MBA SUMMER INTERNSHIP REPORT
ON
RECRUITMENT AND SELECTION
AT HINDUSTAN TIMES MEDIA LTD. (104 FEVER FM)
Submitted in Partial fulfillment of the requirement for the award of the Degree of Master of Business Administration.
Name of the Candidate : Tarika Gupta
Reg. No. : 09P35H0050
Name of the Specialization : Human Resource
Partner Institution :IBMR Business School
Under the guidance of
Ms. Shikha Bhatia
( Senior Faculty HR)
Centre for Participatory and Online ProgrammesBharathiar UniversityCoimbatore – 641 046
DECLARATION
I hereby declare that this project work titled RECRUITMENT AND SELECTION is a record of
Original work done by me under the guidance of Puja Sharma, HR Manager, HTML, Delhi and
that this project work has not formed the basis for the award of any Degree/Diploma/Associate
ship/Fellowship or similar title to any candidate of any University.
Signature of the candidate
Name:
Result:
Course with Specialization:
Date:
Counter signed by
Signature of the Guide
(With seal)
ACKNOWLEDGEMENT
I owe a great many thanks to many people who helped and supported me during this project.
First and foremost, I would like to thank my supervisor, Ms. Puja Sharma (HR Manager) who found
time in a very tight schedule to give me HR related tasks, monitor my performance and give her
valuable guidance and advice time to time during the internship. Her passion for HR has really inspired
me. I am also deeply grateful for her advice, encouragement and patience throughout the internship.
Without her patience, support and direction this report would not have been valuable.
I would like to thank Ms. Natasha Bhalla ( Assistant HR Manager) for her backing, attention,
encouragement and valuable time. I am very much benefited from her professional and personal advice.
Most importantly I would like thank my mentor and guide Ms. Shikha Bhatia (Faculty HR) for guiding
and steering me through the difficulties faced by me in the preparation of my project report.
And I am sincerely indebted to all my teachers and friends whose unending support and help was
throughout with me for making this project,
I am truly grateful to all of them.
.
EXECUTIVE SUMMARY
Success of every business enterprise depends on its human resource. Finding the right man for the job
and developing him into a valuable resource is an indispensable requirement of every organization.
Proper recruitment helps the line managers to work most effectively in accomplishing the primary
objective of the enterprise. In order to harness the human energies in the service or organizational goals,
every HR manager is expected to pay proper attention to recruitment and selection activities in an
organization. Thus, personnel functions, recruitment and selection, when carried out properly, would
enable the organization to hire and retain the services of the best brains in the market. The world's best
companies have established their strength with their people. The employees identify themselves with the
company they are working for. This also helps in building up their spirit, morale and e spirit-de-cops
which becomes strength of the company
There are certain ways that are to be followed by every organization, which ensures that it has right
number and kind of people, at the right place and right time, so that organization can achieve its planned
objective. The project covers introduction of Recruitment and Selection, Purpose and Importance of
Recruitment, Sources of Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to
make the Recruitment Process more effective. It also includes the challenges faced by HR in recruitment
process and the recent trends in recruitment process
CONTENTS
Chapter 1. INTRODUCTION TO HINDUSTAN TIMES MEDIA LTD. 1-7
1.1 Introduction……………………………………………………………………………………1
1.2 History ………………………………………………………………………………………...4
1.3 Values…………………………………………………………………………………………5
1.4 Vision………………………………………………………………………………………….6
1.5 Partners………………………………………………………………………………………..6
Chapter 2. INTRODUCTION TO RADIO INDUSTRY 8-30
2.1 Radio Industry…………………………………………………………………………………9
2.2 104 Fever FM………………………………………………………………………………10
2.3 Organizational Structure of 104 Fever FM…………………………………………………..11
Chapter 3. RECRUITMENT 21-30
3.1 Introduction and Meaning……………………………………………………………………22
3.2 Objectives of Recruitment…………………………………………………………………...23
3.3 Methods of Recruitment/…………………………………………………………………….24
3.4 Sources of Recruitment………………………………………………………………………26
3.5 Factors Affecting Recruitment……………………………………………………………….29
3.6 Philosophies Of Recruitment………………………………………………………………...30
3.7 Factors necessary for Recruitment Policy……………………………………………………30
Chapter 4. SELECTION 41-44
4.1 Introduction and Meaning…………………………………………………………………....42
4.2 Barriers to Selection………………………………………………………………………….43
4.3 Essential of Selection………………………………………………………………………...44
4.4 Factors Affecting Selection…………………………………………………………………..44
Chapter 5. RECRUITMENT AND SELECTION PROCESS AT 104 FEVER
45-52
5.1 Steps involved in process……………………………………………………..46
Chapter 6. RESEARCH METHODOLOGY, ANNALYSIS, INTERPRETATION
& SUGGESTIONS 53-64
6.1 Introduction…………………………………………………………………………………54
6.2 Analysis and Interpretation………………………………………………………................55
6.3 Suggestion and Recommendation ………………………………………………................65
6.4 Learnings & Experiences………………………………………………………… ……....67
6.5 Conclusion………………………………………………………………………………….68
BIBLIOGRAPHY …………………………………………………………………………….69
ANNEXURES …………………………………………………………………………………70.
CHAPTER 1
INTRODUCTION
TO
HINDUSTAN TIMES MEDIA LTD
INTRODUCTION TO HINDUSTAN TIMES MEDIA LTd.
HT Media found its beginning in 1924 when its flagship newspaper, Hindustan Times was inaugurated
by Mahatma Gandhi. HT Media (BSE, NSE) has today grown to become one of India's largest media
companies.
Produced by an editorial team known for its quality, innovation and integrity, Hindustan Times (English
newspaper) and Hindustan (Hindi newspaper through a subsidiary Hindustan Media Ventures Limited),
have a combined daily readership base of 12.7 million (based on round 2 of Indian Readership Survey
2009) to their credit. Both dailies enjoy a strong brand recognition among readers as well as advertisers.
To cater to the large readership base, HT Media operates 19 printing facilities across India with an
installed capacity of 1.5 million copies per hour.
