PROJECT REPORT

ON
RECRUITMENT AND SELECTION
AT
E- DURABLE
DEHRADUN
SUBMITTED IN PARTIAL FULFILLMENT OF THE
REQUIREMENTS OF THE DEGREE FOR THE BACHELORS OF
BUSINESS ADMINISTRATION AFFILIATED FROM
HNB GARHWAL UNIVERSITY, SRINAGAR

Submitted by:
KOMAL GUPTA
2013-2016
INTERNAL GUIDE

EXTERNAL GUIDE

SURBHI SHARMA

ROHIT SINGLA

LECUTURER
ITM

H.R MANAGER
E- DURABLES

DEPARTMENT OF MANAGEMENT

INSTITUTE OF TECHNOLOGY &

MANAGEMENTDEHRADUN
ACKNOWLEDGEMENT
At the very outset, I would like to acknowledge with immense gratitude the
support and guidance of some people without whom the project could not have
been completed. Also thanks to them, I learnt a lot more additional things than that
just restricted to my project.
First of all I would like to thank my project guide Rohit singla
(HUMAN RESOURCE

MANAGER ) for her support and patience with me

despite her being hard pressed for time.

I am thankful to E- DURABLE

for providing me with the wonderful

opportunity and allowing me to take this study.

Also I would like to thank the faculty guide of my college Ms. Surbhi
sharma..who guided me in my project.
Last but not the least I would like to thank my parents who have always
showed their full faith in me, and are the biggest source of my encouragement and
guidance.

KOMAL GUPTA

CANDIDATE DECLARATION

I hereby declare that the work for the project

Report entitled RECRUITMENT AND SELECTION
AT E- DURABLE is completely done by me based
on my own work conducted at E- DURABLE
Dehradun for the Partial Fulfillment of my bachelors
of business administration.
Admittedly I have receive suggestion and
guidance from my guides.
Date ..

KOMAL GUPTA
BBA V TH SEM.
(2013-16)

INDEX

CHAPTER-1
Company profile
Introduction

CHAPTER-2
Recruitment and Selection
introduction

CHAPTER-3
Recruitment and selection at e-durables

CHAPTER-4
Research methodology
Advantages of Research methodology
Source of data collection

Purpose of research study

Data analysis and interpretation
Questionnaire
Findings

CHAPTER-5

Conclusion

Chapter-6
Recommendations and suggestions

Chapter-7

Chapter-8

Bibliography
Annexure

CHAPTER-1
Company profile

COMPANY PROFILE

E-Durables has expertise in providing the best Electronics Manufacturing Services

(EMS) in living appliances category. E-Durables has capabilities of delivering the
best to its customer by virtue of its ultramodern facilities and strong motivated
team of professionals. E-Durables ensures that quality has its first place in all the

processes

and

methodologies

adopted

for

every

outcome.

E-Durables never lags behind when it comes to implementation of tools like justin-time delivery, Kaizen, Kanban, basics of Six Sigma and principles of lean
manufacturing.

E-Durables has expertise in providing complete OEM / ODM Services in living

appliances category. E-Durables has capabilities of delivering the best to its
customer by virtue of its ultramodern facilities and strong motivated team of
professionals. E-Durables ensure that quality has its first place in all the processes
and

methodologies

adopted

for

every

outcome.

E-Durables never lags behind when it comes to implementation of tools like justin-time delivery, Kaizen, Kanban, basics of Six Sigma and principles of lean
manufacturing.
E-Durables is backed by "SAP" ERP system which facilitates the integration and
co-ordination within the departments so that we never fall behind our commitments
made with our customers. E-Durables is today an ISO 9001(2008) & ISO 14000
company with a clients list that reads like an international "Who's Who".
Credit goes to the company's hard core technical and commercial team coupled
with financial soundness, systems driven & performance oriented culture, ethical
business practices and focus on innovations right formula for business growth.
Astute handling of prestigious MNC's is as assurance that E-Durables is poised on
the springboard of much greater achievements. While we are forging ahead from
success to success, at E-Durables we never loose sight of "Complete Delight" of
our external as well as internal customers.

