EXECUTIVE SUMMARY

Executive summary
The human resources are the most important asset of an organization. The success or failure
of an organization is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organizations cannot progress and prosper.
In order to achieve the goals or the activities of the organization, therefore, they need to
recruit people with requisite skills, qualification and experience. While doing so they have to
keep the present as well as the future requirements of the organizations in mind.
Recruitment is defined as 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 workforce.
Selection is defined as It is the process of screening job applicants to ensure that the most
appropriate candidates are hired.
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 selfselect themselves out.
The term HR Recruiter may sound redundant, as both human resources managers and
recruiters both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for
positions. A recruiters job includes reviewing candidate job experience, negotiating salaries,
and placing candidate in agreeable employment positions. Recruiters typically receive a fee
from the hiring employers.

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. Selection process or activities
typically follow a standard pattern, beginning with an initial screening interview and
concluding with final employment decision.
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.

INTRODUCTION

Introduction
Recruitment refers to the process of finding possible candidates for a job or function,
usually undertaken by recruiters. It also may be undertaken by an employment agency or a
member of staff at the business or organization looking for recruits. Advertising is commonly
part of the recruiting process, and can occur through several means: through online,
newspapers, using newspaper dedicated to job advertisement, through professional
publication, using advertisements placed in windows, through a job center, through campus
graduate recruitment programs, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills,
typing skills, computer skills. Evidence for skills required for a job may be provided in the
form of qualifications (educational or professional), experience in a job requiring the relevant
skills or the testimony of references. Employment agencies may also give computerized tests
to assess an individual's "off-hand" knowledge of software packages or typing skills. At a
more basic level written tests may be given to assess numeric and literacy. A candidate may
also be assessed on the basis of an interview. Sometimes candidates will be requested to
provide a rsum (also known as a CV) or to complete an application form to provide this
evidence.
Recruitment highlights each applicants skills, talents and experience. Their selection
involves developing a l i s t o f q u a l i f i e d c a n d i d a t e s , d e f i n i n g s e l e c t i o n
s t r a t e g y , identifying qualified candidates, thoroughly evaluating qualified candidates and
selecting the most qualified candidate
It is said if right person is appointed at right place the half work has been done. In this
project I have tried to cover all the important point that should be kept in mind while
recruitment and selection process and have conducted a research study through a
questionnaire that I got it filled with allthe Members of A1SELECTORS,NewDelhi
and tried to find out which methods and various other information related to recruitment and
selection and tries to come to a conclusion at what time mostly the manpower planning is do
not ,what the various method used for recruiting the candidates and on what basic the
selections is done.
5

SOURCES OF RECRUITMENT:-

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Figure 3.1 Chart Showing Sources of Recruitment

There are two types of sources of recruitment are:

INTERNAL SOURCES: - Source of recruitment are from within the organization.

EXTERNAL SOURCES: - Sources of recruitment are from outside the organization.

INTERNAL SOURCES: Promotions: - Promotions means to give a higher salary, position, status and
responsibility to the employee. So the vacancy can be filled by promoting a suitable

candidate from the same organization.

Transfers: - Transfers means a change in the place of employment without any
change in the position, status, salary and responsibility of the employee. So the

vacancy can be filled by transferring a suitable candidate from the same organization.
Internal Advertisements: - Here the vacancy is advertised within the organization.
The existing employees are asked to apply for the vacancy. So the recruitment is done

within the organization.

Retired managers: - Sometimes retired managers may be recalled for a shorter

period. This is done when the organisation cannot find a suitable candidate.
Recall from long leave: - The organisation may recall a manager who has gone on a
long leave. This is done when the organisation faces the problem which can only be

solved by that particular manager. After he solves the problem , his leave is extended.
EXTERNAL SOURCES: Public advertisements: - The personnel department of a company advertise the
vacancy in newspaper, internet etc. the advertisement gives information about the
company, job and required qualities of the candidate. This source is most popular
source of recruitment. This is because it gives a very wide choice. However it is very

costly and time consuming.

Campus Recruitment: - The organisation conduct interview in the campuses of
management institutes and engineering colleges .final year students who be soon to
get a graduate, are interviewed. Suitable candidates are selected by the organisation
based on their academic record, communication skills etc. this source is used for

recruiting qualified, trained but inexperienced candidates.