In addition to Hindustan Times, HT Media also publishes a national business newspaper, Mint. Mint is a
one-of-its-kind newspaper in the sense that the company has an exclusive agreement with the Wall
Street Journal to publish Journal-branded news and information in India. Mint is today the second-
largest business newspaper in India with presence in the key markets of Delhi, Mumbai, Chennai,
Bengaluru, Chandigarh, Pune, Kolkata and now Ahmedabad too.
HT Media has also made its foray into electronic media. Diversifying its ambit of operations, the
company in a consulting partnership with Virgin Radio, has launched the FM radio channel - Fever 104.
Currently available in Delhi, Mumbai, Bengaluru and Kolkata, Fever 104 has established a strong
presence as being one of the most vibrant channels on air. In a short span, the channel's rise has been
meteoric considering its position in Mumbai and Bengaluru at No. 1 and in Delhi as the No. 2 station on
the popularity charts.
Internet businesses of HT Media incorporated under Firefly e-ventures, operate leading web
portals Hindustantimes.com and livemint.com in the general and business news categories respectively.
The company's job portal Shine.com which has received high appreciation from consumers and industry
for its innovative design and usability crossed 5 million registrations. Desimartini.com - a social
networking site is growing phenomenally. The company has recently launched an
education portal www.HTCampus.com aimed at students passing out of school and college to help them
to take the right decision about their higher education.
HT Media reported FY 2010 total annual revenue grew by 5% to reach Rs. 1,454 crore. The
circulation revenue posted a robust growth of 19% on account of improved cover price realisation and
increased circulation. The advertisement revenue recorded a modest growth of 1%. Reflecting an
increased acceptance amongst advertisers, the advertising volumes increased by 17%. Radio vertical
outscored others by posting a healthy revenue growth of 52%, taking its revenue to Rs. 43 crore. Riding
on the improved ad volumes and realisations, the Radio business turned EBITDA positive in the fourth
quarter of FY 10.
HISTORY OF HINDUSTAN TIMES MEDIA LTD.
September 26, 1924
The Father of the Nation Mahatma Gandhi inaugurated the Hindustan Times newspaper.
1927
Hindustan Times, was reborn as Hindustan Times Ltd., a limited liability company.
1936
The hindi daily Hindustan was launched..
1937
Devdas Gandhi was appointed the Managing Editor of the newspaper.
1942
The Hindustan Times was one of the newspapers that stopped publishing the n for four and a half
months as it refused to accept the British imposition of censorship on all newspapers.
1947
The year India gained its freedom, was also the year Hindustan Times attained the status of being the
dominant newspaper in Delhi.
1960
The hindi literary magazine Kadambini was launched.
1964
The group started actively targeting the youth of India and launched the Nandan magazine.
1999
The Hindustan Times celebrated its platinum anniversary.
2000
With a focus on localization, five new editions for Calcutta, Bhopal, Ranchi, Chandigarh and Jaipur
were launched.
2003
The media business was de-merged and incorporated under HT Media Ltd.
2004
HT Media Ltd was listed as a public company and attracted external funding.
2005
Hindustan Times successfully entered the Mumbai market with a refreshingly new product and content
mix.
2006
Fever 104 FM is launched, in technical collaboration with the Virgin Group.Hindustan was relaunched
re-establishing the company's prominent presence in the regional news space.
2007
Mint, the business paper in partnership with the Wall Street Journal was launched in Delhi and Mumbai.
2008
Firefly e-Ventures, an HT Media Company launched its first portal for job
seekers, Shine.com; and a social networking website Desimartini.com
VALUES
HT Media – A rich heritage to live up to! Organizational values are the foundation stones on which the
organization’s image is built. These help the company realize its organizational goals and in turn
transform lives. These values are intended to infuse an infectious energy, professionalism and a sense of
true empowerment to the workplace.
The solid edifice on which HT Media stands tall today was built on high ideals and values. The
company has its roots in the independence movement in the first half of the twentieth century, a cause to
empower the nation. We are adaptive to the changing times, while remaining steadfast to the values
rooted in our culture.
Our values drive us towards our goals of expansion, diversification and excellence. These values define
our philosophy of operations, guide our important decisions and determine our commitment and
achievement.
The values personified by HT Media are:
Courage
To encourage the ability that meets opposition with skill, competence and fortitude.
Responsibility
Be accountable for results in line with the company’s objectives, strategies and values.
Empowerment
Support our people and give them the freedom to perform and to provide our readers with
information to influence their environment.
Continuous Self Renewal
Determination to constantly re-examine and re-invent ourselves for further innovation and
creativity.
People Centric
People are our greatest asset. We invest in them expect a lot and know that the rest will follow.
VISION
HT Media strives to be a visionary organization and not an organization with a vision. In our endeavour
to have a shared understanding, alignment and commitment, we have derived our company’s vision that
sets the course and empowers people to take action.
PARTNERS
Our path to success has leapt several steps more with successful alliances from the best across the globe.
These partnerships have helped us gain the best practices and technologies used by the industry leaders
and raise our benchmark to the global standards. We would continue to keep our commitment to our
consumers with the best technologies, innovations, products etc from around the world.
Burda
Red Match
Virgin
Velti
The Wall street journal
CHAPTER2
INTRODUCTION
TO
RADIO INDUSTRY
INTRODUCTION TO RADIO INDUSTRY
Radio has made a comeback in the lifestyles of Indians. Radio has the reputation of being the oldest and
the cheapest medium of entertainment in India. The radio industry has been completely reshaped by the
various private players that entered the sector after the government allowed foreign investment into the
segment and opened the licenses to the private players.
Current size: Rs 300 crore
Projected size by 2010: Rs 1,200 crore
CAGR: 32%
The Indian government has already given 338 licenses for FM radio channels in 91 big and small towns
and cities. The current size of the radio market is India is Rs 300 crores and is expected to achieve the
highest growth rate of 32 per cent in coming years. The quality of the sound and the music has improved
significantly with the emergence and use of satellite radio. The audience profile has also shifted to the
high-income group. Local advertising, lower amount of money spent by the companies to advertise on
radio is an added attractiveness for the players. All India Radio (AIR) - the national service provider
owned and operated by the Ministry of Information and Broadcasting under the Government of India - is
the largest player in the industry.
