A Study On Recruitment and Selection Process - Datanotic

A STUDY ON RECRUITMENT AND SELECTION PROCESS TOWARDS DATANOTIC INTERNATIONAL
ABSTRACT:
The project title A study on Recruitment and Selection Process conducted in Datanotic International aims to find out the general opinion of the Recruitment and Selection process attended by the employees at Datanotic International. The main objective of project is to study the process of Recruitment & Selection in Datanotic International. The secondary objectives are to assess the perception of the employers regarding recruitment process they have undergone, to identify whether the recruitment is done from internal or external sources, to analyse the effectiveness of recruitment and selection process, to identify the factors of recruitment and selection process, to identify new ways of improving the present recruitment procedure, to identify the average time spent for selection process. The need for this project is to determine the present and future requirements of the organization personnel-planning and job analysis activities, to understand the recruitment and selection process in organization and to analysis of the time management in the recruitment process. This study helps to make decision in selecting the right candidates for the right job, this study helps the organization to identify the area of problem and suggest ways to improve the recruitment and selection process, this study focus on understanding recruitment and selection process this study helps to manage a manpower budget for the recruitment and selection process, this study helps to evaluate the time constraint for the recruitment process. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.
TABLE OF CONTENTS CHAPTER NO. I II INTRODUCTION COMPANY PROFILE 2.1 Industry Profile 2.2 Product Profile III IV REVIEW OF LITERATURE RESEARCH METHODOLOGY 4.1 Need for the study 4.2 Objectives of the study 4.3 Scope of the study 4.4 Research Design 4.5 Limitation of the study V VI VII VIII IX X DATA ANALYSIS AND INTERPRETATION STATISTICAL TOOLS FINDINGS SUGGESTIONS CONCLUSION ANNEXURE BIBLIOGRAPHY QUESTIONNAIRE
86 90 92 93 94 94 3 7 10 16 19 20 21 22 24 25
CONTENTS
PAGE NO.
1
LIST OF TABLES TABLE NO 1 2 3 4 5 6 7 8 9 10 CONTENTS GENDER AGE OF RESPONDENTS MARITAL STATUS OF THE RESPONDENTS MONTHLY INCOME OF THE RESPONDENTS EDUCATION QUALIFICATION OF THE RESPONDENTS EXPERIENCE OF THE RESPONDENTS NATURE OF JOB OF THE RESPONDENTS SOURCES OF RECRUITMENT INFORMATION IN SQUARESOFT REFERRAL POLICY IN THE ORGANIZATION REWARD FOR REFFERING EMPLOYEES PAGE NO. 25 26 27 28 29 30 31 32 33 34
11 12 13 14 15 16 17 18
BEST RECRUITMENT SOURCES NO.OF STAGES IN SELECTION PROCESS RATING THE RECRUITMENT PROCEDURE SATISFACTION OF THE ROUNDS OF INTERVIEW CONDUCTED SATISFACTION LEVEL OF INTERVIEW PANEL AVERAGE TIME SPENT FOR SELECTION PROCESS FORMS OF INTERVIEW RECRUITMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYEES
35 36 37 38 39 40 41 42
19 20 21
INNOVATIVE TECHNIQUES ADOPTED IN THE COMPANY TYPES OF TEST CONDUCTED IN SELECTION PROCESS MODIFICATION OF RECRUITMENT AND SELECTION PRACTICES IN SQUARESOFT
43 44 45
22(i) 22(ii) 22(iii) 22(iv) 22(v) 23(i)
FACTORS: GOOD EDUCTIONAL QUALIFICATION TECHNICAL SKILL REQUIREMENT WORK EXPERIENCE GOOD INTELLECTUAL POTENTIAL ENGLISH FLUENCY IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES QUALIFICATION
46 47 48 49 50 51
23(ii)
IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : EXPERIENCE
52
23(iii)
IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : COMMUNICATION
53
23(iv)
IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES 54 55
23(v) MIDDLE LEVEL 23(vi)
IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : QUALIFICATION
56
23(vii)
57
23(viii)
IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES
58
24 25(i) 25(ii) 25(iii) 25(iv) 25(v) 25(vi) 26 27(i)
POLICIES OF SQUARESOFT JOB PORTALS : NAUKRI JOB PORTALS : TIMES JOB JOB PORTALS : MONSTER JOB PORTALS : JOB STREET JOB PORTALS : CLICK IN JOBS JOB PORTALS : FACEBOOK FEEDBACK OF THE CANDIDATE AFTER RECRUITMENT POTENTIAL CANDIDTE ARE GENERATED THROUGH : DIRECT APPLICANT
59 60 61 62 63 64 65 66 67
27(ii)
POTENTIAL CANDIDTE ARE GENERATED THROUGH : PLACEMENT CONSULTANT
68
27(iii)
POTENTIAL CANDIDTE ARE GENERATED THROUGH : JOB PORTALS
69
27(iv)
POTENTIAL CANDIDTE ARE GENERATED THROUGH : EMPLOYEE REFERRALS
70
27(v)
POTENTIAL CANDIDTE ARE GENERATED THROUGH : HEAD HUNTING
71
27(vi)
POTENTIAL CANDIDTE ARE GENERATED THROUGH : BODY SHOPPING
72
28
RATING OF COMPANIES RECRUITMENT AND SELECTION PROCESS
73
LIST OF CHARTS CHART NO 1 2 3 4 5 6 7 8 9 10 11 12 13 CONTENTS GENDER AGE OF RESPONDENTS MARITAL STATUS OF THE RESPONDENTS MONTHLY INCOME OF THE RESPONDENTS EDUCATION QUALIFICATION OF THE RESPONDENTS EXPERIENCE OF THE RESPONDENTS NATURE OF JOB OF THE RESPONDENTS SOURCES OF RECRUITMENT INFORMATION IN SQUARESOFT REFERRAL POLICY IN THE ORGANIZATION REWARD FOR REFFERING EMPLOYEES BEST RECRUITMENT SOURCES NO.OF STAGES IN SELECTION PROCESS RATING THE RECRUITMENT PROCEDURE PAGE NO. 25 26 27 28 29 30 31 32 33 34 35 36 37
14 15 16 17 18
SATISFACTION OF THE ROUNDS OF INTERVIEW CONDUCTED SATISFACTION LEVEL OF INTERVIEW PANEL AVERAGE TIME SPENT FOR SELECTION PROCESS FORMS OF INTERVIEW RECRUITMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYEES
38 39 40 41 42
19 20 21
INNOVATIVE TECHNIQUES ADOPTED IN THE COMPANY TYPES OF TEST CONDUCTED IN SELECTION PROCESS MODIFICATION OF RECRUITMENT AND SELECTION PRACTICES IN SQUARESOFT
43 44 45
22(i) 22(ii) 22(iii) 22(iv) 22(v) 23(i)
FACTORS: GOOD EDUCTIONAL QUALIFICATION TECHNICAL SKILL REQUIREMENT WORK EXPERIENCE GOOD INTELLECTUAL POTENTIAL ENGLISH FLUENCY IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES QUALIFICATION
46 47 48 49 50 51
23(ii)
52
23(iii)
53
23(iv)
IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES 54 55
23(v)
IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES :
QUALIFICATION MIDDLE LEVEL 23(vi) IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : EXPERIENCE 23(vii) IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : COMMUNICATION 23(viii) IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES 24 25(i) 25(ii) 25(iii) 25(iv) 25(v) 25(vi) 26 27(i) POLICIES OF SQUARESOFT JOB PORTALS : NAUKRI JOB PORTALS : TIMES JOB JOB PORTALS : MONSTER JOB PORTALS : JOB STREET JOB PORTALS : CLICK IN JOBS JOB PORTALS : FACEBOOK FEEDBACK OF THE CANDIDATE AFTER RECRUITMENT POTENTIAL CANDIDTE ARE GENERATED THROUGH : DIRECT APPLICANT 27(ii) POTENTIAL CANDIDTE ARE GENERATED THROUGH : PLACEMENT CONSULTANT 27(iii) POTENTIAL CANDIDTE ARE GENERATED THROUGH : JOB PORTALS 27(iv) POTENTIAL CANDIDTE ARE GENERATED THROUGH : EMPLOYEE REFERRALS 70 69 68 59 60 61 62 63 64 65 66 67 58 57 56
27(v)
POTENTIAL CANDIDTE ARE GENERATED THROUGH : HEAD HUNTING
71
27(vi)
POTENTIAL CANDIDTE ARE GENERATED THROUGH : BODY SHOPPING
72
28
RATING OF COMPANIES RECRUITMENT AND SELECTION PROCESS
73
INTRODUCTION:
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition. The project title A study on Recruitment and Selection Process conducted in Datanotic International aims to find out the general opinion of the Recruitment and Selection process attended by the employees at Datanotic International. The main objective of this project is to study on the recruitment and selection process of Squaressoft technologies. The secondary objectives are to identify whether the recruitment is done from internal or external sources, to analyse the effectiveness of recruitment and selection process, to identify the factors of recruitment and selection process, to identify new ways of improving the present recruitment procedure, to identify the average time spent for selection process. For this project the primary data has been collected directly from the respondents using a questionnaire while the secondary data was collected from books, articles and the internet. In this study, a questionnaire was used to collect data from the sample. In this study stratified sampling technique is used. The population size is 220 and the sample size for the study is 145. The tools that are used in this project are Percentage analysis, Two-way Anova, Chi-Square , Weighted Average, Median and Rank Correlation.
The need for this project is to determine the present and future requirements of the organization personnel-planning and job analysis activities, to understand the recruitment and selection process in organization and to analysis of the time management in the recruitment process. This study helps to make decision in selecting the right candidates for the right job, this study helps the organization to identify the area of problem and suggest ways to improve the recruitment and selection process, this study focus on understanding recruitment and selection process this study helps to manage a manpower budget for the recruitment and selection process, this study helps to evaluate the time constraint for the recruitment process The limitations of this study are the feedback is just the representative of the entire population; it only states the opinion of a few respondents, time constraint was a major limitation, people were not very responsive, unavailability of secondary data, the Sample size used for the research is less, an employee has fear to reveal the negative aspects, the information collected is based on the perception of the respondents, the data needs to be updated at times when it comes to have further usage of this research study report. The problem that has been found in this study is that the most of the respondents need modifications in the present recruitment and selection process, the company is using only four sources for recruitment and selection process, many of the candidates are not aware of the company policies before joining in the company, most of the employees are not aware of video conferencing, non-popularity of the video conferencing and to rectify this problems the suggestions that can be given to the company are the company have to make some modifications like using new techniques for recruiting and to increase the time spent for selecting the employees, the company can adopt some more sources like getting information from the employment exchange, magazines and newspapers for recruiting the employees, training can be given to those candidates to know clearly about the company policies, the company can take more measures to improve the recruiting and selection process, the company should make use of video conferencing of candidates in the future to reduce their time and the organization can make use of web to large extent to make recruitment simpler, faster, cheaper and effective. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved. Further from this survey I hope the organization will be benefited and with the help of the suggestions given the organization can improve its functioning and the overall Recruitment and Selection Process in the organization and its performance will increase.
INDUSTRY PROFILE
The Indian Information Technology industry accounts for a 5.19% of the country's GDP and export earnings as of 2010, while providing employment to a significant number of its tertiary sector workforce. More than 2.3 million people are employed in the sector either directly or indirectly, making it one of the biggest job creators in India and a mainstay of the national economy. In 2011, annual revenues from outsourcing operations in India amounted to US$54.33 billion compared to China with $35.76 billion and Philippines with $8.85 billion. India's outsourcing industry is expected to increase to US$225 billion by 2020.
