The project is the outcome of the successful observation of the Recruitment Life Cycle at Nextus Solutions, Vadgaon Sheri, Pune. I have observed and experience the recruitment process and added a fruitful experience. The study at Nextus Solutions (a recruitment firm) is includes the following: Recruitment: It includes the study of introduction of recruitment which gives the detail concept of recruitment. It also includes the need of recruitment, purpose & importance of recruitment, factors affecting recruitment, sources of recruitment, Recruitment Life Cycle etc.
Objectives of the study: The objective of my study is to understand and critically analyze the recruitment life cycle of Nextus Solutions. Scope of the Study: This project work helps to get the practical knowledge in employee hiring. This study helps to find out problem and their solutions. Research Methodology: For the study of Recruitment Life Cycle I have used the descriptive research design (observation method). Data analysis And Interpretation: The study of recruitment cycle is done by the observation method.
Hence the analysis and interpretation is based on the observed factors of the recruitment process at a recruitment firm. Findings: The findings of the study are based on the analysis done by the observation technique used for data analysis and interpretation. Suggestions: Based on the complete recruitment cycle and after keen observation of the process few suggestions are made by me for the improvement of the firm to make the effective closures. Conclusion: I have learned the actual recruitment process and analysed the process.
I have also made a few observations and findings based on the analysis. I have also recommended few suggestions in order for the development of the recruitment process. It was a very good learning experience at Nextus Solutions, which would help me in my future career as a student of Management. Executive Summary The project is the outcome of the successful observation of Recruitment Life Cycle at Nextus Solutions, Vadgaon Sheri, Pune. The duration of internship is from 11th July, 2012 to 18th Sep. 2012. I have observed and experience the recruitment process and added a fruitful experience.
The study at Nextus Solutions (a recruitment firm) includes the theoretical background of recruitment firms, recruitment life cycle, objectives of the study, scope of the study, research methodology, data analysis and interpretation, findings, suggestions, conclusion etc. For the study of Recruitment Life Cycle I have used the descriptive research design (observation method). This project helps to get the practical knowledge in employee hiring. Based on the complete recruitment cycle and after keen observation of the process few suggestions are made by me for the improvement of the firm to make the effective closures.
I have learned the actual recruitment process and analysed the process. I have also made a few observations and findings based on the analysis. I have also recommended few suggestions in order for the development of the recruitment process. It was a very good learning experience at Nextus Solutions, which would help me in my future career as a student of Management. 1. INTRODUCTION Recruitment Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning.
Recruitment is the art of discovering and procuring potential applicants for actual and anticipated organizational vacancies. Accordingly, the purpose of recruitment is to locate sources of manpower to meet job requirement and job specification. The recruitment industry has five types of agencies: employment agencies, recruitment websites and job search engines, “head hunters” for nexecutive and professional recruitment, niche agencies which specialize in a pok articular area of staffing and in-house recruitment.
The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews. CONCEPT OF RECRUITMENT As Yoder and others point out: “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. ” Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Need of Recruitment Recruitment needs are of three types: * Planned: The needs arising from changes in organization and retirement policy. * Anticipated: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. * Unexpected: Resignation, deaths, accidents, illness give rise to unexpected needs. Recruitment firms help their clients to deal with all such critical times of recruitment providing the best candidate at the least time. PURPOSE AND IMPORTANCE
The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: 1. Determine the present and future requirements of the firm in conjunction with its personnel-planning and job-analysis activities. 2. Recruitment is the process which links the employers with the employees. 3. Increase the pool of job candidates at minimum cost. 4. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. 5.
Help reduce the probability that job applicants, once recruited and selected, will leave the organisation only after a short period of time. 6. Meet the organisation’s legal and social obligations regarding the composition of its workforce. 7. Begin identifying and preparing potential job applicants who will be appropriate candidates. 8. Increase organisational and individual effectiveness in the short term and long term. 9. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. FACTORS AFFECTING RECRUITMENT External factors| Supply and demand * Unemployment rate * Labour market * Political-legal-social environment * Competitors * Image/Goodwill| Internal factors| * Recruitment policy * Human resource planning * Size of the firm * Cost of recruitment * Growth and expansion| * External factors affecting Recruitment: 1. Supply and Demand: The availability of manpower both within and outside the organisation is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company ill have to depend upon internal sources by providing them special training and development. 2. Unemployment rate: One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment. 3. Labour Market: Employment conditions in the community where the organisation is located will influence the recruiting efforts of the organisation.