INTRODUCTION TO 104 FEVER FM
Fever 104 FM, a private radio station from HT Media Ltd, is present in the most vibrant and important
markets of India including Delhi(Since October 2006)-the national capital, Mumbai(since January
2007)-the financial nucleus, Bangalore(Since March 2007)-the technology hub and Kolkata(January
2008)-the cultural capital. Fever 104 FM has pioneered format programming in India by offering the
latest contemporary regional, national and international hits. The station stays true to its core brand
promise of “It’s all about the music” with the best quality and maximum quantity of music on-air
through its signature property of 40 minutes of non-stop music. Fever 104 has also been a trendsetter in
organizing successful listener-focused promotions. While Fever 104 FM caters to 18-34 SEC A/B
audience, its primary target audience is the 18-24 year old young adult, who is typically a college-goer
or a young professional. Fever 104 FM has established itself as a discerning, witty, innovative radio
station which seeks to bond with its listeners, through both its on and off-air tone and content. Fever 104
has also been involved in exciting and innovative concepts like Fever Jam, Music Election and the Fever
104 Concert with A.R. Rahman, thus well and truly positioning Fever 104 as the brand that’s all about
the music. Along with Fever 104 FM, HT Media also owns Hindustan Times, Mint (newspaper), and
social networking site, Desimartini.
ORGANIZATIONAL STRUCTURE AT 104 FEVER
104 Fever FM, has a broad organizational structure, with Delhi as its Head Quarter and other centres
at Mumabai, Kolkata and Bangalore.
The Organisational Structure of all the centres are as follow:
S.Keerthivasan(Business Head
Fever 104 FM)
Puja Sharma (Business Head
Events & Head HR)
Anas Wajid(National Sales Head)
Trupti Vasudev(National Marketing
Head)
Darius Sunawale
(Sales Creative)
Gaurav Sharma(Programme
Director)Station Head
KolkataNeeraj S
MumbaiKiran Murthi
BangaloreKarthi N
Delhi Neeraj C
S.Keerthivasan(Business Head )
Simona Honda(Financial Controller)
Sandeep Chopra(Assistant Manager-
Finance)
Prabhash Aggarwal(Senior Manager-
Finance)
Rajinder Sharma(Assistant Manager-Finance)
Vimal Singh(Senior Account Executive)
Finance Department
Human Resource Department
Puja Sharma(Head HR)
TBH
Natasha Bhalla(Senior Executive HR)
Traffic
Anas Abdul Wajid(National Sales Head)
Harpreet Singh(GM Commercial)
Balraj Thakur(Senior Manager)
Santosh Kumar(Assistant Manager)
Deepak Katiyar(Senior Executive)
Rajiv Verma(Executive)
Ashutosh Kumawat(Manager Traffic)
DARIUS SUNAWALA(Sales Creative Head)
DELHI MUMBAI BANGALORE KOLKATA
Adheesh Verma(Creative Supervisor)Abhishek Duggal
(Sr Copywriter)Mateen Panna(Sr Copywriter)Prashanth Belagatti
(Copywriter)Prasenjit Mukherjee
(Copywriter)
Sales Creative
Puja Sharma(Business Head-Events &
Head HR (Radio)
Abhinav Sharma(Head-Events)
S.Keerthivasan(Business Head-104)
Anand Bhardwaj(Business Head-New
Media Initiatives)
Niranjan Prakash(Planning & Intelligence)
Vivek Sethi(Activation Head-South)
Jayaram P Nair(Activation Head-West)
Rishabh Ratnu(AGM)
Abha Kidwail(Sr.Manager-Events)
Vishruti Tickoo(Sr.Manager-Events)
Sonam Gupta(Executive Trainee)
Mukul Chhatwal(Manager-Events)
Simrit Johal(Executive)
Gagan Singh(Manager-Graphic Design)
Himani Verma(Sr.Manager-Creative)
Rahul V Singh(Executive-Events)
Vijay Pereira(Senior Exec.-Events)
Events
Neeraj ChaturvediCOO - North & East
Trupti Vasudev(National Marketing Head)
Rajat Uppal (Sr.Manager)
Nidhi Jagtiani(AM - Research)
Mktg HeadMumbai(TBH)
Mktg HeadDelhi(TBH)
B’lore(Station Head Doubles Up)
Kolkata(Station Head Doubles Up)
Client Promotions
(TBH)
Station Promotions
(TBH)
Himani Kanitkar(Exec.Mktg) Shreemoyee
(Sr.Exec.)
Station + ClientsPromotions(TBH)
Sudeep Das(Exec.Mktg)
Vigyeta (Sr.Manager)
Abhishek N(Exec.Trainee)
Client Promotions
(TBH)
Aanchal(Sr.Mngr)
Divya Babbar(Exec.Mktg)
Marketing
DELHI
Programming Department
Vinay Manek(Prog. Head – N & E)
PRESENTERCREATIVE
SUPERVISORPRODUCTION
ENGINEERPRODUCERS
Paran Thakur
Tuhinanshu Chaturvedi
Darpan Sharma
Rhicha Vyas
Shruti Rekhi(Sr Producer)
Suhas Jotwani(Producer)
Roma Joshi(Jr Producer)
Rajat Kataria(Sr Prod Engg)
Anirban Saha(Prod Engg)
Mohit Dogra(Jr Prod Engg)
Manmeet Gumber
MUSIC MANAGER
Aoneha Tagore
Nikhil Bajaj(Corporate Sales
Head-North)
Gulshan Saraswat(Manager)
TBH Gunjan Verma(Deputy Manager)
UrvashiSharma(AssistantManager)Mansi Bhardwaj
(Senior Executive)
Syed Faiz(Assistant Manager)Shyamashree Das
(Executive Trainee)Lipika Roy
(Executive Trainee)Swati Singh
(Executive Trainee)
Sales - Corporate
Akhilesh Kumar(Sales Coordinator)
Anas Wajid(National Sales Head)
Saurabh Mishra(Regional Sales Head)
Gaurav Jugran(Retail Sales Head - North)
Rajita Sharma(Manager - Sales)
Maaz Amir Rizvi(Assistant Manager)
Praveen Arora(Manager -Sales)
Vishal Mathur(Deputy Manager)
Jitender Gupta(Sr Exec. Sales)
Kanchan(Sales Associate)
Tanuja Singh(Executive Trainee)
TBH(AM - Sales)
Vasundhara(Executive Trainee)
Kakali B(Manager)
Deepesh(Assistant Manager)
Ahmad(Sales Associate)
Sales - Retail
MUMBAI
Rajesh Mehar (Prog. Head)
PRESENTER PRODUCERS PRODUCTIONENGINEER
MUSIC MANAGER
Rishi Kapoor
Karan Rathore
Yachna Sharma
Siddharth Sahai
Merrill Sequeria(Sr Prod Engg)
Noel D’Silva(Prod Engg)
Harssh A Singh
Sreejith Vijayan(Prod Engg)
Anuraag Pandey
Shriram Sampath(Producer)
Aftab Ali(Producer)
Jatin Sharma(Producer)
Parinita Ganesh(Associate Producer)
Medha Jadhav
Urmin Vijaykar(Associate Producer)
Programming Department
Joseph Dlima(DGM)