The most prominent IT hub is IT capital Bangalore. The other emerging destinations are Chennai, Hyderabad, Kolkata, Pune, Mumbai, NCR, Trivandrum and Kochi. Technically proficient immigrants from India sought jobs in the western world from the 1950s onwards as India's education system produced more engineers than its industry could absorb. India's growing stature in the information age enabled it to form close ties with both the United States of America and the European Union. However, the recent global financial crises has deeply impacted the Indian IT companies as well as global companies.
As a result hiring has dropped sharply and employees are looking at different sectors like the financial service, telecommunications, and manufacturing industries, which have been growing phenomenally over the last few years.
India's IT Services industry was born in Mumbai in 1967 with the establishment of Tata Group in partnership with Burroughs. The first software export zone SEEPZ was set up here way back in 1973, the old avatar of the modern day IT park. More than 80 percent of the country's software exports happened out of SEEPZ, Mumbai in 80s. Each year India produces roughly 500,000 engineers in the country, out of them only 25% to 30% possessed both technical competency and English language skills, although 12% of India's population can speak in English.
India developed a number of outsourcing companies specializing in customer support via Internet or telephone connections. By 2010, India also has a total of 37,160,000 telephone lines in use, a total of 506,040,000 mobile phone connections, a total of 81,000,000 Internet users comprising 7.0% of the country's population, and 7,570,000 people in the country have access to broadband Internet making it the 12th largest country in the world in terms of broadband Internet users. Total fixed-line and wireless subscribers reached 543.20 million as of November, 2010.
COMPANY PROFILE
ABOUT US
Data Notic International, This Company set up in April of 2010 and registered with Government Of Tamil Nadu by section 58 (1) of the Indian Partnership act.1932 by Mr. Himansu Kumar , having more than 5 years of experience in the field of Hardware & Networking, Man Power Recruitment, Data Conversion, Data Entry, Call Center etc. Now, this company has privilege to introduce ourselves as a growing data management company doing jobs like form filling, data conversion, data entry, scanning of documents, conversion of PDF/JPEG/TIFF/BMP files into DOC files, e-Pub conversion, XML/HTML, manpower consultancy and training of staff for BPO (Business Process Outsourcing) etc., for a reputed company like yours under the Division name & style of Data Notic International. Our basic motive is to provide Prompt Solutions to Right Person at Right Place in Right Time for
Right Work in the most apropos business solutions to clients that enables them to enjoy a competitive edge over the competing business, and this company, continues to focus on strategic planning for the business, which provides solutions to domestic and globally corporate.
In today's technology-influenced business world, Data Notic International delivers low-toend solutions for an integrated, multi-channel communications service to manage its client's Customer Interaction Services. Data Notic International approaches each contact with the customer as an opportunity to build the client's brand and strengthen the customer relationship. We work round the clock through out the year towards accomplishing our mission of providing high-quality, in time bound and cost-effective services to our world wide clients and that too at competitive rates. We guarantee quality of work confirming to prevailing world standards.
Our Vision:Data Notic International began with a vision to operate locally as well as globally & bring the benefits of BPO Solutions to all categories of customers and to maintain the Quality of Services & Focus on Long Term Benefits of the Clients.
Challenge: -
In as much as executive of this company are well energetic, sincere, loyal, innate ability, dedicated to the business. We will take up any assignment as CHALLENGE and put all our efforts to complete assignment in time with 99.5% quality and accuracy.
Our Leadership: -
Our Management team comprises of experienced Management and Service industry professionals, programmers and the experts, with proven expertise in both International and Domestic projects. They are well exposed to the challenging applications of the technology with the use of latest tools available today.
Our professionals have played key roles in a wide range of applications such as Data Conversion, XML, Data Entry, Scanning, Image Processing, Form Processing, Medical Billing, E-Book, Hospital Records, Telecom Billing, and maintenance of Database systems.
Strength:-
Having Encouraging and Challenging Team. Dedicated hard working staff members for 24 hrs services. Delivery of outputs within the specified TAT. Interactive Communication and feedback system to avoid Discrepancy.
Our Basic Objective is:-
To meet out the requirement with remarkable quality of work in time according to customer specification. To provide service to customer satisfaction and to do work/job at reasonable cost. To meet customer requirement within the parameters of Specifications given by the customer and also within the statutory provisions as applicable. To give the result in time with 99.5% accuracy level and TAT guaranteed. To do the work in Economic way and quality control process is integrated into every project. To do Data confidentiality is maintained for all projects. Paper Communication is asserted when job is in Live.
Projects undertaken:-
1. Project Title Software Environment
: PDF to DOC : Abbey Fine Reader 7, Acrobat 6.0., Photoshop, Omni Page & MS Word.
Description of Work
: PDF image conversion to Test with Double Column Alignment.
2. Project Title Software Environment Description of Work
: JPEG to DOC : Abbey Fine Reader 7, Imaging & Word : JPEG image conversion to Test with Single Column Alignment.
3. E-Publishing 4. Project Title Software Environment Description of Work
: HTML & XML and converting to e-Pub format : Comparing : MS Word : Word to Word Comparing
5. Form Filling Project Software Environment
: Source from US : MS Office
Description of Work : The forms of finance and insurance will be provided with scanned image and the data will be in put manually.
6.
Data Transcription Software Environment Description of Work
: PDF to DOC : MS Excel : Data Typing
7.
Form Filling Project Software Environment Description of Jobs
: Mutual Funds Form Banks : FoxPro : Data Entry and QC
Our Infrastructure:We have made substantial investments in computing network, Internet and telecom connectivity, network security and recovery management. Our employees enjoy a campus like atmosphere wherein they can avail a completely networked work environment with broadband connectivity to the Internet round-the-clock.
REVIEW OF LITERATURE
RECRUITMENT: Recruiting is the discovering of potential applicants for actual and anticipated organizational vacancies. In other words, it is a `linking activity' bringing together those with jobs and those seeking jobs.
DEFINITIONS: Recruitment is defined as, the process of discovering potential candidates for actual and anticipated organizational vacancies .- Yodel. Recruitment is defined as, the process of searching for prospective employees and stimulating them to apply for jobs in the organization. -Edwin B.Flippo FACTORS INFLUENCING RECRUITMENT
Strategic plans:
The steps most commonly used in developing an HR strategy:
1.Setting the strategic direction 2. Designing the Human Resource Management System 3. Planning the total workforce 4.Generating the required human resources 5.Investing in human resource development and performance 6.Assessing and sustaining organizational competence and performance.
Organizational policies:
1. Basic Overviews of Human Resource Management 2.Getting the Best Employees 3.Paying Employees (and Providing Benefits) 4.Training Employees 5. Ensuring Compliance to Regulations 6. Ensuring Safe Work Environments 7. Sustaining High-Performing Employees.
Recruitment Criteria:
1. Technical criteria, i.e. know-how, professional skills, and experience in your field. 2. The candidates personality and charisma are the most influential criteria in the process of recruitment in France. 3. Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary.
SOURCES OF RECRUITMENT
A. INTERNAL SOURCES
Promotions: The process of elevating a person to higher level job is what is known as promotion. Transfers: Transfer of an employee may be either from one section to another or from one department to another. Job rotation: Moving an employee to get specialized in various posts of the organization.
Re-employment of ex-employees: Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. B. EXTERNAL SOURCES:
External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.
1. Employment at Factory Level This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.
2. Advertisement It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television. 3. Employment Exchanges There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.
4. Employment Agencies There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.
[b]SELECTION PROCESS:
Definition of selection:
According to Dale, selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition. Factors influencing selection process: 1. Nature of the organization 2. Nature of the labor market 3. Union requirements 4. Government requirements 5. Composition of the labor force 6. Location of the organization.
Steps in selection procedure:
Receiving application: The candidates mar be asked to submit their applications together with their bio data on a plain paper.
Preliminary interview: The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job. Application blank The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars. Tests A test is a sample measurement of a candidates ability and interest for the job. Final interview An interview is a face to face oral examination of a candidate by an employer. Back ground verification The background verification is done to check the honesty and integrity of the candidate. Final selection If the employer is satisfied with the candidate, then the selection will be made. Physical examination It is important that a person selected for the job must also be medically fit to perform it. Placement
If the employer is satisfied with the medical report of the candidate, he may place in the concern.
THE STUDY CONDUCTED ON RECRUITMENT AND SELECTION PROCESS AT BIOLOGICAL-E LTD CONDUCTED BY MANIK RAO IN THE YEAR 2005. It was found that company has used internal search for recruiting the employees into more higher or the positions in different departments who can fit into the job. It was found that the company has done it by considering it as the most cost effective way of filling the vacancies. It has also been found that the company opted for external sources such as advertisement agencies to fill vacancies. Employee referrals were also one of the internal sources of recruitment.
A STUDY ON RECRUITMENT AND SELECTION PROCESS IN DW PRACTICE LLC BY ABHISHEK IN THE YEAR 2008. In the study conducted on recruitment and selection in DW PRACTICE LLC which is a HR consultancy, it was found that most of the employees felt that the telephonic interview is not effective and instead direct interviews are more feasible.
A STUDY ON RECRUITMENT AND SELECTION AT METS ASIAN MANAGEMENT DEVELOPMENT CENTRE BY PRATITI SHAH At Acme recruitment is done as per requirements and not on timely basis. The main sources they use for this purpose are Placement agencies, newspaper ads, referral i.e. internal as well as external sources, and finally job portals. The procedure takes time depending on the position vacant. If the position is that of a senior level employee then it takes a longer duration. And the position such as that of a driver can be decided on the day of interview itself.
RESEARCH METHODOLOGY RESEARCH AN OVERVIEW:

Research is a scientific and systematic search for pertinent information on a specific topic. The advanced learners dictionary of current English lays down the meaning of research as a careful investigation or inquiry especially through search for new facts in any branch of knowledge. Redman and Moray define research as a systematized effort to gain new knowledge. Research is an academic activity and as such the term should be used in a technical sense. According to Clifford Woody, research comprises of defining and redefining problems, formulating hypothesis or suggested solution; collection, organizing and evaluating data; making deductions and reaching conclusions; and at last, carefully testing the conclusions to determine whether they fit the formulating hypothesis. RESEARCH METHODOLOGY: Research methodology is a way to systematically solve the research problem. It is a science of studying how research is done scientifically. The various steps that are generally adopted by a researcher in studying the research problem along with the logic behind them are studied. The researcher should know the research techniques, the research methodology, how to develop certain tests, how to calculate the mean, median, mode or chi-square, how to apply a particular
research technique, which methods are relevant and which are not, what would they mean and indicate and why. Researchers should understand the assumptions underlying the various techniques. Hence, research methodology has various dimensions and research methods constitute a part of research methodology.
TOOLS FOR DATA ANALYSIS PERCENTAGE ANALYSIS:

Percentage analysis is the method which is used for finding the average of collected information. Percentage analysis can be calculated as follows: First the number of respondents is noted in a tabular form and then the percentage is calculated by dividing the number of respondents by total number of respondents which is then multiplied by 100. No. of respondents Percentage = --------------------------------------- * 100 Total no. of respondents
WEIGHTED AVERAGE METHOD:
In weighted average each value of the variable is multiplied by its weights and the products so obtained are summed up. This total is divided by the total of weights and the resulting figure is the weighted arithmetic average. X1W1 + X2W2 + X3W3 + .. + XnWn Weighted Average = ------------------------------------------------------------W1 + W2 + W3 + . + Wn Where X1, X2, X3, . ,Xn are the values of the variable and W1, W2, W3, , Wn are their respective weights.
TWO WAY ANOVA

In statistics, one-way analysis of variance (abbreviated one-way ANOVA) is a technique used to compare means of two or more samples (using the F distribution). This technique can be used only for numerical data.
Source of Variation Between Columns
Sum of Squares SSC
DF c-1
Mean Square MSC=SSC/c-1
F-Statistics
Fc=MSE/MSC Between Rows SSR r-1 MSR=SSR/r-1
Residual (Error)
SSE
N-c-r+1
MSE= SSE/ N-c-r+1
FR=MSR / MSE
Errors
SST
N-1
CHI-SQUARE TEST:
Chi-square Test is a useful measure of comparing experimentally obtained results with those expected theoretically and based on hypothesis.The Expected frequencies are the frequencies that should be uniformly distributed over a given period of time. X 2 = [ (O-E) 2 /E ] Where O-Observed frequency E-Expected frequency.
NEED FOR THE STUDY

In this age of rapid technological development human resources management is the emerging scientific discipline. In the globally competitive and challenging business scenario the success of an organization will be a great extent, influenced by the human resources. The people who make things happen are managed. In present scenario it is of great importance to effectively recruit people as they are the greatest assets of the organization. Determine the present and future requirements of the organization personnelplanning and job analysis activities.. Understanding the recruitment and selection process in organization Analysis of manpower budget Analysis of the time management in the recruitment process.
OBJECTIVES PRIMARY OBJECTIVE:

To study the process of Recruitment & Selection in DATANOTIC INTERNATIONAL.
SECONDARY OBJECTIVES:
To assess the perception of the employers regarding recruitment process they have undergone. To identify whether the recruitment is done from internal or external sources. To analyse the effectiveness of recruitment and selection process. To identify the factors of recruitment and selection process. To identify new ways of improving the present recruitment procedure To identify the average time spent for selection process.
SCOPE OF THE STUDY
In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. Therefore there should be total commitment and involvement while recruiting the employees, aim to identify the recruitment process followed by respondent. The scope for the study is explained as follows: This study helps to make decision in selecting the right candidates for the right job
This study helps the organization to identify the area of problem and suggest ways to improve the recruitment and selection process This study focus on understanding recruitment and selection process This study helps to manage a manpower budget for the recruitment and selection process. This study helps to evaluate the time constraint for the recruitment process
RESEARCH DESIGN
Research design is the decision regarding what, where, when, how much, by what means concerning an inquiry or a research study constitute a research design. It can be defined as the arrangement of conditions for collection and analysis of data in a manner that aims to combine the relevance to the research purpose to the economy procedure. Research design is needed because it facilitate the smooth sailing of the various research operations, thereby making research as efficient as possible yielding maximal information with minimal expenditure of effort, time and money. In fact, research design has a great bearing on the reliability of the results arrived at end as such constitutes the firm foundation of the entire edifice of the research work.
DATA COLLECTION: There are two types of data: Primary and Secondary PRIMARY DATA are those which are collected afresh and for the first time and thus happen to be original in character. SECONDARY DATA on the other hand, are those which have already been collected by someone else and which have already being passed through the statistical process. The methods of collecting primary and secondary data differ since; primary data are to be originally collected, while in the case of secondary data, the nature of data collection work is merely that of compilation. FOR THIS STUDY: In this study, primary data has been collected directly from the respondents using a questionnaire while the secondary data was collected from books, articles and the internet.
RESEARCH INSTRUMENT:
QUESTIONNAIRE: A questionnaire is sent to the persons concerned with the request to answer the question and return the questionnaire. The questionnaire consists of a number of questions printed in a definite order on a form or set of forms. The questionnaire is mail to respondents who are expected to read and understand the questions and write down the reply in the space lent for the purpose in the questionnaire itself. The respondents have to answer the questions on their own In this study, a questionnaire was used to collect data from the sample. SAMPLING METHOD
Sampling is the process of selecting a sufficient number of elements from the population, so that a study of the sample and an understanding of its properties or characteristics would make it possible for us to generalize such properties or characteristics to the population element. In this study stratified sampling technique is used. STRATIFIED RANDOM SAMPLING: Stratified random sampling involves a process of stratification or segregation, followed by random selection of subjects from each stratum. The population is first divided into mutually exclusive groups that are relevant, appropriate and meaningful in the context of the study. The various stratum of this study is Recruitment Selection Training and Development Web designing and Web development
SAMPLE SIZE: The population size is =220 The sample size for the study is = 145
LIMITATIONS OF THE STUDY
Feedback is just the representative of the entire population; it only states the opinion of a few respondents. Time constraint was a major limitation. People were not very responsive. Unavailability of secondary data.
The Sample size used for the research is less. An employee has fear to reveal the negative aspects. The information collected is based on the perception of the respondents. The data needs to be updated at times when it comes to have further usage of this research study report.
DATA ANALYSIS PERCENTAGE ANALYSIS TABLE 1: GENDER
GENDER MALE FEMALE

