) To what extent the selection procedure followed for your

recruitment is suitable to your job.
a) 0%
b) 25%
c) 50%
d) 75%
e) 100%

64
65