E. James (Sr.Exec.)
Saiprasad Terde(Sr.Exec.)
Kamal Verna(DM)
Gunjan Jha(AM)
Abhishek Pathak(Sr.Manager)
Abhishek Kurup(Sr.Manager)
Abhishek Gupta(Sr.Manager)
Bijoy Thaplial(Regional Sales
Head-West)
Kaustabh M(Exec.Trainee)
Vidisha(Exec.Trainee)
Asif (Exec.Trainee)
Nishant-Pune(DM)
Dipesh G(Sr.Exec.)Shonima
(Sr.Executive)Bhushan Mayur
(Manager)
Purvi Modi(Sr.Exec.)
Nikita Shetty(Exec.Trainee)
Gurmeet(DM)
Ankit Gupta(DM)
(TBH)
Sunil Yadav(AM)
Marilyn John(Executive)
Rupendu
Sales Department
BANGALORE
Sowjanya Kashyap(Programming Head)
PRESENTER MUSIC MANAGERPRODUCTION
ENGINEERPRODUCER
Archana Addoni
Shraddha Gautam
Sumesh Goni
Naveen Kumar
Arjun Sashidhar
Neethi Bhat
Mayur KR(Producer)
Manojav G Galgali(Producer)
Santosh Mavinkure(Sr Prod Engg)
Avinash Naidu(Prod Engg)
Harish N
Programming Department
Sindhu Sree
Sachin Gupta(Sales Head)
CORPORATE RETAILREST OF SOUTH
Prashant DJ(Manager)
Navin Pascal(Manager)
C.Basavaraju(Manager)
Sandeep N(Senior Executive)
Arjun Jayaram(Executive Trainee)
Ankur Saxena(Executive Trainee)
Vinoth C(Executive Trainee)
Roshan Philip(AM)
Praveen Kumar N(AM - Chennai)
Sales Department
KOLKATA
Chandrima Mazumdar
(Programming Head)
PresenterAbhishek Banerjee
(Music Manager)Arindom Chakraborty
(Sr. Production Engineer)
Samrat Das
Manali Ganguly
Mithun Banik
Amrita Chakraborty
Programming Department
Sales Department
Amitava Bhattacharjee(Marketing &Sales Head)
Debasish Ghosh(Sales Manager)
Amit Kapoor(Assistant Manager)
Abhishek Sharma(Senior Executive)
Siddharth Tiwari(Senior Executive)
Bhaskar Banerjee(Assistant Manager)
CHAPTER 3
RECRUITMENT
Recruitment is the process by which organizations locate and attract individuals
to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace
those who leave or are promoted in order to acquire new skills and promote organizational growth.
Recruitment is defined as, “a process to discover the sources of man power 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 workforce.”
Recruitment is a ‘linking function’, joining together those with jobs to fill and those seeking jobs. It is a
‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the
former to apply for a job with the latter. In order to attract people for the jobs, the organization must
communicate the position in such a way that job seekers respond. To be cost effective, the recruitment
process should attract qualified applicants and provide enough information for unqualified persons to
self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends
when their applications are submitted. The result is a pool of applicants from which new employees are
selected.
Edwin B Flippo defines recruitment as „the process of searching for prospective employees and
stimulating them to apply for the jobs in the organization.‟
“It is the process of finding and attracting capable applicants for employment. The process begins when
new recruits are sought and ends when their application are submitted. The result is a pool of applicants
from which new employees are selected.”
OBJECTIVES OF RECRUITMENT
To attract with multi dimensional skills and experience that suite the present and future organization
strategies.
To induct outsider with new perspective to lead the company.
To infuse fresh blood at all levels of organization.
To develop an organizational culture that attracts competent people to the company.
To search or headhunt people whose skill fit the company‟s values.
To seek out non-conventional development grounds of talent
To devise methodology for assessing psychological traits.
To search for talent globally not just with in the company.
To design entry pay that competes on quality but not on quantum.
To anticipate and find people for position that doesn‟t exists yet.
Recruitment represents the first contact that a company makes with potential employees. It is through
recruitment that many individuals come to know about the company and eventually decide whether they
wish to work for it.
The recruitment process should inform qualified individuals about the job so that applicant can make
comparison with their qualification and interest.
METHODS OF RECRUITMENT
Dunn and Stephens summaries the possible recruiting methods into three categories, namely
1: Direct method
2: Indirect method
3: Third party method
DIRECT METHOD
The direct method includes sending of the recruiters to different educational and professional
institutions, employees contact with public, and mannered exhibits. One of the widely used methods is
sending the recruiters to different colleges and technical schools. This is mainly done with the
cooperation of the placement office of the college. Sometimes, firms directly solicit information form
the concerned professors about student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs,
and using mobile offices to go the desired centers.
INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional
journals, technical magazines and brochures.
Advertisements in newspapers and or trade journals and magazines are the most frequently used
methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue
color and hourly worker, as well as scientific, professional, and technical employees.
Local newspaper can be good sources of blue collar workers, clerical employees, and lower level
administrative employees.