TOTAL
FREQUENCY 48 97
145
PERCENTAGE 33.1 66.9

100
CHART 1 : GENDER
INFERENCE: From the above table it is inferred that 66.9% of respondents are females and 33.1% respondents are male.
TABLE 2: AGE OF RESPONDENTS AGE 21-30 FREQUENCY 54 PERCENTAGE 36
31-40 41-50 51-60 >61 TOTAL
37 26 18 10 145
24.7 17.3 12.4 9.6 100
CHART 2: AGE OF RESPONDENTS
INFERENCE: From the above table it is inferred that 36% of respondents are between the age of 21-30, 24.7% of respondents are between the age group of 31-40, 17.3% of respondents are in the age of 41-50 ,12.4% of respondents are between the age group of 51-60 and only 9.6% of respondents are greater than 61.
TABLE 3: MARITAL STATUS OF THE RESPONDENTS
MARITAL STATUS SINGLE MARRIED TOTAL
FREQUENCY 41 104 145
PERCENTAGE 28.3 71.7 100
CHART 3: MARITAL STATUS OF THE RESPONDENTS
80 60 40 20 0 SINGLE MARRIED 28.3 71.7
INFERENCE: From the above table it is inferred that 71.7% of respondents are married and 38.3% of respondents are single.
TABLE 4: MONTHLY INCOME OF RESPONDENTS
MONTHLY INCOME BELOW 10000 10001-30000 30001-50000 ABOVE 50001 TOTAL
FREQUENCY 57 23 37 28 145
PERCENTAGE 39.3 15.9 25.5 19.3 100
CHART 4: MONTHLY INCOME OF RESPONDENTS
INFERENCE: From the above table it is inferred that 39.3% of respondents are getting the monthly income above RS.10000, 15.9% of respondents are getting their income between 10001 30000, 25.5% of respondents are between 30001 50000 and 19.3% are getting above 50001.
TABLE 5: EDUCATION QUALIFICATION OF THE RESPONDENTS
AGE DIPLOMA UNDER GRADUATION POST GRADUATION TOTAL 14 52 79 145
FREQUENCY 9.7
PERCENTAGE
35.9 54.5 100
CHART 5: EDUCATION QUALIFICATION OF THE RESPONDENTS
INFERENCE: From the above table it is inferred that 54.5% of respondents are Post graduates,35.9% of respondents are Under graduates and 9.6% of respondents have finished Diploma.
TABLE 6: EXPERIENCE OF THE RESPONDENTS
YEAR OF EXPERIENCE LESS THAN 1 YEAR 1-2 YEAR 3-4 YEAR 5-6 YEAR TOTAL
FREQUENCY 65 30 33 17 145
PERCENTAGE 44.8 20.7 22.8 11.7 100
CHART 6: EXPERIENCE OF THE RESPONDENTS
INFERENCE: From the above it is inferred that 11.7% of employees have the experience between 5-6 years, 22.8% of respondents having the experience between 3-4 years, 20.7% of respondents are having the experience between 1 2 years and 44.8% of respondents having experience for less than 1 year.
TABLE 7: NATURE OF JOB OF THE RESPONDENTS
NATURE OF JOB TRAINEE STAFF EXECUTIVE TOTAL
FREQUENCY 57 63 25 145
PERCENTAGE 39.3 43.5 17.2 100
CHART 7 : NATURE OF JOB OF THE RESPONDENTS
INFERENCE: From the above table it is inferred that 43.5% of respondents are staff, 39.3% of respondents are trainees and 17.2% of respondents are Executives.
TABLE 8:
SOURCES OF RECRUITEMENT INFORMATION IN SQUARESOFT SOURCES CONSULTANTS JOB PORTALS WEB SITES CASUAL APPLICANTS TOTAL FREQUENCY 13 35 79 18 145 PERCENTAGE 9 24.1 54.5 12.4 100
CHART 8 : SOURCES OF RECRUITEMENT INFORMATION IN SQUARESOFT
INFERENCE: From the above table it is inferred that 54.4% of the respondents are recruited through campus interview, 24.1% of respondents are through Job portals, 12.4% of respondents are recruited through Casual applicants and 9% of respondents are through consultancy.
TABLE 9:
REFERRAL POLICY IN THE ORGANIZATION REFERRAL POLICY YES NO TOTAL FREQUENCY 145 145 PERCENTAGE 100 100
CHART 9 : REFERRAL POLICY IN THE ORGANIZATION
INFERENCE: From the above table it is inferred that 100% of respondents accept that the company is having the referral policy.
TABLE 10:
REWARD FOR REFERRING EMPLOYEES REWARD FOR REFERRING EMPLOYEES YES NO TOTAL 145 145 100 100 FREQUENCY PERCENTAGE
CHART 10 : REWARD FOR REFERRING EMPLOYEES
INFERENCE: From the above table it is clearly shown that the company is providing 100% reward to the employees for referrals.
TABLE 11: BEST RECRUITMENT SOURCES
BEST RECRUITMENT SOURCES INTERNAL RECRUITMENT EXTERNAL RECRUITMENT BOTH TOTAL
PERCENTAGE 30.3 56.6 13.1 100
CHART 11 : BEST RECRUITMENT SOURCES
INFERENCE: From the above table it is inferred that 30% of respondents prefer internal recruitment, 56.6% of respondents prefer External recruitment and 13.1% of respondents prefer both the sources for recruitment.
TABLE 12: NO OF STAGES IN THE SELECTION PROCESS STAGES OF SELECTION FREQUENCY PERCENTAGE
PROCESS 2 3 4 MORE TOTAL
33 65 27 20 145
22.8 44.8 18.6 13.8 100
CHART 12 : NO OF STAGES THE RESPONDENTS UNDERGONE DURING YOUR SELECTION PROCESS
INFERENCE: From the above table it is inferred that 22.8% of respondents have undergone 2 stages, 44.8% of respondents have undergone 3 stages, 18.6% respondents have undergone 4 stages and 13.8% of respondents have undergone more than 4 stages.
TABLE 13: RATING THE RECRUITMENT PROCEDURE RATE SHORT FREQUENCY 38 PERCENTAGE 26.2
AVERAGE LONG VERY LONG TOTAL
54 32 21 145
37.2 22.1 14.5 100
CHART 13: RATING THE RECRUITMENT PROCEDURE
40 35 30 25 20 15 10 5 0
37.2 26.2 22.1 14.5
SHORT
AVERAGE
LONG
VERY LONG
INFERENCE: From the above table it is inferred that 26.2% of respondents recruitment process is short, 37.2% of respondents recruitment process is average, 22.1% of respondents recruitment process is long and 14.5% of respondents recruitment process is long. TABLE 14: SATISFACTION OF THE ROUNDS OF INTERVIEWS CONDUCTED ROUNDS OF INTERIEW YES 145 FREQUENCY 100 PERCENTAGE
NO TOTAL
145
100
CHART 14 : SATISFACTION OF THE ROUNDS OF INTERVIEWS CONDUCTED
INFERENCE: From the above table it is inferred that 100% of respondents are satisfied with the rounds of the interview conducted.
TABLE 15: SATISFACTION LEVEL OF INTERVIEW PANEL
SATISFACTION LEVEL OF INTERVIEW PANEL EXCELLENT GOOD SATISFACTORY POOR TOTAL 64 32 49 145
FREQUENCY 44.1 22.1 33.8 100
PERCENTAGE
CHART 15 : SATISFACTION LEVEL OF INTERVIEW PANEL
INFERENCE: From the above table it is inferred that 44.1% of respondents feel that the interview panel was excellent, 22.1% of respondents feel that the interview panel was good, 33.8% of respondents feel that the interview panel is satisfactory. TABLE 16: AVERAGE TIME SPENT FOR THE SELECTION PROCESS AVERAGE TIME SPENT FREQUENCY FOR SELECTION 10 MIN 11-20 MIN 47 56 PERCENTAGE 32.4 38.6
21-30 MIN MORE TOTAL
29 13 145
20 9 100
CHART 16 : AVERAGE TIME SPENT FOR THE SELECTION PROCESS
INFERENCE: From the above table it is inferred that 32.4% of respondents spent 10 mins in the selection process, 38.6% of respondents spent 11-20 mins, 20% of respondents spent 21-30 mins and 9% of respondents spent more than 30mins.
TABLE 17: FORMS OF INTERVIEW FORM OF INTERVIEW PERSONAL INTERVIEW TELEPHONIC INTERVIW 72 31 FREQUENCY PERCENTAGE 49.7 21.4
VIDEO CONFERENSING ANY 2 ALL THREE TOTAL
17 18 7 145
11.7 12.4 4.8 100
CHART 17: FORMS OF INTERVIEW
INFERENCE: From the above table it is inferred that 49.7% of respondents prefer personal interview, 21.4% of respondents prefer telephonic interview, 11.7% of respondents prefer video interview , 12.49% of respondents prefer any 2 of the form and 4.8% of respondents prefer all the three.
TABLE 18:
RECRUITMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYEES
DIFFERENT GRADES OF EMPLOYEES YES 145
FREQUENCY
PERCENTAGE
100
NO TOTAL
145
100
CHART 18:
RECRUITMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYEES
INFERENCE: From the above table it is inferred that 100% of respondents feel that there is a different process for different grades of employees.
TABLE 19:
INNOVATIVE TECHNIQUES TO ADOPTED IN SQUARESOFT
INNOVATIVE TECHNIQUE TO BE ADOPTED FULLY TO A GREAT EXTENT 21 47
FREQUENCY
PERCENTAGE 14.5 32.4
TO SOME EXTENT VERY LITTLE NOT AT ALL TOTAL
39 27 11 145
26.9 18.6 7.6 100
CHART 19
INNOVATIVE TECHNIQUES TO ADOPTED IN SQUARESOFT
INFERENCE: From the above table it is inferred that 14.5% of respondents think that new techniques should be adopted in the squaresoft, 32.4%of respondents think that new techniques should be adopted to a great extent, 26.9% of respondents think that new techniques should be adopted to some extent, 18.6% of respondents think that new techniques should be adopted very little and 7.6% of respondent think that new techniques should not be adapted.
TABLE 20:
TYPE OF TESTS CONDUCTED IN SELECTION PROCESS