Recommendations: - The organisation may also recruit candidates based on the
recommendations received from existing managers or from brother/sister companies.

Management consultants: - Management consultants are used for selecting higher

level staff. They act as a representative of the employer they make all the necessary

arrangement for recruitment and selection. In return for their services, they take a
service charge or commission.

SELECTION:Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting
the unfit candidates, or a combination of both. Selection involves both because it picks up
the fits and rejects the unfits. In fact, in Indian context, there are more candidates who are
rejected than those who are selected in most of the selected processes. Therefore,
sometimes, it is called a negative process in contrast to positive program of recruitment.
Stone has given a formal definition; Selection is the process of differentiating between
applicants in order to identify (and hire) those with a greater likelihood of success in a job.

Difference between Recruitment and Selection

At this stage, it is worthwhile to understand difference between recruitment and selection as
both these terms are often used together or sometimes interchangeably.
Flippo described in the following statement: Recruitment is a process of searching for
prospective employees and stimulating and encouraging them to apply for jobs in an
organization. It is often termed positive in that it stimulates people to apply for jobs to
increase the hiring ratio, i.e., the number of applicants for a job. Selection, on the other
hand, tends to be negative because it rejects a good number of those who apply, leaving
only the best to be hired.

FLOW CHART OF SELECTION PROCESS

8

Application Screening
Selection Tests
Interview
Reference Check
Physical Examination
Approval by
appropriate Authority
Placement

Figure 3.2 Flow Chart Of Selection Process

1. Screening of Applications -: Prospective employees have to fill up some sort of
application forms. These forms have variety of information about the applicants like
their personal bio-data, achievements, experience, etc. Such information is used to
screen the applicants who are found to be qualified for the consideration of
employment. Based on the screening of applications, only those candidates are called
for further process of selection who are found to be meeting the job standards of the
organization.

2. Selection Tests -: Many organizations hold different kinds of selection tests to know
more about the candidates or to reject the candidates who cannot be called for
interview, etc. Selection tests normally supplement the information provided in the
9

application forms. Such forms may contain factual information about candidates.
Selection tests may give information about their aptitude, interest, personality, etc.,
which cannot be known by application forms. Types of selection tests areas follows:
Achievement test, Intelligence test, Personality test, Aptitude test, Interest test.
3. Interview -: Selection tests are normally followed by personnel interview of the
candidates. The basic idea here is to find out overall suitability of candidates for

the

jobs. It also provides opportunity to give relevant information about the organization
to the candidates. In many cases, interview of preliminary nature can be conducted
before the selection the selection tests. For example, in the case of campus selection,
preliminary interview is held for short listing the candidates process of selection.
4. Checking of References -: Many organizations ask the candidate to provide the
names from whom more information about the candidates can be solicited. Such
information may be related to character, working, etc. The usual referees may be
previous employers, persons associated with the educational institutions from where
the candidates have received education, or other persons of prominence who may be
aware of the candidates behavior and ability.
5. Physical Examination -: Physical examination is carried out to ascertain the physical
standards and fitness of prospective employees. The practice of physical examination
varies a great deal both in terms of coverage and timings. Some organizations only
have general check up of applicants to find out the major physical problems which
may come in the way of effective discharge of duties. In the context of timings also,
some organizations locate the physical examination near the end of the selection
process, others place it relatively early in the process. This latter course is generally
followed when there is high demand for physical fitness.
6. Approval by appropriate Authority -: On the basis of the above steps, suitable
candidates are recommended for selection by the selection committee or personnel
department. Organizations may designate the various authorities for approval of final
10

selection of candidates for different categories of candidates, Thus, for top level
managers, Board of directors may be approving authority; for lower levels, even
functional heads concerned may be approving authority. When the approval is
received, the candidates are informed about their selection and asked to report for
duty to specified persons.
7. Placement -: After all the formalities are completed, the candidates are placed on
their jobs initially on probation period may range from three months to two years.
During this period, they are observed keenly, and when they complete this period
successfully, they become the permanent employees of the organization.

11

OBJECTIVES OF
THE STUDY

OBJECTIVE OF THE STUDY

12

The main objective of this study is to understand the process of Recruitment And
selection of A1 SELECTORS and its impact.