The main point is that the higher the position in the organization the more dispersed advertisement is
likely to be. The search for the top executive might include advertisement in a national periodical,
whereas the advertisement of the blue color jobs usually confine to the daily newspaper.
According to the Advertisement tactic and strategy in personnel Recruitment, three main points
need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader join the company.
Third, to decide where to run the advertisement , not only in which area, but also in which newspaper
having a local, state or a nation- wide circulation.
THRID PARTY
These include the use of commercial or private employment agencies, state agencies, and placement
offices of schools colleges and professional associations recruiting firms, management consulting firms,
indoctrination seminars for college professors, and friends and relatives.
Private employment agencies are the most widely used sources. They charge a small fee from the
applicant. They specialize in specific occupation; general office help, salesmen, technical workers,
accountant, computer staff, engineers and executives.
State or public employment agencies are also known as the employment or labour exchanges, are the
main agencies for the public employment. Employers inform them of their personnel requirement, while
job seekers get information for them about the type of job are referred by the employer.
SOURCES OF RECRUITMENT
The following are the most commonly used methods of recruiting people.
INTERNAL METHODS:
This refers to the filling of job vacancies from within the business - where existing
employees are selected rather than employing someone from outside.
A business might decide that it already has the right people with the right skills to do the job,
particularly if its training and development programme has been effective.
Promotions and Transfers
This is a method of filling vacancies from within through transfers and promotions. A transfer is a lateral
movement within the same grade, from one job to another. It may lead to changes in duties and
responsibilities, working conditions, etc., but not necessarily salary. Promotion involves movement of
employee from a lower level position to a higher level position accompanied by changes in duties,
responsibilities, status and value.
Job Posting
Job posting is another way of hiring people from within. In this method, the organization publicizes job
opening on bulletin boards, electronic method and similar outlets. One of the important advantages of
this method is that it offers a chance to highly qualified applicants working within the company to look
for growth opportunities within the company.
Employee Referral
Employee referral means using personal contacts to locate job opportunities. It is a recommendation
from a current employee regarding a job applicant. Employees working in the organization are
encouraged to recommend the names of their friends, working in other organizations for a possible
vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly
competitive industry nowadays. Companies offer rich rewards also to employees whose
recommendations are accepted
EXTERNAL METHODS:
This refers to the filling of job vacancies from outside the business. Most businesses engage in external
recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries
with high staff turnover
Campus Recruitment
It is a method of recruiting by visiting and participating in college campuses and their placement centers.
Here the recruiters visit reputed educational institutions with a view to pick up job aspirants having
requisite technical or professional skills. Job seekers are provided information about the jobs and the
recruiters. A preliminary screening is done within the campus and the short listed students are then
subjected to the remainder of the selection process. If campus recruitment is used, steps should be taken
by human resource department to ensure that recruiters are knowledgeable concerning the jobs that are
to be filled in the organizations and employee effective interviewing skills.
Advertisement
These include advertisements in newspapers; trade, professional and technical journals; radio and
television; etc. The ads generally give a brief outline of the job responsibilities, compensation package,
prospects in organizations, etc. This method is appropriate when (a) the organization intends to reach a
large target group and(b) the organizations wants a fairly good number of talented people – who are
geographically spread out
Employment Agencies
These businesses specialize in recruitment and selection. They often specialize in recruitment for
specific sectors (e.g., finance, travel, secretarial). They usually provide a shortlist of candidates based on
the people registered with the agency. They also supply temporary or interim employees.
Recruitment Consultancies
Companies give their manpower requirements to Placement & Recruitment Consultants who undertake
the job of identifying suitable candidates for the Company.
Unsolicited Applicants / Walk-ins
Companies generally receive unsolicited applications from job seekers at various points of time; the
number of such applications depends on economic conditions, the image of the company and the job
seeker’s perception of the types of jobs that might be available etc. Such applications are generally kept
in a data bank and whenever a suitable vacancy arises, the company would intimate the candidates to
apply through a formal channel.
FACTORS AFFECTING RECRUITMENT
There are two types of factors that affect the Recruitment of candidates for the company.
1: Internal factors: These includes
- Company‟s pay package
- Quality of work life
- Organizational culture
- Company‟s size
- Company‟s product
- Growth rate of the company
- Role of trade unions
- Cost of recruitment
2: External factors: These include
- Supply and demand factors
- Employment rate
- Labour market condition
- Political, legal and government factors
- Information system
PHILOSOPHIES OF RECRUITEMT
Basically there are two Philosophies of recruitment. These are as follows:
1: Realistic Job Previews (RJP)
Realistic Job Previews provides complete job related information to the applicants so that they can make
the right decision before taking up the jobs. It includes positive and the negative aspects of the job.
2: Job Compatibility Questionnaire (JCQ)
Job compatibility Questionnaire was developed to determine whether an applicants preference for the
work match the characteristic of the job. The JCQ is designed to collect information on all aspects of the
job which have a bearing in on employee performance .absenteeism, turnover and job satisfaction. The
assumption of JCQ is that, greater the compatibility between an applicant’s preference for the job and
characteristic of the job as perceived by the job seeker, the greater the probability of employee
effectiveness and longer the tenure.
FACTORS TO BE UNDERTAKEN WHILE FORMULATING RECRUITMENT POLICIES
The following factors should be undertaken while formulating the policies -
Government polices
Recruitment sources
Recruitment needs and cost
Organizational and personal policies
CHAPTER 4
SELECTION
Selection refers to the task of choosing or picking the suitable candidates by first
asking for and gaining access to useful information about the candidate.
Through the process of recruitment the company tries to locate prospective employees and encourages
them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for
selection.
Selection is the process of picking individuals who have relevant qualifications to fill jobs in an
organization. The basic purpose is to choose the individual who can most successfully perform the job
from the pool of qualified candidates.
The purpose of selection is to pick up the most suitable candidate who would meet the requirements of
the job in an organization best, to find out which job applicant will be successful, if hired. To meet this
goal, the company obtains and assesses information about the applicants in terms of age, qualifications,
skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable
person is then picked up after eliminating the unsuitable applicants through successive stages of
selection process. How well an employee is matched to a job is very important because it is directly
affects the amount and quality of employee’s work. Any mismatched in this regard can cost an
organization a great deal of money, time and trouble, especially, in terms of training and operating costs.