TYPES OF TESTS
PSYCHOMETRIC TEST APTITUDE TEST PERFORMANCE TEST/WORK SAMPLE TEST
FREQUENCY
14 63 37
PERCENTAGE
9.7 43.4 25.5
TECHNICAL ABILITY TEST TOTAL
31 145
21.4 100
CHART 20:
TYPE OF TESTS CONDUCTED IN SELECTION PROCESS
INFERENCE: From the above table it is inferred that 9.7% of respondents choose psychometric test, 43.4% of respondents choose Aptitude, 25.5% of respondents choose Technical, 15.2% of respondents choose performance test and 6.2% of respondents choose other form for selecting candidate. TABLE 21: MODIFICATION OF RECRUITMENT AND SELECTION PRACTICES IN SQUARESOFT MODIFICATION OF R&S YES NO FREQUENCY 21 124 PERCENTAGE 14.5 85.5
TOTAL
145
100
CHART 21 : MODIFICATION OF RECRUITMENT AND SELECTION PRACTICES IN SQUARESOFT
INFERENCE: From the above table it is inferred that 85.5% of respondents do not need any modifications in the recruitment and selection in Datanotic Internationaland 14.5% of respondents need modifications in the squaresoft.
TABLE 22 (i): FACTORS MUST BE CONSIDERED WHILE SELECTING CANDIDATE GOOD EDUCATIONAL QUALIFICATION GOOD EDUCATIONAL QUALIFICATION STRONGLY AGREE FREQUENCY 21 14.5 PERCENTAGE
AGREE NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL
47 39 27 11 145
32.4 26.9 18.6 7.6 100
CHART 22(i):
GOOD EDUCATIONAL QUALIFICATION
35 30 25 20 15 10 5 0
32.4 14.5
26.9
18.6 7.6
STRONGLY AGREE
AGREE
NEUTRAL
STRONGLY DISAGREE
DISGREE
INFERENCE: From the above table it is inferred that 14.5% of respondents strongly agree that good education qualification should be adopted for selecting a candidate, 32.4% of respondents agree that good education qualification should be adopted for selecting a candidate, 26.9% of respondents gave a neutral, and 18.6% of respondents strongly disagree that good education qualification should be adopted for selecting a candidate and 7.6% of respondents disagree for the adoption of good educational qualification in selecting a candidate.
TABLE 22 (ii):
TECHNICAL SKILL REQUIREMENTS FREQUENCY 72 31 42 PERCENTAGE 49.7 21.3 29
TECHNICAL SKILL REQUIREMENTS STRONGLY AGREE AGREE NEUTRAL
STRONGLY DISAGREE DISAGREE TOTAL
0 0 145
0 0 100
CHART 22(ii): TECHNICAL SKILL REQUIREMENTS
50 40 30 20 10 0
49.7 21.3 STRONGLY AGREE AGREE 29 0 NEUTRAL STRONGLY DISAGREE 0 DISGREE
INFERENCE: From the above table it is inferred that 49.7%, of the respondents strongly agree the technical skill requirement ,21.3% of respondents are agree about the technical requirement and 29% of respondents are neutral for the technical requirement.
TABLE 22 (iii): WORK EXPERIENCE WORK EXPERIENCE STRONGLY AGREE AGREE NEUTRAL FREQUENCY 56 72 17 PERCENTAGE 61.4 49.7 11.7
145
100
CHART 22(iii):
WORK EXPERIENCE
80 60 40 20 0 STRONGLY AGREE AGREE 61.4 49.7 11.7 NEUTRAL 0 STRONGLY DISAGREE 0 DISGREE
INFERENCE: From the above table it is inferred that by 61.4%, of respondents strongly agree that the work experience is required for selecting candidate, 49.7% are agree that the work experience is required for selecting candidate and 11.7% of respondents are neutral for the work experience. TABLE 22 (iv): GOOD INTELLECTUAL POTENTIAL GOOD INTELLECTUAL POTENTIAL STRONGLY AGREE AGREE NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL FREQUENCY 68 45 32 145 PERCENTAGE 46.9 31 22.1 100
CHART 22(iv): GOOD INTELLECTUAL POTENTIAL
50 40 30 20 10 0 STRONGLY AGREE AGREE NEUTRAL 46.9 31 22.1 0 STRONGLY DISAGREE 0 DISGREE
INFERENCE: From the above table it is inferred that 46.9% of respondents strongly agree for the Good Intellectual Potential, 31% of respondents agree for the good intellectual potential and 22.1% of respondents feel neutral for the good intellectual potential.
TABLE 22 (v): ENGLISH FLUENCY ENGLISH FLUENCY STRONGLY AGREE AGREE FREQUENCY 39 80 PERCENTAGE 26.9 55.2
NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL
26 145
17.9 100
CHART 22(v): ENGLISH FLUENCY
60 50 40 30 20 10 0
55.2 26.9 STRONGLY AGREE AGREE 17.9 0 NEUTRAL STRONGLY DISAGREE 0 DISGREE
INFERENCE: From the above table it is inferred that 26.9%, of respondents strongly agree for the English fluency, 55.9% of respondents agree to English fluency and 17.9% of respondents feels neutral for the English fluency.
JUNIOR LEVEL TABLE 23(i): IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES QUALIFICATION QUALIFICATION 1 FREQUENCY 65 PERCENTAGE 44.8
2 3 4 TOTAL
30 33 17 145
20.7 22.8 11.7 100
CHART 23(i): QUALIFICATION
50 40 30 20 10 0
44.8 20.7 1 2 22.8 3 11.7 4
INFERENCE: From the above table it is inferred that in the junior level for education qualifications, 44.8% of respondents have ranked 1, 20.7% of respondents have ranked 2, 22.8%of respondents have ranked 3 and 11.7% of respondents have ranked 4.
TABLE 23(ii): EXPERIENCE EXPERIENCE 1 2 3 4 TOTAL FREQUENCY 56 37 52 12 145 PERCENTAGE 38.6 25.5 35.9 8.3 100
CHART 23(ii): EXPERIENCE
40 30 20 10 0 1 2 3 4 38.6 25.5 35.9 8.3
INFERENCE: From the above table it is inferred that in the junior level for experience, 38.6% of respondents ranked it 1, 25.5% of respondents ranked 2, 35.9% of respondents ranked 3 and 8.3% of respondents ranked 4.
TABLE 23(iii): COMMUNICATION
COMMUNICATION 1 2 3 4 TOTAL
FREQUENCY 65 30 33 17 145
PERCENTAGE 44.8 20.7 22.8 11.7 100
CHART 23(iii): COMMUNICATION
50 40 30 20 10 0 1 2 3 4 44.8 20.7 22.8 11.7
INFERENCE: From the above table it is inferred that in the junior level for communication, 44.8% of respondents ranked it 1, 20.7% of respondents ranked 2, 22.8% of respondents ranked 3 and 11.7% of respondents ranked 4.
TABLE 23(iv):
LEADERSHIP QUALITIES LEADERSHIP QUALITIES 1 2 3 4 TOTAL FREQUENCY 38 56 29 22 145 PERCENTAGE 26.2 38.6 20 15.2 100
CHART 23(iv): LEADERSHIP QUALITIES
40 35 30 25 20 15 10 5 0
38.6 26.2 20 15.2
INFERENCE: From the above table it is inferred that in the junior level for Leadership qualities, 26.2% of respondents ranked it 1, 38.6% of respondents ranked 2, 20% of respondents rank 3 and 15.2% of respondents ranked 4.
MIDDLE LEVEL TABLE 23(i): QUALIFICATION QUALIFICATION 1 2 3 4 TOTAL FREQUENCY 32 59 12 42 145 PERCENTAGE 22 40.7 8.3 30 100
CHART 23(i): QUALIFICATION
60 40 20 0 1 2 40.7 22 8.3 3 4 30
INFERENCE: From the above table it is inferred that in the Middle level for Qualification, 22% of respondents ranked it 1, 40.7% of respondents ranked 2, 8.3% of respondents ranked 3 and 30% of respondents ranked 4.
TABLE 23(vi):
EXPERIENCE EXPERIENCE 1 2 3 4 TOTAL FREQUENCY 57 23 37 28 145 PERCENTAGE 39.3 15.9 25.5 19.3 100
CHART 23(vi): EXPERIENCE
40 30 20 10 0 1 2 3 4 39.3 25.5 15.9 19.3
INFERENCE: From the above table it is inferred that in the Middle level for Experience, 39.9% of respondents raked it 1, 15.9% respondents rank 2, 25.5% of respondents rank 3 and 19.3% respondents rank 4.
TABLE 23(vii): COMMUNICATION COMMUNICATION 1 2 3 4 TOTAL FREQUENCY 67 31 19 28 145 PERCENTAGE 46.2 21.4 13.1 19.31 100
CHART 23(vii): COMMUNICATION
50 40 30 20 10 0 1 2 3 4 46.2 21.4 13.1 19.3
INFERENCE: From the above table it is inferred that in the Middle level for Communication 46.2% of respondents ranked it 1, 21.4% of respondents rank 2, 13.1% of respondents rank 3 and 19.3%of respondents ranked 4.
TABLE 23(viii): LEADERSHIP QUALITIES LEADERSHIP QUALITIES 1 2 3 4 TOTAL FREQUENCY 87 26 24 8 145 PERCENTAGE 60 17.9 16.6 5.5 100
CHART 23(viii): LEADERSHIP QUALITIES
60 40 20 0 1 2 3 60 17.9 16.6 5.5 4
INFERENCE: From the above table it is inferred that in the Middle level for Leadership qualities, 60% of respondents ranked it 1, 17.9% of respondents ranked 2, 16.6% of respondents ranked 3 and 5.5% respondents ranked 4.
TABLE 24: POLICIES OF THE SQUARESOFT POLICIES OF SQUARESOFT YES NO TOTAL 66 79 145 45.5 54.5 100 FREQUENCY PERCENTAGE
CHART 24 : POLICIES OF THE SQUARESOFT
INFERENCE: From the above table it is inferred that nearly 54.5% of respondents know about the policies of the company before joining and 45.5% of respondents do not know about the policies. TABLE 25(i): JOB PORTALS IN INDIA NAUKRI NAUKRI 1 2 3 4 5 6 TOTAL CHART 25(i): FREQUENCY 112 17 7 9 145 PERCENTAGE 77.2 11.7 4.8 6.3 100
NAUKRI
80 60 40 20 0 1 77.2 11.7 2 4.8 3 6.3 4
0 5
0 6
INFERENCE: From the above table it is inferred that 77.2% of respondents have ranked the Naukri as 1st, 11.7% of respondents ranked it 2nd, 4.8% of respondents ranked it 3 rd and 6.3% of respondents ranked it 4th . TABLE 25(ii) TIMES JOB TIMES JOB 1 2 3 4 5 TOTAL FREQUENCY 74 30 26 15 145 PERCENTAGE 51 20.7 17.9 10.3 100
CHART 25(ii) TIMES JOB