To s t u d y t h e r e c r u i t m e n t a n d s e l e c t i o n p r o c e d u r e f o l l o w e d i n
A1SELECTORS.

To study the various sources of recruitment followed in A1SELECTORS.

To learn what is the process of recruitment and selection that should be followed.
To assess and evaluate the existing recruitment and selection procedure of
A1 selectors.

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THEORTICAL BACKGROUND

THEORTICAL BACKGROUND

14

HUMAN RESOURCE MANAGEMENT

Human resource management is the planning, organizing, directing and controlling of the
procurement, development, compensation, integration, maintenance and separation of human
resources to the end that individual ,organizational and societal objectives are accomplished.

OBJECTIVES OF HRM:
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Societal Objectives: - To be ethical and socially responsible to the needs and challenges to
the society while minimizing the negative impact of such demands upon the organization.
For example: HR manager must have knowledge of law regarding governments reservation
policy while hiring, laws that deal with health, safety and welfare of employees etc.

15

Organisational objectives:- To recognize the role of HRM in bringing about the

organizational effectiveness. The department of HRM assists the organization to achieve its
primary objectives.
Functional Objectives:- to maintain the department contribution at a level appropriate to the
organization needs. There should be proper alignment between the HRM departments
service and the organization needs.
Personal objectives:- to assist employee in achieving their personal goal , atleast in so far as
these goals enhance the individual contribution to the organization. Personal objectives are
to be met if workers are to be maintained, retained and motivated.

HUMAN RESOURCE DEPARTMENT AT A1SELECTORS:

Human resource development

This department looks after the needs and Requirement the present employees. This
Department includes number of function which areas
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Follows:
1. Training and DevelopmentIt includes technical, soft skills and process related to
training
2. Process and policiesit contains all the rule and regulations that need to be followed
by the employees.
3: Appraisal and increment-it is in the formal feedback to the employees about their
performance and the conduct of work.
4: Induction-involves the information to the new employees about the company, job,
departments etc
5: Motivational activities and entertainment- involves motivating the
Employees to improve their productivity.
6: Roles and responsibilities-that every individual employee needs to fulfill
7: Key Result Area (KRA)it is the measurement quantifiable of output for the roles of
responsibilities.
All the above head are included in the human resource development and involves the
over all development of individual employees which in turn increases the over all
profit of the company.

17

COMPANY PROFILE

COMPANYPROFILE
18

A1SELECTORS
A1 Selectors is a leading manpower consultancy organization under Delhi based parent
company Akash Communications being run by the graduates from top management
institutes since 2006.
A1 Selectors was established in April 2008. it began as recruitment consulting organization
and in the span of 4 year A1 Selectors diversified into Temporary Staffing, Recruitment &
Recruitment Process Outsourcing, Payroll Process Outsourcing , Background Checking &
Verification and Compliance management.

A1 Selectors provide highly trained manpower to our clients and enhance the employability
of the college graduates and professionals by imparting right skill set after proper
assessment .this help our clients to resolve the known issue of human resources, cost
optimization.

A1 Selectors was built on strong values and principles to deliver high quality results to our
associates and to create win-win relationship for everyone associated with us be it our
client organizations or the candidate placed through us in those organizations.

A1SELECTORS is emerging as a leader in the next phase of HR consultancy services,

Promoted by young, dynamic and dedicated professionals, A1SELECTORS brings you a
comprehensive service for all your Human Resource needs, starting from services like HR
Outsourcing, Placement, and Compensation Benchmarking to Soft Skills Training and
Psychometric Evaluation.
A1SELECTORS consciously thrives to reach major milestones by providing its clients
quality services that meet their demands by having a strong and transparent professional
relationship, built on trust and well being.
19

Our services are unique in that we continuously incorporate the latest research and
developments pertaining to HR management for the benefit of our clients. Thus our clients
gain a competitive edge in the industry. And our ultimate objective is to position
A1SELECTORS as the most efficient, flexible and affordable HR consulting company in
the industry.
SERVICES OFFERED BY A1SELECTORS:-