If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. 4. Political-Social-Legal Environment: Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc.
Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources. 5. Competitors: The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors. 6. Image/Goodwill:
Image of the employer can work as a potential constraint for recruitment. An organisation with positive image and goodwill as an employer finds it easier to attract and retain employees than an organisation with negative image. Image of a company is based on what organisation does and affected by industry. * Internal Factors Affecting recruitment: 1. Recruitment Policy: One such internal factor is the recruitment policy of the organisation. Most firms have a policy on recruiting internally (from own employees) or externally (from outside the organisation).
Generally, the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organisation’s culture. 2. Human Resource Planning: Effective human resource planning helps in determining the gaps present in the existing manpower of the organisation. It also helps in determining the number of employees to be recruited and what qualification they must possess. 3. Size of the firm: Size is another internal factor having its influence on the recruitment process.
If the organisation is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. 4. Cost of Recruitment: Recruitment incur cost to the employer, therefore, organisations try to employ that source of recruitment which will bear a lower cost of recruitment to the organisation for each candidate. 5. Growth and Expansion: An organisation registering growth and expansion will have more recruiting on hand than the one which finds its fortunes declining. Sources of Recruitment
Every organisation has the option of choosing the candidates for its recruitment process from two kinds of sources: internal and external. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruiting candidates from all the other sources (like outsourcing agencies etc. ) are known as external sources of recruitment. SOURCES OF RECRUITMENT * Internal Sources of Recruitment: 1. Transfers: The employees are transferred from one department to another according to their efficiency and experience. . Promotions: The employees are promoted from one department to another with benefits and greater responsibility based on efficiency and experience. 3. Upgrading and Demotion: Upgrading and demotion of present employees according to their performance. 4. Retired and retrenched employee: It may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures. 5.
Dependent and relatives of deceased employees and disabled employees: These are also done by many companies so that the members of the family do not become dependent on the mercy of others. * External Sources of Recruitment: 1. Press advertisements: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. Educational Institutes: Various management institutes, engineering colleges, medical colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. hey provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. Placement Agencies: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing). 4. Employment Exchange: Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. . Labour Contractors: Manual workers can be recruited through contractors who maintain close contacts with the source of such workers. This source is used to recruit labour for construction jobs. 6. Employee Referrals/ Recommendations: Many organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also the office bearers of trade unions are often aware of the suitability of candidates. Recruitment Management can inquire these leaders for suitable jobs.
In some organisations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 7. Recruitment at Factory Gate: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies. Recruitment Life Cycle Recruitment Life Cycle is a complete process of recruitment such as: 1. Recruitment Advertising: Posting jobs, marketing an employer website or other “push” methods of generating candidate interest. 2. Sourcing or Recruiting:
The process of finding qualified candidates through any variety of means, including company databases and applicant tracking systems, online job boards, Internet searches, career fairs, etc. Any method that actively “pulls” a candidate to become an interested applicant. 3. Selection and screening: The process of interviewing, assessing, testing, and screening individuals. 4. Negotiation and Job Offers: The process of offering a candidate the job, describing the available benefits, and walking them through what their job would entail and the job description and title. 5. Onboarding: The process of bringing new hires into the company.
The recruiting and Human Resources team may or may not be involved with this aspect of the process. Onboarding involves set-up, setting expectations, introductions, and follow-up. HR Challenges in Recruitment Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals – handling the recruitment function of the organization- are constantly facing new challenges.
The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function-Recruitment. They have to face and conquer various challenges to find the best candidates for their organizations.
The major challenges faced by the HR in recruitment are: 1. Adaptability to globalization : The HR professionals are expected and required to keep in tune with the changing times, i. e. the changes taking place across the globe. HR should maintain the timeliness of the process 2. Lack of motivation : Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. 3. Process analysis : The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment.
The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. 4. Strategic prioritization : The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. Recent Trends in Recruitment The following trends are being seen in recruitment: 1. Outsourcing: In India, the HR processes are being outsourced from more than a decade now.
A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services. | Advantages of outsourcing are: 1. Company need not plan for human resources much in advance. . Value creation, operational flexibility and competitive advantage 3. turning the management’s focus to strategic level processes of HRM 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time. | 2. Poaching/raiding: “Buying talent” (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry.
A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. 3. E-recruitment: Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment process.