60 40 51 20 0 1 2 3 20.7 17.9 0 4 10.3 5 0 6
INFERENCE: From the above table it is inferred that 51% of respondents have ranked the Times job as 1st, 20.7% of respondents ranked it 2 nd, 17.9% of respondents ranked it 3rd and 10.3% of respondents as ranked it 5th.
TABLE 25(iii): MONSTER MONSTER 1 2 3 4 5 6 TOTAL FREQUENCY 84 13 9 12 7 20 145 PERCENTAGE 57.9 9 6.2 8.3 4.8 13.8 100
CHART 25(iii): MONSTER
60 50 40 30 20 10 0 1 9 2 6.2 3 8.3 4 4.8 5 13.8 6 57.9
INFERENCE: From the above it is inferred that 57.9% of respondents have ranked the Monster as 1st, 9% of respondents ranked it 2nd, 6.2% of respondents ranked it 3rd and 8.3% of respondents ranked it 4th , 4.8% of respondents as ranked it 5th and 13.8% of respondents ranked it as 6th.
TABLE 25(iv) JOB STREET JOB STREET 1 2 3 4 5 6 TOTAL FREQUENCY 13 29 40 63 145 PERCENTAGE 9 20 27.6 43.4 100
CHART 25(iv): JOB STREET
50 40 30 20 10 0 0 1 0 2 9 3 20 4 27.6 43.4
INFERENCE: From the above table it is inferred that 57.9% of respondents have ranked the Job street it as 1st, 9% of respondents ranked the job street it as 2 nd, 6.2% of respondents ranked the job street it as 3rd and 8.3% of respondents ranked job street it as 4 th , 4.8% of respondents as ranked the job street it as 5th and 13.8%of respondents ranked it as 6th. TABLE 25(v) CLICK IN JOBS
CLICK IN JOBS
1 2 3 4 5 6 TOTAL
FREQUENCY
25 16 31 73 145
PERCENTAGE
17.2 11.1 21.4 50.3 100
CHART 25(v): CLICK IN JOBS
60 50 40 30 20 10 0 0 1 0 2 3 17.2 11.1 4 21.4 5 6 50.3
INFERENCE: From the above table it is inferred that 17.2% of respondents have ranked the click in jobs as 3rd, 11.1% of respondents ranked the click in jobs it as 4th, 21.4% of respondents ranked the click in jobs as 5th and 50.3% of respondents as ranked it 6th.
TABLE 25(vi): FACEBOOK FACEBOOK 1 2 3 4 5 6 TOTAL FREQUENCY 10 14 0 42 27 54 145 PERCENTAGE 6.9 9.7 0 29 18.5 37 100
CHART 25(vi): FACEBOOK
40 30 20 10 0 1 2 6.9 9.7 29 18.7 0 3 4 5 6 37
INFERENCE:
From the above table it is inferred that 29 % of respondents ranked the facebook as 4th, 18.7% of respondents ranked the facebook as 5 th and 37% of respondents as ranked the facebook as 6th , 6.9% of respondents ranked the facebook as 1st and 9.7% of respondents ranked the facebook as 2nd.
TABLE 26: FEEDBACK OF THE CANDIDATE AFTER RECRUITMENT CANDIDATE FEEDBACK YES NO TOTAL FREQUENCY 145 145 PERCENTAGE 100 100
CHART 26 :
FEEDBACK OF THE CANDIDATE AFTER RECRUITMENT
INFERENCE: From the above table it is inferred that 100% of respondents accept that the company is collecting the feedback after recruitment process.
TABLE 27 (i): POTENTIAL CANDIDATE IN THE ORGANISATION ARE GENERATEDTHROUGH DIRECT APPLICANT DIRECT APPLICANT STRONGLY AGREE AGREE NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL FREQUENCY 91 22 32 145 PERCENTAGE 62.8 15.2 22.1 100
CHART 27(i):
DIRECT APPLICANT
80 60 40 20 0
62.8 15.2 STRONGLY AGREE AGREE 22.1 NEUTRAL 0 STRONGLY DISAGREE 0 DISGREE
INFERENCE: From the above table it is inferred that by 62.8%, of respondents strongly agree that the potential candidate is generated through direct applicant, 49.7% are agree that the potential candidate is generated through direct applicant and 11.7% of respondents feel neutral for the direct applicant. TABLE 27 (ii): PLACEMENT CONSULTANTS PLACEMENT CONSULTANTS STRONGLY AGREE AGREE NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL 93 16 36 145 FREQUENCY 64.1 11.1 24.8 100 PERCENTAGE
CHART 27(ii): PLACEMENT CONSULTANTS
80 60 40 20 0 STRONGLY AGREE 64.1 11.1 AGREE 24.8 NEUTRAL 0 STRONGLY DISAGREE 0 DISGREE
INFERENCE: From the above table it is inferred that by 64.1%, of respondents strongly agree that the potential candidate is generated through placement consultants, 11.1% are agree that the potential candidate is generated through placement consultants and 11.7% of respondents feel neutral for the placement consultants.
TABLE 27(iii): JOB PORTALS JOB PORTALS STRONGLY AGREE AGREE NEUTRAL FREQUENCY 32 97 16 PERCENTAGE 22.1 66.9 11
145
100
CHART 27(iii): JOB PORTALS
80 60 40 20 0 STRONGLY AGREE AGREE 22.1 66.9 11 NEUTRAL 10 STRONGLY DISAGREE DISGREE
INFERENCE: From the above table it is inferred that by 22.1%, of respondents strongly agree that the potential candidate is generated through Job portals, 66.9% are agree that the potential candidate is generated through Job portals, 11% of respondents feel neutral for the Job portals and 10 % of respondents strongly disagree for the job portals. TABLE 27(iv): EMPLOYEE REFFERALS EMPLOYEE REFFERALS STRONGLY AGREE AGREE NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL FREQUENCY 34 9 102 145 PERCENTAGE 23.4 6.3 70.3 100
CHART 27(iv): EMPLOYEE REFFERALS
80 60 40 20 0 STRONGLY AGREE 23.4 6.3 AGREE NEUTRAL 70.3 0 STRONGLY DISAGREE 0 DISGREE
INFERENCE: From the above table it is inferred that by 23.4%, of respondents strongly agree that the potential candidate is generated through employee referrals, 6.3% are agree that the potential candidate is generated through employee referrals and 70.3% of respondents feel neutral for the employee referrals . TABLE 27(v): HEAD HUNTING
HEAD HUNTING STRONGLY AGREE AGREE NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL
PERCENTAGE 4.8 15.9 79.3 100
CHART 27(v): HEAD HUNTING
80 60 40 20 0 4.8 STRONGLY AGREE 15.9 AGREE NEUTRAL 79.3
0 STRONGLY DISAGREE
0 DISGREE
INFERENCE: From the above table it is inferred that 4.8%, of respondents strongly agree that the potential candidate is generated through head hunting, 15.9% are agree that the potential candidate is generated through head hunting and 79.3% of respondents feel neutral for the head hunting
TABLE 27(vi):
BODY SHOPPING BODY SHOPPING STRONGLY AGREE AGREE NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL FREQUENCY 12 124 9 145 PERCENTAGE 8.3 85.5 6.2 100
CHART 27(vi): BODY SHOPPING
100 80 60 40 20 0 8.3 STRONGLY AGREE AGREE 85.5 6.2 NEUTRAL 0 STRONGLY DISAGREE 0 DISGREE
INFERENCE: From the above table it is inferred that 8.3%, of respondents strongly agree that the potential candidate is generated through body shopping, 85.5% are agree that the potential candidate is generated through body shopping and 6.2% of respondents feel neutral for body shopping
TABLE 28: RATING OF COMPANYS RECRUITMENT AND SELECTION PROCEDURE
RATE OF R&S EXCELLENT VERY GOOD GOOD SATISFACTORY UNSATISFACTORY TOTAL
FREQUENCY 32 97 6 10 145
PERCENTAGE 22.1 66.9 4.1 6.9 100
CHART 28: RATING OF COMPANYS RECRUITMENT AND SELECTION PROCEDURE
70 60 50 40 30 20 10 0
66.9 22.1 4.1 6.9 0
INFERENCE: From the above table it is inferred that 22.1% of respondents feel that the recruitment and selection process of Datanotic Internationals excellent, 66.9% of respondents feel that the recruitment and selection process is very good, 4.1% of
respondents feels that the recruitment and selection process is good and 6.9% of respondents feels the recruitment and selection process is satisfactory.
STATISTICAL TOOLS TWO WAY ANOVA