OUR SERVICES

Figure 4.1 Services Offered by A1 Selectors

Temporary Staffing Solutions:Benefits to clients:20

Implementation of minimum wages

Manpower availability at all times

Reducing internal hiring cost

Online bill making the process faster

Help clients to concentrate on core areas

Benefits to Associates:

Induction program

Single Window Contact for all Associates deputed at a location

Personal records for individual associates

Appointment letters
Local ESI sub-codes and ESI cards ensuring full benefits

Recruitment and RPO solutions:Recruitment Process Outsourcing ( RPO )

1. Seasoned account managers from GENIUS work with CLIENT
2. The process is either on-site or off-site
3. Achievement of large scale staffing goals within time-frame
4. Focused and integrated approach with flexibility, effective strategy, business expertise
and powerful search capabilities
5. GENIUS works with Clients HR Team to optimize your current process

Payroll Processing Solutions:Need for Payroll Outsourcing:

It is difficult to keep a track of when to pay the monthly statutory deposits and
when to file returns.
It is a headache to keep a track of various changes in rules
Benefit programs of complex nature cannot be implemented.
It is difficult to keep and organize all records.

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VISION & MISSION:

Vision
To be a leading integrated human resource service provider by creating value for people
through delightful and innovative high-quality services. The foundation of our business
philosophy is to render excellent recruitment services to our clients.
Mission
1. To continuously exceed our customers' increasing expectations.
2. Create a fulfilling workplace for our employees built on trust, mutual respect, and
appreciation of their diversity.
3. Value the role in our communities, as a socially and environmentally committed
organization.
4. To provide the best Human Resource Services to our clients, to build up their best
Human Resource.

COMPETITORS OF A1 SELECTORS
22

 Mafoi Management
ABC Consultant

PMS Consulting

TeamLease
Jobline consultant
Zito India
Bright Consultant
Beacon Resource Solutions
Galaxy India Consultant
Rubiks Cube Consultant

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SWOT ANALYSIS OF A1 SELECTORS:Strengths:

Easy accessible technology to help with the process.

Good relationship with candidates.

Understands the Candidate Requirement.

Weakness:

Lack of Marketing expertise

High cost of promotional material to attract first pool of customers.

Opportunities:

High unemployment rate can mean more prospects and more quality professional to
offer to companies.

Threats:

Financial Resources

Increased Competition

The easy access of internet for different sources of job opportunities, including
competitors websites and governmental entities.

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My Job at A1SELECTORS
During my internship my job profile was to handle RECRUITMENT in my project. The
HR HEAD Mr. Anand Prakash Gupta, senior Hr officer narrated me the whole
procedure.
My job profile was to generate resumes from thee various job sites such as Naukri.com,
Timesjobs.com etc. According to the job requirements of the company. After generating
the resumes from the sites the next step is to shortlist the resume which best suite the
requirements.
Now the short list candidates have to be given a phone call in order to find out their
interests and schedule them for interview. There are 2 forms of interview that a candidate
can appear for:
1. Personal Interview.
2. Telephonic Interview
PERSONAL INTERVIEW:This is regarded to be the BEST FORM of interview .In such form of an interview the
candidate personally appears in front of the interviewer and gives his interview. This is
regarded to be the best form of interview as the interviewee has the best chances of
making his points clear in front of the interviewer.

TELEPHONIC INTERVIEW

Sometimes an interview is taken on the phone. A telephonic conversation is done

25

between the interviewer and the interviewee where the interviewer calls up the
candidate via phone and conducts the interview.

RESEARCH METHODOLOGY

26

RESEARCH METHODOLOGY:
A Research Methodology defines the purpose of the research, how it proceeds, how to
measure progress and what constitute success with respect to the objectives determined for
carrying out the research study.

1.
2.
3.

The research design will be an exploratory cum diagnostic qualitative research study.
It will involve personal, face to face and in depth interview technique with the help of
an interview guide.
The research is conducted by the field staff.

Research was carried out at A1 Selectors to find out the Recruitment and Selection
Procedure.

27

DATA COLLECTION:Data collection is one of the important tasks of the research, which is based on Primary
and Secondary data.