In course of time, the employee may find the job distasteful and leave in frustration. He may even
circulate ‘hot news’ and juicy bits of negative information about the company, causing incalculable
harm to the company in the long run.
BARRIERS TO SELECTION
The main objective of selection process is to hire people having competence and commitment towards
the given job profile. But due to some reason the main purpose of effectively selecting candidates is
defeated. These reasons are:
1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to
the perception he has or he made up while talking or looking at the individual. This way he does not see
through the caliber or the efficiency of the individual and many times it leads to the selection of the
wrong candidates.
2: Fairness: During the selection process the interviewer does not select the individual on the basis of
his knowledge and hence the right type of the candidates is not selected.
3: Pressure: The people from the HR department and also have a lot of pressure from the top
management and from other top class people for selecting the candidates they want. This ways the
purpose of effective selection process of effective selection process is defeated as they have to select that
individual whether or not he is capable of the job. that is being offered.
ESSENTIAL OF SELECTION PROCEDURE
- Someone should have the authority to select.
- There must be sufficient number of applicants from whom the required number of employees to be
selected.
- There must be some standards of personnel with which a prospective employee may be compared.
FACTORS AFFECTING SELECTION DECISION
Includes:
- Profile matching
- Organization and social environment
- Multi correlations
- Successive hurdles
CHAPTER 5
PROCESS OF
RECRUITMENT AND SELECTION
AT
104 FEVER
Process of Recruitment and Selection at 104 Fever Fm comprises of various steps. These
Steps are listed below:
STEP 1: MANPOWER PLANNING
Manpower planning is done to identify the vacancies arising out of business needs. Each department
undertakes manpower planning every year. Manpower planning may be necessitated due to separation in
the form of resignation, termination, transfers etc., expansion / reorganization, time bound jobs of
temporary nature /leave vacancies, retirements (premature or on attaining the58 years of age). Annual
manpower budget, including current staff strength, is prepared by the Business Head and approved by
the Budget Committee comprising of Business Heads / Corporate Heads / JMD and the Chairman.
STEP 2: IDENTIFICATION OF A VACANCY
The department head identifies the need for hiring based on Manpower Hiring Plan (Manpower Budget).
The vacancies can be arising due to resignations, terminations and retirement of employees.
STEP 3: REVIEW THE NEED FOR THE POSITION OR VACANCY
The department head review the requirement for the position and the need to fill the vacancy. He checks
whether the requirement is as per Manpower Hiring Plan(Manpower Budget). Then, Head of the
Department raise a Manpower Requisition Form in a standardized format and forward the copy of MRF
to the CEO for approval. The Department Head along with HR Manager check whether the hiring
requirement is for an existing role or a new role. If the requirement is for existing role then the
Department Head forward it to the HR Department. If the requirement is for a new role, then the
Department Head create Job Description for the role in a standard format and forward it to the HR
Department to start the recruitment.
STEP 4: SOURCING OF SUITABLE CANDIDATES
The HR Executive considers and assesses the best way of attracting a pool of suitably qualified
candidates, who will meet the needs of the business. Depending on the nature of the position/grade,
volumes of recruitment and any other relevant factors, the Regional HR would use any one or multiple
sources such as:
Existing database
Employee referral as per any company scheme that may be approved
from time to time
Advertisement in the internet/newspapers/magazines/company’s sites/job
sites or any other media
Placement Agencies / Consultants
Direct recruitment from campuses/academic institutes;
A list of resourceful / quality consultants with agreed rate of commission is prepared by the HR
Executive based on specialization in the manufacturing Industry, past history, market reputation and
ability to deliver.
STEP 5: COLLECT THE RESUMES
The HR Executive forward the JD’s to the placement consultants and collect the
resumes or profiles from all the consultants
STEP 6: SCREENING OF RESUMES
The HR Executive screen the resumes as per JDs and MRF and shortlist profile fit. He verifies whether
the candidate has appeared for an interview with the company previously from the application database.
If the candidate has appeared for an interview previously, then review the feedback from the Interview
Assessment Form (IAF) and other documents filled.
STEP 7: SHORTLISTING OF CANDIDATES
The HR Executive forward all the HR-Short listed resumes to concerned HOD with resume snapshot
attached in mail with a copy to VP function, Head HR and Manager HR. The Concerned HOD shortlists
the candidates to be called for an interview as per requirement for the Job and forwards the list to HR
Department. The HR Executive prepares the Interview Calendar and forwards it to the Concerned HOD
and HR Manager with copy to HR Head and VP function.
STEP 8: SCHEDULE INTERVIEWS
The HR Executive obtains a tentative schedule from Concerned HOD and Head HR for interviewing the
candidates. He asks the consultants to line up the shortlisted candidates on scheduled interview date.
Regular follow up is to be done with candidates by the HR Executive to ensure 100% participation.
STEP 9: CONDUCT INTERVIEWS
The HR Executive in consultation with the concerned department will set up an interview panel
consisting of HR Head / Manager and Department Head /Manager. On the date of Interview, the HR
Executive circulates the Application
Blank and Travel Reimbursement Form to the candidates for procuring
information about the candidate. The HR Executive forwards the Interview
Assessment Sheet to the Interview Panel. The interview panel assesses the
candidate based on the factors mentioned below, in a prescribed format and
gives its recommendations for approval.
Attitude
Knowledge
Communication
Experience
Team spirit
Loyalty expectation
Initiative
The HR Executive coordinates the interview process. The HR Executive collects all filled TRF’s
with Original bills (Tickets) from the candidates and gets those forms approved by HR Head and
forward the approved TR list along with the filled Travel Reimbursement Forms and original
bills to the Finance and Accounts for processing.
If the candidate is rejected, the HR Executive communicates the same to the candidate and files the
Interview Assessment Sheet, application blank along with resume of candidate in the Application
Database.
STEP 10: MAKE OFFER OF EMPLOYMENT.
The Concerned HOD and Head HR make verbal offer to the shortlisted candidate and discuss other
terms and conditions of employment. If the candidate accepts the offer then conduct reference check for
the prospective employee (Via telephone, Mail).