At E-vision it is our goal to achieve profitable annual sales without compromising

product

quality

or

company

integrity.

The core focus area for success are :

Introduce new products in living Appliances segment.

Strong Customer Relationship.

Manage Company Growth.

Backward integration and value addition through cost benefit analysis.

Maintain international Quality Standards.

To nurture lasting customer relationships by anticipating needs and

delivering beyond expectations.

To continuously improve our cost stewardship in the value chain.

To analyse customers needs and come up with innovative products.

To prepare and groom the next generation of young thinkers.

To market value added branded products in the domestic and global markets.

To Grow with the Best customers, suppliers, financial institutions,

employees and other stake holders.
an'03 : Started manufacturing of Air con assembly as OEM.
Jan'05 : Started Assembly of Microwave Ovens as OEM.
Feb'07 : Started Assembly of CTV as OEM & ODM.
Jan'08 : Started Sheet Metal press shop for MWO & Air MWO.

 Feb'10 : Started plastic injection molding for Air-Con & MWO.

Feb'10 : Started Copper Tubing fabrication unit for Air-Con.
Jan'11 : Started Air-Con as ODM with own design product.
Mar'13 : Started manufacturing of induction cook top as OEM.

We, the people of E-Durables, commit ourselves to the following values in

executing our tasks and interacting with one another. These values guide our
decisions and influence our thinking.
Customer First: We give our customers high priority and encourage lasting
relationships. We honor our commitments.
Business Success: We strive to continuously improve and grow our
businesses to the benefit of shareholders and ourselves.
Result-Driven: We focus on outputs. We deliver quality products efficiently
and in time.
People: We care for our people and treat everyone with respect.
Integrity, Honesty, Innovative Thinking and Credibility: The corner stones of
our values.
Team Work: Team work is our way of achieving success. We encourage
constructive interaction and team spirit within and between all of us.
Upgrade technology, infrastructure and manufacturing systems on
continuous basis to meet future customer needs.
Continually reduce cost by doing business and offer cost effective business
models to our customers.

-Durables is committed to minimize environment impacts of its process, prevent

pollution of water, land, air and limit the uses of all Hazardous substances by all
available means under its control, comply with local environmental legislation and
Customer requirements, demonstrate excellence in its environmental performance
on continual basis.

Quality is accorded top priority to ensure cost effective and timely supply to our
Customers delight. We achieve this by total Involvement of our people, continuous
Improvement and Innovations.

CHAPTER-2
Recruitment and Selection
To understand the effectiveness of different functions of
recruiting agencies.

To identify the various competencies and challenges of

recruitment consultancies.

 To ascertain the intensity of recruiting consultancies with

respect to employee outsourcing.

Scope of the study

To understand the various sources of recruitment consultancies
in coordinating with outsourcing activities.

It helps to analyze the recruitment policy of the organization.

It enables us to evaluate the effectiveness of different recruiting
techniques and sources for all types of job profiles dealt in the
consultancy.

FACTORS INFLUENCING RECRUITMENT

Recruitment policies need to be defined clearly, it will be easier to hire

individuals and recruit the best talent possible. Objectives need to be
defined clearly, the organisations goals, vision and mission statement. The
job description must be explained very clearly, so the right person is
chosen for the right job. Human Resource management is a must and at
times these individuals come from a thorough management background, so
the job post must be defined clearly. The article explains various factors
that affect the recruitment policy; these must be kept in mind while defining
the various areas of the policy.

Organisational objectives need to be defined clearly before hiring

individuals. Start-ups need to define these objectives clearly so that right
set of individuals would apply for the position. Larger organisations have
different departments and different posts in these departments. The job
description must go along with the department. Let us take an example of a
marketing company; creative department would need individuals who come
from a technical background while media buying and selling would be from
a sales background. Areas need to be defined based on the departments
and sub-departments, this would help the hiring process.
Personnel

policy

affect

the

recruitment

policy

of

organisations;

communication either makes an individual stay or leaves an organisation.