Primary data:- The primary data are those data, which are collected afresh and for the
first time and thus happen to be original in character. There are some important
methods:
1. Observation method
2. Interview method
3. Through questionnaires
4. Through schedules

Secondary data:- It means data that are already available i.e., they refer to the data ,
which have already been collected and analyzed by someone else. There are some
important methods:
1. Books ,magazines and newspaper
2. Reports prepared by
A. Census
B. Government publications
C. National sample survey
D. Sales record etc.

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TYPE OF DATA

Since my research was of descriptive type and perform surveys. I collected information
in the form of primary data. I obtained primary data by questionnaire method and
through focus group of the representative to evaluate Recruitment and Selection process
of the candidate.

I used primary data on the information, which is first hand and original in character so
as to have fair information about the RECRUITMENT AND SELECTION methods at
A1SELECTORS. For analyze the data I use the percentage method and making the data
more liable I used the pie charts and bar diagram.

29

Data Analysis:

1. What would be your main reason to use a recruitment agency?

Options

Do not have the

You have

You feel you

resource to

exhausted with

have means of

recruit in house

other methods

redress if things

Others

go wrong

Response

16

Main reason to use recruitment agency

Dont have the resource; 17%

Yoy feel you have means of redress if things go wrong; 53%

Exhausted with other methods; 30%

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Interpretation :- About 53% of the Respondents say that they feel that means of redress
if things go wrong where as only 17% Respondents feels that dont have the resource and
30% Respondents feels that they have exhausted with other methods.

Do you consider recruitment agencies to be?

Options

A Valuable resource

Waste of money

Something in
between

Response

10

13

Recruitment agencies to be

A Valuable Resource; 33%

Something in between; 43%

Waste of Money; 23%

31

Interpretation :- About 43% Respondents prefer that they feel the recruitment firm
is the valuable resource and waste of money i.e. Something in between, 34%
Respondents prefer that they feel that it is the valuable resource ,23% respondents
prefer that they feel it is the waste of money.

When using recruitment agencies, do you prefer to:

Options

Response

Work with one agency that

Work with several agencies

you trust and that

to spread the net wide that

understands your

you will increase your

requirements

chance of finding the right

12

candidate.
18

How many recruitment firms you prefer to work with

Work with One Agency; 40%

Work with Several Agencies; 60%

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Interpretation :- 60% Respondents prefer that they feel that they have to work with
several agency for increase their chances to be selected, 40% Respondents prefer that they
feel that they have to work with one agency which understands their requirements.

Do you prefer recruitment agencies to promote their services to you?

Options

Response

By Phone
18

By Message
7

By letter
5

Others
0

Recruitment Agencies promote their services to you

By letter; 17%

By Message; 23%

By Phone ; 60%

Interpretation :- 60% Respondents prefer that recruitment agencies promote their

services to you by phone ,23% Respondents prefer that recruitment agencies promote their
services to you by message,17% Respondents prefer that recruitment agencies promote their
service to you by letter.
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5. When using recruitment agencies, do you prefer to

Options

Response

Stick with ones you

Try new ones from

Go with lowest cost

have used

time to time.

option.

successfully before.
17

When using Recruitment Agencies, Do you prefer

lowest cost option; 20%

Stick with ones you have successfully before; 57%

Try new ones; 23%

Interpretation:- 57% Respondents prefer that they use recruitment agencies which they
get Successful earlier before, 23% Respondents prefer that they use new recruitment agencies
34

because they get chances to be selected, 20% Respondents prefer that they choose the lowest
cost option which best suites their pocket money.

6. How do you rate the hr practice of the company?

Options

Response

Good
9

Best
12

Average
6

Poor
3

HR Practice of the company

Poor; 10%
Good; 28%
Average; 21%

Best; 41%

Interpretation:- 41% Respondents prefer that they feel that HR practice of this company
is Best where 28% Respondents prefer that they feel that HR practice of this company is
Good where 21% Respondents prefer that they feel that HR practice of this company is
Average and 10% Respondents prefer that they feel that HR practice of this company is
Poor.

35

7. What is most important to you?

Options

Quality of Service

Guarantee

Relationship with

All

Consultant

Response

15

Most Important to you

All; 17%
Relationship with consultant; 7%
Quality of service; 50%
Guarantee; 27%

Interpretation:- 50% Respondents prefer that they feel that Quality of service is most
important aspects toward recruitment firm, 27% Respondents prefer that they feel that
Guarantee is the most important aspects towards recruitment firm, 6% Respondents prefer
that they feel that Relationship with consultant is the most important aspects towards
36

recruitment firm and 17% Respondents prefer that they feel All of the above Options (Quality
of the service, Guarantee, Relationship with consultant) is the most important aspects
towards recruitment firm.