They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i. e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirement. 4. Advantages of recruitment are: 1. Low cost. 2. No intermediaries 3. Reduction in time for recruitment. 4. Recruitment of right type of people. 5. Efficiency of recruitment process Recruitment Practices in India The different sources for recruitment in India have been classified thus: i. Within the organisation; ii. Badli or temporary workers; ii. Employment agencies; iv. Casual callers; v. Applicants introduced by friends and relatives in the organisation; vi. Advertisements; vii. Labour contractors; viii. Educational Training Institutes. According to a survey of public and private sector employees by Prof. Basavaraj, the following methods were used to recruit employees. a. In the public sector (steel units), the major sources of recruitment in order of preferences are: i. Casual callers or employment seekers; ii. Newspaper Advertisements; iii. Employment Exchanges; iv. Other public undertakings; v. Internal advertisement; vi. Displaced persons; vii.
Relative and friends; viii. Employee recommendations; and ix. Institutions. In the public sector (heavy engineering), the sources for non-supervisory staff are: i. Employment Exchanges; ii. External advertisements; iii. Internal advertisements; iv. Central training institute; v. Introduction by the liaison officer of a corporation; vi. Deputation personnel; and vii. Transfers from other public undertakings. b. In the private sector, the survey disclosed that the procedures, through formulated, were not institutionalised in character. In some organisation, preference was given to sons and relatives of employees and to local people.
In order of preferences, the major sources are: i. Advertisements; ii. Educational Institutions; iii. Relatives and friends; iv. Database in the company; v. Employee recommendations; vi. Company recruitment; vii. Recruiting agencies. 2. OBJECTIVES Objectives of the Study The objective of my study is to understand and critically analyze the recruitment life cycle of Nextus Solutions. 1. To analyse the current recruitment process. 2. To study the effectiveness of the job portals for candidates search. 3. To find out, how the use of portals simplify the recruiters search for candidates. 4. To understand the recruiters satisfaction at work. . SCOPE Scope of the Study The scope of the study as per the learning at a recruitment firm is as follow: * This study will help to get the practical knowledge in employee hiring. * Recruitment process gives a wide insight about the organization’s need. * Job description helps us to understand the company requirement for a particular position. * Although the requirement process is a tedious, it helps the organization to find the right employee for longer duration. * To understand the availability of job in the market scenario. 4. RESEARCH METHODOLOGY Research Methodology Title of the Study:
A study of Recruitment Life Cycle of Nextus Solutions recruitment firm. Introduction: Research is a systematic process of collecting ;amp; analyzing information (data) in order to increase our knowledge ;amp; understanding of phenomenon about which we are concerned. According to Kerlinger, “Research is a systematic, controlled, commercial and critical investigation of hypothetical propositions about the presumed relations among natural phenomenon. Research Design: It is a working plan prepared by a researcher before actually starting his/her research work. It act as a guide and for the researcher to work step by step.
I have used the descriptive research design. In the descriptive research design data are collected by using one or more appropriate methods like: Observation, interviewing and mail questionnaire. I have used questionnaire method for collecting data. Data Sources: Data mainly collected from two sources, those are: 1. Primary Sources 2. Secondary Sources 1. Primary Data: Primary data is the data which is collected by the researcher directly from his/her own observations and experiences. Here the data is collected from the live working in the recruitment process and communicating with the consultants. . Secondary Data: Those which have already been collected and analysed by someone else. There are various sources of secondary data like research through Internet, Journals, News papers, books, magazines, government publications, research reports in universities, companies database etc. I have used the secondary sources like internet, books, company database etc. Method used for data collection: The data is collected through semi-structured interview method. The Questionnaire is designed in such a way to generate information related to recruitment process. Limitations of the Project The duration of 60 days is not sufficient for the detailed study of the research. * Some data due to the purpose of secrecy was not disclosed. * Employees were hesitating to tell the true answer as they were anxious that some action the management will take against them. * Nextus Solutions provides the recruitment services throughout country, but as a trainee I got the opportunity to do recruitment only in Maharashtra region. 5. Company Information Company Profile Year of Establishment: August 2008 Nature of Business: Service Provider Number of Employees: 26 to 50 People
NEXTUS SOLUTIONS is a professionally managed organization engaged in offering highly acclaimed consulting, Training and Placement. With their in- depth expertise and rich experience in the field of domestic as well as international level, They have been serving aspiring candidates and organizations in the most professional way. They have excellent support of varied resources for meeting the needs of the clients and candidates as per their exact requirements. NEXTUS SOLUTIONS will lead you on a journey of self-discovery that will help you answer the questions for yourself.