STEP 11: RENEGOTIATE OFFER
If the shortlisted candidate rejects the offer due to salary reasons, the HR Head renegotiate salary with
the candidate, if suitable, along with other terms and conditions.
STEP 12: REFERENCE CHECK
Reference checks of the final short listed candidate are conducted by Head-HR. The candidate is asked
to mention in his application blank, the names and addresses of two or more persons who know him
well. These may be his previous employers, heads of education institutions or public figures. These
people are requested to provide their frank opinion about the candidate without incurring any liability.
The opinion of referees can be useful in judging the future behavior and performance of candidate. If the
result of reference check is positive then continue with the induction process. If the result of reference
check is negative, then withdraw the offer and send rejection letter to the candidate.
STEP 13: LETTER OF INTENT
The selected candidate will be given an intent letter with prescribed details as
given below:
•Functional Band Position for which selected.
•Place of initial Posting
•Expected Date of Joining.
•Advise for medical examination.
•Details of the testimonials and other documents to be submitted at the
time of joining.
•Acceptance by the selected candidate
STEP 14: MEDICAL CHECK UP
The selected candidate is sent for a medical checkup at reputed hospitals before final selection / issuance
of letter of intent or after final selection / issuance of letter of intent. In case the candidate is declared
unfit for employment the offer /intent letter will stand cancelled.
STEP 15: ON BOARDING & INDUCTION
On the date of joining the employee is issued an appointment letter by the HR Head. The appointment
letter include all the terms and conditions governing employment including Designation, Department,
Salary & Scale of Pay, Date of appointment, Probation, Medical Fitness, Retirement, Termination of
Services, Secrecy, Transfer etc. All new joinees undergo an induction program as per requirement soon
after joining the organization. Induction program is done by HR Department in consultation and
involvement of concerned department / other departments. During the process of induction, the new
member is briefed about the following:
1.Company Profile & Product
2. Geographical familiarization
3.Organizational Policy & Procedures
4.Socialization with department rituals.
5.Employee Involvement activities
The induction process shall begin by verification of the following original merit certificates wherever
applicable subject to the level of hiring:
•Educational certificates
•Proof of date of birth
•Four passport sized photographs of self
•One passport sized photographs (each) of spouse, dependent children (if
applicable) for medical insurance purpose.
•Relieving letter from the previous employer (If the relieving letter is notavailable, declaration regarding
resignation shall be obtained from thecandidate)
•Copy of experience certificates for all the previous employments (if
applicable)
•Salary slips certificate from the previous employer
•TDS certificate and Form 16 from previous employer (or Salary certificate)
•Copies of certificates and testimonials
•Nomination and other documents pertaining to provident fund, gratuity.
CHAPTER 6
RESEARCH METHODOLOGY,
DATA ANALYSIS,
INTERPRETATION
AND
SUGGESTIONS
RESEARCH METHODOLOGY
In everyday life human being has to face many problems viz. social, economical, financial problems.
These problems in life call for acceptable and effective solutions and for this purpose, research is
required and a methodology applied for the solutions can be found out.
Research was carried out at 104 Fever FM (HTML) to find out the “Recruitment and selection
process”.
DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing questionnaires to branch manager and
other sales manager. The questionnaires were carefully designed by taking into account the parameters
of my study.
Secondary Data:
Data was collected from books, magazines, web sites, going through the records of the organisation, etc.
It is the data which has been collected by individual or someone else for the purpose of other than those
of our particular research study. Or in other words we can say that secondary data is the data used
previously for the analysis and the results are undertaken for the next process.
DATA ANALYSIS
Question1: What are the sources for recruitment and selection?
INTERNAL EXTERNAL BOTH
9% 18% 73%
9%
18%
73%
InternalExternalBoth
Interpretation: About 73% of the manager say that they prefer both internal as well as external
source for recruitment and selection where as only 9% go for internal source and 18% go for external
sources.
Question2: Which method do you mostly prefer for recruitment and selection
Process?
DIRE
CT
INDIREC
T
THIRD
PARTY
65% 32% 3%
65%
32%
3%
DirectIndirectThird Party
Interpretation: Direct 65% Indirect 32% Third party 3%
About 65% of the mangers go for direct recruitment and selection and 32% go for
indirect and only 3 % go for third party recruitment way.
Question3.When do you prefer to go for man power planning?
Quaterly Yearly No fixed time
50 20 30
20%
50%
30%
YearlyQuaterlyNo Fixed Time
Interpretation: Around 50% of the managers go for Quarterly manpower planning and 30 % do not
follow any pattern they don‟t have any fixed time where as 20% go for yearly.
Question4: What are the sources which are more preferred for external
recruitment?
Consultancies Advertisemnt Walk INns Campus recruitment
40 30 20 10
10%
30%
40%
20%
Campus RecruitmentAdvertisementConsultanciesWalk Inns
Interpretation: In 104 Fever FM, 40% managers go for Consultancies firm, 30% go for
Advertisements,20% for Walk Inns, 10% for Campus Recruitment.
Question 5: What form of interview did you prefer?
Personal interview Telephonic Interview Video Conferencing Other
40 20 30 10
40%
20%
30%
10%
Personal InterviewTelephonic InterviewVideo ConferencingOther
Interpretation: 40% of the employee prefers personal interview,30% video conferencing 20%
telephonic interview and 10% prefer other ways.
Question6: How do you rate HR practices of your company?
Very good Good Average Bad
30 40 20 10
30%
40%
20%
10%
Very GoodGoodAverageBad
Interpretation: 30% 40% 20% 10% Very Good Good Average Bad
50% of the managers feel that HR department is good where and 30%say that‟s its very good where as
20% says its average and only 10% manager feel it‟s bad.
Qestion7: Does 104 Fever adopts Internal Recruitment Source i.e. Transfer,
promotion or employee referrals?
Yes No
80 20
80%
20%
YesNo
Interpretation: Internal recruitment is very common among the firm.80 %
Employees says yes and 20% says no only.
Question8: What are the most preferred Qualities on the basis of which
you select the candidate?