8. How your experience of recruitment agencies been:

Options

Response

Positive
10

Intermediate
15

Negative
5

Experience of Recruitment Agencies

Negative; 17%
Positive; 33%

Intermediate; 50%

Interpretation:- About 50% Respondents prefer that they have intermediate experience
towards recruitment firm, 33% Respondents prefer that they have positive experience
towards recruitment firm and 17% Respondents prefer that they have Negative experience
towards recruitment firm.

37

9. How many calls do you receive per week from recruitment agencies?
Options

Respons
e

None
10

1-5
16

5-10
4

10 or More
0

How Many Calls you Receive Per Week

5 to 10; 13%
None; 33%

1 to 5; 53%

Interpretation:- About 53% Respondents prefer that they got 1 to 5 calls from
recruitment firm , 34% Respondents prefer that they didnt get any call from
38

recruitment firm, 13% Respondents prefer that they got 5 to 10 call from recruitment
firm.

CONCLUSION

This presents the summary of the study and survey done in relation to the
Recruitment and Selection in A1 SELECTORS. The conclusion is drawn from the
study and survey of the company regarding the Recruitment and Selection process
carried out there.

The recruitment process at A1 SELECTORS to some extent is not done objectively

and therefore lot of bias hampers the future of the employees. That is why the search
or headhunt of people should be of those whose skill fits into the companys values.

Most of the employees were satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the

requirements and job profile so that main objective of selecting the candidate
could be achieved.

39

RECOMMENDATIONS

The Outdated CVs should be destroyed.

Proper inquiry should be done regarding previous employment of a candidate

before recruitment to avoid industrial disputes.

External source should be given equal importance with internal source. By

which new brain will be inducted in the company with skill, talent, efficiency
etc.

Recruitment process should be fully computerized.

Manpower planning should be followed before recruiting.

40

BIBLOGRAPHY
INTERNET

http://www.citehr.com, 7th August 2013

http://kalyan-city.blogspot.com/2011/07/internal-and-external-sources-of.html,
12th August 2013

http://a1selectors.com/a1/, 28th July 2013

http://recruitment.naukrihub.com/meaning-of-recruitment.html, 13th August
2013

BOOKS

K.Aswahthappa (2005),Human Resource and Personnel Management , Pages from 5

to 8.

G.C. Beri(2007), Marketing Research ,Pages from 91 to 95, 104 to 115

41

42

ANNEXURE- QUESTIONNAIRE

The Questionnaire:
The questionnaire consisted of 9 questions, which were combinations of Multiple,
Open- Ended questions and on the basis of 5 Likerts Rating Scales (Strongly Agree,
Agree, Neutral, Disagree, and Strongly Disagree).

QUESTIONNAIRE
43

NAME:CONTACT NO:1 What would be your main reason to use a recruitment agency?
o Do not have the resource to recruit in house
o You have exhausted with other methods
o You feel you have means of redress if things go wrong
o Others

_________________

2. Do you consider recruitment agencies to be?

o A Valuable resource
o Waste of money
o Something in between
3. When using recruitment agencies, do you prefer to:
o Work with one agency that you trust and that understands your requirements
o Work with several agencies to spread the net wide that you will increase your
chance of finding the right candidate.
4. Do you prefer recruitment agencies to promote their services to you:
o By Phone
o By Message
o By letter
o Other ________________

44

5. When using recruitment agencies, do you tend to:

o Stick with ones you have used successfully before.
o Try new ones from time to time.
o Go with lowest cost option.
6. How do you rate the hr practice of the company?
o Good
o Best
o Average
o Poor
7. What is most important to you:
o Quality of service
o Guarantee
o Relationship with consultant
o All of the Above
8. How your experience of recruitment agencies been:
o Positive
o Intermediate
o Negative
9. How many calls do you receive per week from recruitment agencies?
o None

45

o 1-5
o 5-10
o 10 or more

46