OBJECTIVE:
To find out the difference between experience and average time spent for selection process. STEP 1: Ho: There is no significant difference between experience and average time spent for selection process. H1: There is a significant difference between experience and average time spent for selection process Ho: There is no significant difference within experience and average time spent for selection process. H1: There is a significant difference within experience and average time spent for selection process.
STEP 2:
CALCULATION OF CORRECTION FACTOR ROW 10 MIN LESS THAN 1 YR 1-2 YEAR 3-4 YEAR 5-6 YEAR 5 8 8 9 8 10 5 7 30 6 9 11 19 45 6 13 6 15 40 25 40 30 50 145 11-20 MIN 21 -30 MIN MORE TOTAL
COLTOTAL 30
C.F = T2/ N = 1452 / 16 C.F = 1314.06 STEP 3: CALCULATION OF SS BETWEEN, SS WITHIN AND SS TOTAL VARIANCE AND SS RESIDUAL 1. SS TOTAL = xij2 - T2/ N = (52 + 82 + 6 2+ 62 + 82 + 102 + 92 + 132 + 82 + 52 + 112 + 62 + 92 + 72 + 192 +152) - 1314.06 = 1537 1314.06 SST = 222.94 2. SS BETWEEN COLUMNS TREATMENT = Tj2 / Nj - T2/ N
= 1356.25 1314.06 SSC = 42.19
3. SS BETWEEN ROWS TREATMENT = Ti2 / Ni - T2/ N = 1406.25 1314.06 SSR = 92.19 4. SS RESIDUAL OR ERROR = SST (SSC+ SSR) = 222.94-(42.19 + 92.19) SSE = 88.56 STEP 4 : SOURCES OF VARIATIONS BETWEEN COLUMNS BETWEEN ROWS RESIDUAL OR ERROR 88.56 (4-1)(4-1) = 9 92.19 4-1 =3 SUM OF SQUARES 42.19
ANOVA TABLE
DEGREE OF FREEDOM 4-1 = 3 42.19 / 3 = 14.06 92.19 / 3 = 30.73 88.56 / 9= 9.84 F1 = 14.06 / 9.84 = 1.43 F2 = 30.73 / 9.84 = 3.12 F1 = (3,9) = 8.81 F2 = (3,9) = 8.83 MEAN SQUARES FCAL VALUE FCRITICAL VALUE AT 5%
TOTAL
222.94
15
INTERPRETATION: 1. The calculated value of F1 = 1.43 is less than critical value of 8.81 at 5% with d.f at df1 = V1 = 3 and df2 = V2 = 9. Hence we accept he null hypothesis Ho. We conclude that there is no significant difference between experience and average time spent for selection process. 2. The calculated value of F2 = 3.12 is less than critical value of 8.81 at 5% with d.f at df1 = V1 = 3 and df2 = V2 = 9. Hence we accept he null hypothesis Ho. We conclude that there is no significant difference within experience and average time spent for selection process.
RANK CORRELATION
OBJECTIVE: To find out the relationship between test conducted in the selection process to middle level and junior level.
X 49 26 63 12
Y 20 79 42 9
R1 2 3 1 4
R1 3 1 2 4
D= R1 R2 -1 2 -1 0
D2 1 4 1 0 D2 = 6
6D2 R = 1 - --------------N (n2 1) = 1 6(6) / 4(15) = 1- 0.6 R = 0.4 INFERENCE:
From the above rank correlation it is inferred that r = 0.4 (Positive Correlation), there is a positive correlation between the test conducted in the selection process to middle level and junior level.
WEIGHTED AVERAGE OBJECTIVE: To find out the importance being given to the attributes (factors) while recruiting the employees to the junior level and middle level. a. JUNIOR LEVEL
FACTORS
QUALIFICATION EXPERIENCE COMMUNICATION LEADERSHIP QUALITIES
F 91 6 37 11 145
W 1 4 2 3
WF 91 24 74 33 222
TOTAL
W = f / N = 222 / 145 W = 1.5 INFERENCE: From the above it is inferred that Qualification is the main factor for recruiting the junior level employees.
b. MIDDLE LEVEL
FACTORS
QUALIFICATION EXPERIENCE COMMUNICATION LEADERSHIP QUALITIES TOTAL
F 44 81 11 9 145
W 2 1 3 4
WF 88 81 33 36 238
W = f / N = 238 / 145 W = 1.6 INFERENCE: From the above it is inferred that Experience is the main factor for recruiting the middle level employees.
MEDIAN OBJCTIVE: To identify the percentage of companies using E-recruitment.
PARTICULARS >30% 31 50% 51 70% 70 <
f 19 14 24 88
cf 19 33 57 145
N / 2 = 145 / 2 = 72.5 N/2 m Median = L+ ______________ * C F (72.5 57) = 70 + _______________ * 145 88 = 70 + 25.54
Median
= 95.5%
INFERENCE: From the above calculation it is inferred that 95.5% of companies are using E-Recruitment. CHI SQUARE TEST A. OBJECTIVE: To find the relationship between the recruitment process for different grades of employees based on qualification.
PARTICULARS YES NO TOTAL
UG 33 15 48
PG 29 12 41
DIPLOMA 28 28 56
TOTAL 90 55 145
FORMULATION OF HYPOTHESIS: Ho : There is no relationship between the recruitment process for different for different grades of employees based on qualification. H1: There is a relationship between the recruitment process for different for different grades of employees based on qualification
Row Total * Column Total Expected Frequency =______________________________ Grand Total
O 33 29 28 15 12 28 TOTAL
E 29.79 25.45 34.76 18.21 15.55 21.24
(O-E) 3.21 3.55 -6.76 -3.21 -3.55 6.76
(O-E)2 10.30 12.60 45.70 10.30 12.60 45.70
(O-E)2 / E 0.35 0.50 0.31 0.51 0.81 2.15 5.69
CALCULATION: Calculated Value = 5.69 Degree of Freedom = (r-1) * (c-1) = 1*2 Degree of Freedom= 2 Tabulated Value = Total Value @ 5 % level of significance = 5.991 CV < TV 5.69 < 5.991 Ho is Accepted INFERENCE: There is no relationship between the recruitment process for different for different grades of employees based on qualification.
B. OBJECTIVE: To find the relationship between the recruitment process for different grades of employees based on Experience. Less than PARTICULARS YES NO TOTAL 1 year 45 11 56 1-2 year 17 14 31 3-4 year 13 11 2 5-6 year 17 17 34 TOTAL 105 45 145
FORMULATION OF HYPOTHESIS: Ho : There is no relationship between the recruitment process for different for different grades of employees based on Experience. H1: There is a relationship between the recruitment process for different for different grades of employees based on Experience.
Row Total * Column Total Expected Frequency =______________________________ Grand Total
O 45 17 13 17 11 14 11 17 Total
CALCULATION:
E 40.55 22.45 17.38 24.62 17.38 9.62 7.45 10.55
(O-E) 4.45 -5.45 -4.38 -7.62 -6.38 4.38 3.55 6.45
(O-E)2 19.80 29.70 19.18 58.06 40.70 19.18 12.60 41.60
(O-E)2 / E 0.49 1.32 1.10 2.36 2.34 1.99 1.69 3.94 15.23
Calculated Value = 15.3 Degree of Freedom = (r-1) * (c-1) = 1*3 Degree of Freedom= 3 Tabulated Value = Total Value @ 5 % level of significance CV > TV 15.23 > 7.815 H1 is Accepted = 7.815
INFERENCE: There is a relationship between the recruitment process for different for different grades of employees based on Experience. FINDINGS
1. 66.9% of respondents are females and 33.1% respondents are male.
2. 36% of respondents are between the age group of 21-30, 24.7% of respondents are between the age group of 31-40, 17.3% of respondents are in the age group of 41-50, 12.4% of respondents are between the age group of 51-60 and 9.6% of respondents are greater than 61 age. 3. 71.7% of respondents are married and 38.3% of respondents are single. 4. 39.3% of respondents are getting the monthly income above RS.10000 and 25.5% of respondents are between 30001 50000. 5. 54.5% of respondents are Post graduated, 35.9% of respondents are Under graduated and 9.6% of respondents have finished Diploma. 6. 44.8% of respondents having experience for less than 1 year and 11.7% of employees have the experience between 5-6 years. 7. 43.5% of respondents are staff, 39.3% of respondents are trainees and 17.2% of respondents are Executives. 8. 54.4% of the respondents are recruited through campus interview and 9% of respondents are through consultancy. 9. 100% of respondents accept that the company is having the referral policy. 10. The company is providing 100% reward to the employees for referrals. 11. 56.6% of respondents prefer External recruitment and 13.1% of respondents prefer both the internal and external sources for recruitment.. 12. 44.8% of respondents have undergone 3 stages and 13.8% of respondents have undergone more than 4 stages . 13. 100% of respondents are satisfied with the rounds of the interview conducted. 14. 37.2% of respondents recruitment process is average and 14.5% of respondents recruitment process is long.
15. 44.1% of respondents feel that the interview panel was excellent and 22.1% of respondents feel that the interview panel was good 16. 38.6% of respondents spent 11-20 mins and 9% of respondents spent more than 30mins. 17. 49.7% of respondents prefer personal interview and 4.8% of respondents prefer all the three. 18. 100% of respondents feel that there is a different process for different grades of employees. 19. 43.4% of respondents choose Aptitude and 7.6% of respondent think that new techniques should not be adapted. 20. 32.4%of respondents think that new techniques should be adopted to a great extent and 7.6% of respondent think that new techniques should not be adapted 21. 85.5% of respondents do not need any modifications in the recruitment and selection in Datanotic Internationaland 14.5% of respondents need modifications recruitment and selection in the squaresoft. 22. 61.4%, of respondents strongly agree that the work experience is required for selecting candidate, 49.7% are agree that the work experience is required for selecting candidate and 11.7% of respondents are neutral for the work experience.. 23. 49.7%, of the respondents strongly agree the technical skill requirement ,21.3% of respondents are agree about the technical requirement and 29% of respondents are neutral for the technical requirement.. 24. 26.9%, of respondents strongly agree for the English fluency, 55.9% of respondents agree to English fluency and 17.9% of respondents feels neutral for the English fluency. 25. 46.9% of respondents strongly agree for the Good Intellectual Potential, 31% of respondents agree for the good intellectual potential and 22.1% of respondents feel neutral for the good intellectual potential.
26. In the junior level for education qualifications, 44.8% of respondents have ranked 1, 20.7% of respondents have ranked 2 and 22.8%of respondents have ranked 3. 27. In the junior level for experience, 38.6% of respondents raked it 1, 25.5% of respondents rank 2 and 35.9% of respondents rank 3. 28. In the junior level for communication, 44.8% of respondents raked it 1, 20.7% respondents rank 2 and 22.8% of respondents ranked 3. 29. In the junior level for Leadership qualities, 26.2% of respondents raked it 1 and 38.6% respondents rank 2. 30. In the Middle level for Qualification, 22% of respondents raked it 1 and 40.7% respondents rank 2. 31. In the Middle level for Experience, 39.9% of respondents raked it 1, 15.9% respondents rank 2 and 25.5% of respondents rank 3. 32. In the Middle level for Communication 46.2% of respondents raked it 1, 21.4% respondents rank 2. 33. In the Middle level for Leadership qualities, 60% of respondents raked it 1, 17.9% respondents rank 2. 34. 54.5% of respondents know about the policies of the company before joining and 45.5% of respondents do not know about the policies 35. 77.2% of respondents have ranked the Naukri as 1 st and 4.8% of respondents ranked it 3rd and 6.3% of respondents ranked it 4th 36. 51% of respondents have ranked the Times job as 1 st, 20.7% of respondents ranked it 2 nd, 17.9% of respondents ranked it 3rd and 10.3% of respondents as ranked it 5th. 37. 57.9% of respondents have ranked the Monster as 1st and 4.8% of respondents as ranked it 5th.
38. 17.2% of respondents have ranked the click in jobs as 3 rd , 11.1% of respondents ranked it 4th , 21.4% of respondents ranked it 5th and 50.3% of respondents as ranked it 6th. 39. 29 % of respondents ranked it 4th and 6.9% of respondents ranked it as 1st and 9.7% of respondents ranked it as 2nd. 40. 100% of respondents accept that the company is collecting the feedback after recruitment process. 41. 62.8%, of respondents strongly agree that the potential candidate is generated through direct applicant, 49.7% are agree that the potential candidate is generated through direct applicant and 11.7% of respondents feel neutral for the direct applicant. 42. The potential candidates are recruited through placement consultants are accepted in the following percentage 54.1% of respondents strongly agreed and 24.8% of respondents gave a neutral form. 43. 22.1%, of respondents strongly agree that the potential candidate is generated through Job portals, 66.9% are agree that the potential candidate is generated through Job portals, 11% of respondents feel neutral for the Job portals and 10 % of respondents strongly disagree for the job portals. 44. 23.4%, of respondents strongly agree that the potential candidate is generated through employee referrals, 6.3% are agree that the potential candidate is generated through employee referrals and 70.3% of respondents feel neutral for the employee referrals 45. 4.8%, of respondents strongly agree that the potential candidate is generated through head hunting, 15.9% are agree that the potential candidate is generated through head hunting and 79.3% of respondents feel neutral for the head hunting 46. 8.3%, of respondents strongly agree that the potential candidate is generated through body shopping, 85.5% are agree that the potential candidate is generated through body shopping and 6.2% of respondents feel neutral for body shopping 47. 22.1% of respondents feel that the recruitment and selection process of Datanotic Internationalis excellent, 66.9% of respondents feel that the process is very good.
SUGGESTIONS
1. Most of the respondents need modifications in the recruitment and selection process. The company has to make some modifications like using new techniques for recruiting and to increase the time spent for selecting the employees. 2. The company is using only the job portals, consultancy, casual applicants and campus interview sources for recruiting the employees. So the company is suggested to adopt some more sources like getting information from the employment exchange, magazines and newspapers for recruiting the employees. 3. The company can increase their candidate pool through internal sources. 4. Many of the candidates are not aware of the company policies before joining in the company. Training can be given to those candidates to know clearly about the company policies. 5. The company can take more measures to improve the recruiting and selection process. 6. Most of the employees are not aware of video conferencing and the company should make use of video conferencing of candidates in the future to reduce their time. 7. Organization can make use of web to large extent to make recruitment simpler, faster, cheaper and effective.
8. The recruitment and selection procedure should not to lengthy and time consuming 9. The recruitment process can be modify based on different grade level due to this they can avoid unnecessary time taken for candidate waiting time for experienced person. 10. Time management is very essential and it should not be ignored at any level of the process.
11. Company should extend its scope of selection from reference of employees, campus
placement to other like advertisements, e-recruitment etc.
12. 95.5% of companies are using E-Recruitment to pool the candidates. The company can also focus on other sources for recruiting the employees.
13. While recruiting the employees of junior level the qualification factor is alone taken into consideration it is suggested to consider other factors like experience, leadership qualities and communication. 14. While recruiting the employees of middle level the experience factor is alone taken into consideration it is suggested to consider other factors like qualification, leadership qualities and communication
CONCLUSION
The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. A study on the Recruitment and Selection Process conducted in Datanotic International has brought out various information about the companys recruitment and selection procedure. Using this survey the researcher could identify the recruiting modules conducted in the organization, various factors considered for the recruitment and selection process and the satisfaction level of the employee towards the Recruiting. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved. Further from this survey I hope the organization will be benefited and with the help of the suggestions given the organization can improve its functioning and the overall Recruitment and Selection Process in the organization and its performance will increase.
ANNEXURE 10.1 BIBLIOGRAPHY BOOKS:

K. Robert Wood Competency-Based Recruitment and Selection Tata M.C. Graw-Mill Publishing Company Limited, New Delhi. C. R. Kothari. Research Methodology, Methods and Techniques, Wishma Prakashan, New Delhi Umasekaran Research methods for business, Wiley India pvt ltd, New Delhi
P.R.Vittal Quantitative Techniques, Margham Publishing House, Chennai.
WEBSITES
www.squaresoft.co.in
www.citehr.com www.allprojectreports.com www.investopedia.com K.Aswahthappa (2001),Human Resource and Personnel Management Human Resource Management, (2005), Dr.P.C. Pardeshi
A STUDY ON RECRUITMENT AND SELECTION PROCESS QUESTIONNAIRE

Employee Name: 1. Gender: Male 2. Age: a.21-30 3. Marital Status: a. Married 4. Monthly Income: a. Below 10000 b. 10001 30000 b. Unmarried b.31-40 c.41-50 d.51-60 e. >61 Female
c. 30001 50000 5. Education Qualification: a. Under Graduation c. Diploma 6. Employee Year of Experience: a. Less than 1 year c. 3 4 Year 7. Employee Nature of Job: a. Trainee b. Staff
d. Above 50001
b. Post Graduation
b. 1 2 Year d.5 6 Year
c. Executive
NOTE: Please select the appropriate option 8. Through what source you are recruited into squaresoft? a. Consultants d. Casual Applicant 9. Do you have referral policy in your organization? Yes No b. Job portals c. Campus Interview
10. Is there a reward for referring employees? Yes No 11. What should be the best recruitment sources according to your preference? a. Internal Recruitment b. External Recruitment
c. Both 12. How many stages you have undergone during your Selection process? a. 2 b. 3 c. 4 d. more
13. What do you think is the most challenging step in the entire recruitment and selection procedure?
14. How do you rate the recruitment procedure? a. Short b. Average c. Long d. Very long
15. Are you satisfied with the rounds of interview conducted? Yes No 16. How you feel about the interview panel? a. Excellent b. Good c. Satisfactory d. Poor
17. What is the average time spent for the selection (for each candidate)? a. 10 mins more 18. What form of interview do you prefer? a. Personal Interview b. Telephonic Interview c. Video Interview e. All three 19. Is the recruitment process different for different grades of employees? Yes d. Any 2 (then tick those two) b. 11 20 mins c. 21 30 mins d.
No 20. In selection process, do you think innovative techniques (like stress level test, psychometrics test) should be adopted? a. Fully d. very little b. To a great extent e. Not at all c. To some extent
21. What type of tests is conducted for you in selection process? Middle level a. b. c. d. e. Psychometric test Aptitude test Technical ability test Performance test/work sample test Other (Pls specify) Junior Level
22. Do you feel the recruitment and selection practices presently being followed by Datanotic Internationalshould be modified?
Yes No To some extent 23. According to you what percentage of companies are using the E-recruitment? a. <30% b. 31 50% c. 51 70 d. > 71%
24. Do you agree that following factors must be considered while selecting a candidate?
FACTORS
OPTIONS
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
1. Good Educational Qualification 2. Technical skill requirements 3. Work experience 4. Good intellectual potential 5. English fluency
25. Rank the following according to importance given while recruiting employees? [Kindly put the rank 1 for the most important attribute, NA (Not Applicable) for the attribute(S) that are taken into consideration for that particular level] Junior Level 1. 2. 3. 4. 5. Qualification Experience Communication Leadership Qualities Others (Please Specify) Middle Level
26. Did you fully know about the company policies before joined in this company? a) Yes b) No 27. Rank the Job Portals in India? [1 - Top, 7- Low] Naukri Times Job -
Monster Job Street
Click in Jobs Facebook Other -
28. Do they collect candidate feedback after the recruitment process? a) Yes b) No 29. According to you potential candidates in the organization are generated through the following recruitment sources: Strongly Disagree Strongly Agree
FACTORS
OPTIONS
Disagree
Neutral
Agree
1. Direct Applicants 2. Placement consultants 3. Job Portals 4. Employee referrals 5. Through temporary 6. Head hunting (Search of employees from competitors company) 7. Body shopping (Hiring cheaper employees from other country) 8. Any other sources (Please specify) 30. How do you rate our companys recruitment and selection procedure? a) Excellent b) Very good c) Good d) Satisfactory e) Unsatisfactory
31. Suggest some of the methods that can be used for effective recruitment and selection.

A Study On Recruitment and Selection Process - Datanotic

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A STUDY ON RECRUITMENT AND SELECTION PROCESS TOWARDS DATANOTIC INTERNATIONAL

22(i) 22(ii) 22(iii) 22(iv) 22(v) 23(i)

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : EXPERIENCE

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : COMMUNICATION

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES 54 55

23(v) MIDDLE LEVEL 23(vi)

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : QUALIFICATION

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : EXPERIENCE

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : COMMUNICATION

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES

24 25(i) 25(ii) 25(iii) 25(iv) 25(v) 25(vi) 26 27(i)

POTENTIAL CANDIDTE ARE GENERATED THROUGH : PLACEMENT CONSULTANT

POTENTIAL CANDIDTE ARE GENERATED THROUGH : JOB PORTALS

POTENTIAL CANDIDTE ARE GENERATED THROUGH : EMPLOYEE REFERRALS

POTENTIAL CANDIDTE ARE GENERATED THROUGH : HEAD HUNTING

POTENTIAL CANDIDTE ARE GENERATED THROUGH : BODY SHOPPING

RATING OF COMPANIES RECRUITMENT AND SELECTION PROCESS

22(i) 22(ii) 22(iii) 22(iv) 22(v) 23(i)

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : EXPERIENCE

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : COMMUNICATION

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES 54 55

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES :

POTENTIAL CANDIDTE ARE GENERATED THROUGH : HEAD HUNTING

POTENTIAL CANDIDTE ARE GENERATED THROUGH : BODY SHOPPING

RATING OF COMPANIES RECRUITMENT AND SELECTION PROCESS

Our Basic Objective is:-

1. Project Title Software Environment

: PDF image conversion to Test with Double Column Alignment.

2. Project Title Software Environment Description of Work

3. E-Publishing 4. Project Title Software Environment Description of Work

5. Form Filling Project Software Environment

: Source from US : MS Office

Data Transcription Software Environment Description of Work

: PDF to DOC : MS Excel : Data Typing

Form Filling Project Software Environment Description of Jobs

: Mutual Funds Form Banks : FoxPro : Data Entry and QC

Steps in selection procedure:

RESEARCH METHODOLOGY RESEARCH AN OVERVIEW:

TOOLS FOR DATA ANALYSIS PERCENTAGE ANALYSIS:

WEIGHTED AVERAGE METHOD:

TWO WAY ANOVA

Source of Variation Between Columns

Sum of Squares SSC

Mean Square MSC=SSC/c-1

Fc=MSE/MSC Between Rows SSR r-1 MSR=SSR/r-1

MSE= SSE/ N-c-r+1

NEED FOR THE STUDY

OBJECTIVES PRIMARY OBJECTIVE:

SCOPE OF THE STUDY

LIMITATIONS OF THE STUDY

DATA ANALYSIS PERCENTAGE ANALYSIS TABLE 1: GENDER

GENDER MALE FEMALE

PERCENTAGE 33.1 66.9

TABLE 2: AGE OF RESPONDENTS AGE 21-30 FREQUENCY 54 PERCENTAGE 36

31-40 41-50 51-60 >61 TOTAL

24.7 17.3 12.4 9.6 100

CHART 2: AGE OF RESPONDENTS

TABLE 3: MARITAL STATUS OF THE RESPONDENTS

MARITAL STATUS SINGLE MARRIED TOTAL

FREQUENCY 41 104 145

PERCENTAGE 28.3 71.7 100

CHART 3: MARITAL STATUS OF THE RESPONDENTS

80 60 40 20 0 SINGLE MARRIED 28.3 71.7