NEXTUS SOLUTIONS brings in their own, proprietary methodologies/ frameworks to assist you to identify the problems, and guides you to solutions and ultimately find an effective or efficient way of performing tasks. The expertise team at Nextus Solutions can also provide services like – organizational change management, Developing Training skills, Technology Implementation, Strategy Development, Business Development, Stress Management, Parent-Child counselling, Career counselling, One place to find solution to your Professional Life. Motto Success simplified with NEXTUS….. Aim * To delight their clients with the consultancy’s efficient services and at the same time ensure that they take away all the recruiting hassles of their clients. Vision * To emerge as a centre of excellence in placement consultancy and related services. Services | * Consulting: It is not only service arrangements that have changed. As a society, they are less deferential and feel that everyone is entitled to the best possible care. The most expert person in the team is the consultant [NEXTUS SOLUTIONS] that everybody wants to see.
If they listen to their clients, they hear that they have similar expectations. * Consulting Business Development: The importance of a business plan is often overlooked after the business has started or has been established. One must take note that the business plan offers a path that you must follow to achieve success in your business. It must be followed to make sure that you are doing the right thing. Without a guide, you might keep on repeating things over and over which may result to the slowing down of reaching a certain goal. * Consulting Stress Management:
In the past decade, the news headlines have definitely made it clear that the need for stress management should be one of the top agendas in modern day society. The rages alone such as Road Rage and the trends of violent acts in life today prove a lot of it well. Living today is a lot tougher than it was even in the days of the great depression. It’s been coming out in many ways such as all time occurrences of stomach and intestinal ulcers, sleep disorders, Insomnia etc. are growing in leaps and bounds. Today stress management is important in everyone’s lives. It’s necessary for long happy lives with less trouble that will come about.
There are many ways to deal with stress ranging from the dealing with the causes of stress to simply burning off its effects. * Other products & services they offer: * Consultancy Services * IT Services| | PLACEMENT NEXTUS SOLUTIONS is one of the India’s fastest growing Manpower, placement consultancy services for qualified, experienced and fresher’s too for right job placement. They have been providing eminent corporate, with the best professionals to suit every possible vacancy and have, in turn, acquired an enviable reputation of fastest growing consultancy, Training and placement company.
They are global recruitment agency having globally interlinked professionals with extensive understanding of the various aspects of multinational and local companies and industry’s specific demands. Their entrepppreneurial creativity makes them the India’s premier executive recruitment and selection organization to serve clients all across the India and internationally. NEXTUS SOLUTIONS is a business and process driven company, seeks to offer Talent building resources to strengthen organizational skill sets and employment relationships.
Placing talented people in the right positions is the key to attaining outstanding business and career development. They keep abreast of the rapid developments that take place in the corporate arena and constantly review to upgrade themselves to tackle these developments in the most effective manner. They specialize in the search and recruitment of top-notch professionals at junior, middle and senior management levels across the broad range of industries at domestic and globally.
They understand their clients business and corporate ethos by building long-term relationships with the clients, taking time and care to understand their strategies and goals as well as their recruitment needs. Essentially, the aim is to delight their clients with the consultancy’s efficient services and at the same time ensure that they take away all the recruiting hassles of their clients. IMPORTANCE OF RECRUITMENT FIRM Hunting a good candidate for a Companies or search for a potential candidate has become the order of the day. Earlier the Industries ere dependent on internal employees. However, at present, millions of people are using job portals and recruitment firms to bag their dream job or hire a suitable applicant. While the job aspirant get hold of the most lucrative job opportunities with the help of Job Consultancies, the employers make sure that they got the best possible individual with the help of these Consultancies , employment sites, or job centre. As the trend of recruitment-outsourcing is getting popular day by day, each industry is compelled to try their luck from the Recruitments Firm.
Recruitment Firm plays a very vital role in the job market and function as a bridge between recruiters and job seekers. Software, IT, management, pharmacy and finance companies were the sole Dependent on Recruitments firm for getting competent employees earlier; however, as time progresses, employers from all other sectors started Hiring Recruitment Firm by Memorandum of understanding or Contracting. There are certain things, which make Recruitment Firms an ideal place for complete hiring and recruiting process. Recruiters can hire employees as per their requirement.
Other reasons are: * It gives you a wide range of selection. * Better scope of choice. * It increases the chances that business would be able to recruit the skills that it needs. * Outsourcing the recruitment process helps reducing the recruitment costs up to considerable percentages. * Beneficial for both corporate organizations and candidates. * Optimal resource utilization. Why Nextus They assist recruitment and make it easier for their clients to achieve their goals at a great value proposition with Nextus innovative thought process.