Attitude Experiencs Knowledge Communicatio
n
Team Spirit
30 20 30 10 10
Interpretation: HR managers looks for 30% Attitude & Knowledge,20%
Experience,10%Communication & Team Spirit.
30%
20%
30%
10%
10%
AttitudeExperienceKnowledgeCommunicationTeam Spirit
Question9.What are the challenges you face while managing your manpower?
Recruitment Replacement Absenteeism Trade Union Cost of non
perfprmance
25 30 20 10 15
25%
30%
20%
10%
15%
-- Recruitment-- Replacement-- Absenteeism-- Trade union-- Cost of non performanc
Interpretation: According to employess 25%recruitment, 30% replacement,20% absenteeism, 15%
cost of non performance,
And 10 % trade union.
Question10.What is the percentage of NO SHOWS? (Shortlisted candidates not turning up for joining job)
0-5% 5-10% 10-15% Not at all
30%
10%
10%
50%
0-5%5-10%10-15%Not At All
Interpretation: According to managers 50% of population does no go,but still there are chances of
10%.
RECOMMENDATIONS & SUGGESTIONS
Compress the "white space" in your hiring process
White Spaces are delays in hiring process that are unproductive, waste time, and virtually assure you'll
lose talented candidates. Often the longest delays occur between critical selection events. For example, a
recruiter may need several weeks to screen a few resumes from the Web job boards, or candidates who
make it through screening may wait weeks to interview with a hiring manager.
Here at Escorts Construction Equipment Limited, the delays occur when the outstation candidates are
called for interviews at Regional branches like Delhi and Faridabad. Sometimes, because of busy
schedule of senior managers and sometimes because of tight schedule of candidate, the interview has to
be postponed. This delay could be minimized by scheduling interviews in the regional locations. It is
recommended to reduce the turnaround time for the recruitment and selection process. It must be made
mandatory for the candidates to take the test, filling up forms etc within the stipulated time, this will
make sure that the candidates do not hold casual attitude and take the recruitment process more
seriously. Additionally it will send across a positive image about the company.
Tie up with more & more consultants from multiple segments
Since the limited placement agencies are sourcing candidates to all construction
companies, there often comes the problem of duplication of data. Therefore it is recommended that more
and more consultants should be tied up from multiple
segments to attract large pool of new and fresh talent.
Know what you're looking for in candidates
It is observed that the candidates sourced by placement agencies and send for further rounds of
interviews are rarely found suitable by the hiring managers. Therefore it is recommended that these
placement agencies be given a well drafted job description and job specification. This can also be
circulated to internal employees under the employee referral scheme. This will help people to get a
clearer picture and provide for most suitable candidates.
Reduce the pre offer formalities
Pre-offer documentation includes filling of a lengthy Application Blank which includes all personal,
educational and professional details of candidate. This is very time consuming and even after taking
these details from candidate its not sure that offer will be made or not. This also becomes frustrating for
the candidate sometimes. So, it is recommended that unnecessary details should not be asked before we
make the final offer to the candidate. Application Blank form should be made concise.
LEARNINGS & EXPERIENCES
Every endeavor undertaken to accomplish challenging goals, can only be successful under the
experienced and encouraging guidance. I am privileged to have undergone training at Escorts
Construction Equipment Limited. As learning never stops, my learning at ECEL has come from a lot of
exposure, on the job training and close interaction with the HR department. In brief my learning’s and
achievements can be summarized as under:
O Observed the Interview Process for Product Support & Sales
vacancy.
O Understanding of profiles.
O Following up with the candidates during the recruitment process.
O Communicating with the HR Manager regarding the process.
O Help in the coordination of training for workers and managers.
O Learnt the effective use of communication tools
CONCLUSION
Success of every business enterprise depends on its human resource. Recruiting and selecting the right
people for your business is a challenge. Finding the right man for the job and developing him into a
valuable resource is an indispensable requirement of every organization. Proper recruitment helps the
line managers to work most effectively in accomplishing the primary objective of the enterprise. In order
to harness the human energies in the service or organizational goals, every HR manager is expected to
pay proper attention to recruitment and selection activities in an organization. Thus, personnel functions
recruitment and selection, when carried out properly, would enable the organization to hire and retain
the services of the best brains in the market.
The recruitment process inform qualified individuals about employment
opportunities, create a positive image of the company, provide enough information about the jobs so that
applicants can make comparisons with their qualifications and interests, and generate enthusiasm among
the best candidates so that they will apply for the vacant positions. Recruitment represents the first
contact that a company makes with potential employees. It is through recruitment that many individuals
will come to know a company, and eventually decide whether they wish to work for it.
BIBLIOGRAPHY
C.B Mamoria and S.V Gankar (2004), Personal Management Text and Cases. Himalaya
Publication.
K.Aswahthappa (2001),Human Resource and Personnel Management
V S P Rao, Human Resource Management, Second Edition
www.citehr.com
www.htmedia.in
ANNEXURES
QUESTIONNAIRE
Name of the company: Hindustan Times Media Limited
Industry Type : Media
Name of Respondent : Puja Sharma– Manager HR
Question1: What are the sources for recruitment and selection?
Internal
External
Both
Question 2: Which method do you mostly prefer for recruitment and selection
Process?
Direct
Indirect
Third Party
Question 3:When do You prefer to go for manpower planning?
Quaterly
Yearly
No fixed time
Question 4: What are the sources which are more preferred for external recruitment?
Campus Recruitment
Walk inns
Advertisements
Consultancies
Question5: What form of interview did you prefer?
Personal Interview
Video Conferencing
Telephonic Interview
Other
Question6: How do you rate the HR practices of the company?
Very Good
Good
Average
Bad
Question7.Does 104 Fever adopts Internal Recruitment Source i.e. Transfer, promotion or
employee referrals?
Yes
No
Question8: What are the most preferred Qualities on the basis of which
you select the candidate?
Attitude
Experience
Knowledge
Team spirit
Communication
Question9. What are the challenges you face while managing your manpower?
Recruitment
Replacement
Absenteeism
Trade union
Cost of non performance
Question10. What is the percentage of NO SHOWS? (Shortlisted candidates not turning up for
joining job)
0% - 5%
More than 15%
5% - 10%
Not at all
.