They do not look recruitment in isolation, they believe that people must match company’s not just job, hence consultancy first understand the complexities of their client’s culture. This leads to increase in Nextus client’s productivity, improve retention and minimize the recruitment cost. There in-house recruitment team ensures that they meet client requirements on continuous and long term basis. * Provides ‘live wire’ workforce against any demanding time schedule. * Driven by strong ethics and integrity. * Winning unshakable clients’ loyalty and patronage.
Gained reputation from the aspirants as their “Career Partner”. * Securing right candidates through modern scientific screening methodologies. * Efficient back office services to meet the clients’ exclusive requirements. * Ensured quality and confidentiality in recruitment. Process of Recruitment NEXTUS SOLUTIONS has gained a considerable network of contacts and a database of quality Candidates, which has been generated through networking, referrals and advertising across a wide range of media. Their strength lies in their pool of candidates in the local market.
When contacted by a client for a vacancy, their experts study the job specifications in detail and formulate strategies to search for right candidate. The candidates are searched via well segregated and codified data bank, Advertisements through media, various portal search engines legally, Aggressive field network, Scrutinizing the data bank. Candidates are called for a preliminary interview in order to ascertain the capabilities of the candidate as per details furnished by them in the CV’s. They will brief the candidate about the career prospects, about the company and job profile in detail.
Credentials of the candidates are reconfirmed. CV’s of the candidates short listed by them are sent to the client for interview and selection. Their ability to attract the best talent has enabled them in achieving great heights, which has made them today – among the leading placement company of India. Equipped with newest technological advancements and techniques, they provide extensive quality assurance in consultancy passion to serve the clients. Their vision is to emerge as a centre of excellence in placement consultancy and related services. Typical work activities of Recruiter
A recruitment consultant’s role is demanding and diverse and involves: * using sales, business development, marketing techniques and networking in order to attract business from client companies; * working towards targets that may relate to the number of candidates placed, a value to be billed to clients or business leads generated; * building relationships with clients; * developing a good understanding of client companies, their industry, what they do and their work culture and environment; * advertising vacancies appropriately by drafting and placing adverts in a wide range of media, e. g. newspapers, websites, magazines; * using social media to advertise positions, attract candidates and build relationships with candidates and employers; * headhunting – identifying and approaching suitable candidates who may already be in work; * using candidate databases to find the right person for the client’s vacancy; * receiving and reviewing applications, managing interviews and creating a shortlist of candidates; * requesting references and checking the suitability of applicants before submitting their details to the client; * briefing the candidate about the responsibilities, salary and benefits of the job in question; * preparing CVs and correspondence to forward to clients in respect of suitable applicants; * organising interviews for candidates as requested by the client; * informing candidates about the results of their interviews; * negotiating pay and salary rates and finalising arrangements between client and candidates; * offering advice to both clients and candidates on pay rates, training and career progression; * reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programmes. 6. Data Analysis and Interpretation Q. 1 What is your opinion about current recruitment process? Table-1: Particular| Number of Employees| Efficient| 10| Lengthy| 7| Not Lengthy| 8| Total| 25| Chart No. 1 Interpretation: According to this graph recruitment process is efficient. From the above information received by the respondents we can say that current recruitment & selection process is efficient, because out of 25 employees 10 employees give positive response. Q. 2) What are the hiring sources of the firm? Table -2| Particular| Number of Employees| | | | Job Portals| 13| | | | Advertising| 5| | | | Walk-In Interview| 7| | | | Total| 25| | | Chart No. -2 Interpretation: From the above information received by the respondents we can say that portal is the more efficient for the recruitment of candidates. From job portal we can get more option for candidates. Q. 3) Are you satisfied with the process of recruitment in Nextus Solutions? Table-3:| | Particular| Number of Employees| | | | | | | | Yes| 20| | | | | | | | No| 5| | | | | | | | Total| 25| | | | | | | Chart No. 3 Interpretation: From the above observation it can be seen that the majority of the respondents select the first option. 0% of employees feel that the process of recruitment is good & transparent. According to this we can say that they are satisfied with the process of recruitment in Nextus Solutions. Q. 4) Did the Nextus Solutions meet your expectation? Table – 4:| | Particular| Number of Employees| | | | | | Yes| 15| | | | | | No| 10| | | | | | Total| 25| | | | | Chart No. 4 Interpretation: From this pie chart we can conclude that the employees expectations are fulfilled by Nextus solutions. Q. 5) Do you think job description is critical for recruitment process? Table-5:| | Particular| Number of Employees| | | | | | | Yes| 18| | | | | | | No| 7| | | | | | | Total| 25| | | | | | Chart No. 5 Interpretation:
According to this pie chart, 72% employees think that job description is a difficult task in recruitment process. While 28% employees thinks job description is not difficult. Q. 6) Are the job portals essential for the candidates selection? Table-6:| | Particular| Number of Employees| | | | | | | Yes| 15| | | | | | | No| 10| | | | | | | Total| 25| | | | | | Chart No. 6 Interpretation: From the above response I think the job portals are essential for the candidate’s selection, because more than 50% of employees select the first option. Q. 7) How long have you been working with Nextus Solutions? Table-7: Particular| Number of Employees| 0-1years| 5| 1-2 years| 8| 2-4 years| 12| Total| 25| Chart No. 7 Interpretation:
From this graph we can interpret that there are more than 12 employees are working with Nextus Solutions from last 2-4years. Q. 8) From which job portal you get more eligible candidates? Table-8: Particular| Number of Employees| Monster| 7| Naukri. com| 10| Times jobs India| 8| Total| 25| Chart No. 8 Interpretation: From above observation the Nextus Solutions mostly use the Naukri. com for selection of candidate. 7. FINDINGS AND OBSERVATIONS Findings As per the survey conducted with the employees of Nextus solution, based on the questionnaire the following observations and findings are made. * It is observed that the portals are the best source for finding right candidates * Recruitment firms generally have a fixed client based for fixed positions e. g.
Recruitment firm recruiting only for Banking &Insurance, BPO, KPO IT sector etc * Candidates approach towards Interview are generally observed casual * Although the recruiter empowers the best effort in candidates search, attitude of the candidates creates flaw in the process. * Candidates likening and willingness plays a great role in closure of the recruitment process * Job description is difficult to understand but also very essential for Recruitment process * Candidate’s record keeping is beneficial for organization 8. SUGGESTION/ RECOMMENDATIONS Suggestions/Recommendations 1. The recruiter should be provided with clear and precise job description 2.
The recruiter must have good communication, convincing ability etc. 3. The recruiter must be trained to utilize the available resources effectively. 4. It is very essential for recruiting firm to maintain good relations with the client, in order to make good business of the firm. 5. The recruitment consultant is someone who is determinative, focused, and able to create opportunities for candidates, works harder and smarter than competitors and continually set and achieve higher standards 6. Giving a detailed job description and job specifications in the job postings to attract desired candidates with the right skill sets 9. CONCLUSION Conclusion ]
Nextus Solution Consultants is a four year old recruitment firm, and it is a trusted name in the world of recruitment consultants, since they have a wide range of clients who trust them for senior and crucial positions, they take special efforts to understand the client requirements precisely and therefore they are dealing very well with time management on each position they work also they have a structural and professional approach towards business which will take them to heights in near future. 10. ANNEXURE Questionnaire 1. How long have you been working with Nextus Solutions Consultancy? a) 0-1 years b) 1-2 years c) 2-4 years 2. What is your opinion about current recruitment process? a) Efficient b) Lengthy c) Not Lengthy 3. What is the hiring source of your company? a) Job Portals b) Advertising c) walk-In-Interview 4. Are the job portals essential for the candidate selection? a) Yes b) No 5. Are you satisfied with the process of recruitment in Nextus Solutions consultancy? a) Yes b) No 6. Did the Nextus Solutions meet your expectations? a) Yes b) No 7.
Do you think job description is critical for recruitment process? a) Yes b) No 8. Do you think candidate record keeping is beneficial for company? a) Yes b) No 11. BIBLIOGRAPHY & WEBLIOGRAPHY Bibliography 1. Aswathappa K. – Human Resource Management; 5th edition; Publisher- Tata McGraw Hill; Year-2008. 2. C. B. Mamoria & S. V. Gankar- Human Resource Management; 8th edition; Publisher- Himalaya Publishing House; Year-2008. 3. C. R. Kothari – Research Methodology; 2nd edition; Publisher-New Age International Publisher. 4. P. Jyothi & D. N. Venkatesh-Human Resource Management. Website * www. nextussolutions. com * www. ukessays. com * www. smcrpo. com * www. chillibreeze. com