Depending on the recruitment policy the organisation can select the right
individual for the right job, turnover rates would reduce significantly.
Training is an area which organisations spend a lot of money, if the right
individual is hired the company can have a loyal and skilled staff. Getting
skilled staff is very important the productivity level would increase in an
organisation. Having a common criterion for recruiting individuals would be
beneficial, newer and older employees would be treated the same. A
recruitment agency must be selected which understands the organisation
and has similar clients.
Pay package and bonuses must be explained very clearly at the
recruitment stage, the policy must define these areas very clearly. There
must be no scope for disambiguation.

 Strategic plans:

The steps most commonly used in developing an HR strategy:

Setting the strategic direction
Designing the Human Resource Management System
Planning the total workforce
Generating the required human resources
Investing in human resource development and performance
Assessing and sustaining organizational competence and
performance.
Organizational policies:
o Basic Overviews of Human Resource Management
o Getting the Best Employees
o Paying Employees (and Providing Benefits)
o Training Employees
o Ensuring Compliance to Regulations
o Ensuring Safe Work Environments
o Sustaining High-Performing Employees.

Recruitment Criteria:

Technical criteria, i.e. know-how, professional skills, and experience

in your field.

The candidates personality and charisma are the most influential

criteria in the process of recruitment in France.

Communication skills and the knowledge of foreign languages are also

very important, to ensure the smooth flow of communication between the
company and its subsidiary.

METHOD OF RECRUITMENT
Recruitment is one of the most important parts of HR, as if you get this process right
youre halfway there, as you have minimized any potential employees issues that can
arise in future.
However, if the recruitment is not done effectively then this will have wide reaching
implications for the organization long term.
Therefore, it is still quite amazing how often employers can get this process wrong,
either through neglect or ignorance. Even though everyone is aware how important and
more importantly how expensive it is to recruit employees in our current market. The
latest statistics show that to replace an existing member of staff it will cost you two and
a half times the employee's salary. Therefore, it is important that the HR is involved in
the entire recruitment and selection process.
Before recruiting for a new or existing position, it is important to invest time in gathering
information about the nature of the job and conducting a job/work analysis of that role,
asking the following questions:

Has the function changed?

Have the work patterns, new technology introduced or new products

altered this job in anyway?

Will there be any changes anticipated which will require different or more
flexible skills from the new candidate?

What skills do we need the new candidate to have that the existing job
holder didnt have but needed?

These answers will enable you to clarify the actual requirements of the job and how it
fits into the rest of the organization. It is recommended that you use the exit interview
from current job holders to identify any gaps, problem areas or skills that are required
for the new job holder to the employer's attention bring about effective change in that
role. A systematic approach towards this will show that you are not just thinking about
the content making up the job, but the jobs purpose, the outputs required by the job
holder, what skills and aptitudes are required and how it fits into the organizations
culture and structure.
Upon completing your job analysis for that role, you will be able to form the basis of your
new or modified job description and person specification. After updating your job
description and personal specification you will be able to start looking at methods of
how to attract the right type of candidate for the role, managing the recruitment process.
The entire recruitment and interview process must be conducted in a clear, fair,
transparent and unbiased professional manner.
Employers must be aware that all advertisements placed should be genuine and relate
to a job that actually exists. The adverts should appeal to all sections of the community
using positive visual images and wording. It is considered best practice to get another
HR colleague to proof read your advert before you take any action. Employers must
ensure that there is nothing discriminatory concerning age, sex, marital status, sexual
orientation etc within the advert. As your advert will have to adhere to the Human Rights
Act (HRA) 1993, the Fair Trading Act and the Privacy Act. Check out the Department of
Labor: Hire Guide or HRINZ Recruitment Guide.
Screening and Skill Matching is a specialist HR function. A vast range of psychological
testing and skills and competency matching software options are available. Normally,
the HR practitioner accompanies the interview panel with an organizational view to

helping line managers in making decisions on the suitability of the candidates to the
organizational culture. Check out the HR Tool Kit or HR Marketplace.
Successful recruitment depends upon finding people with the necessary skills, expertise
and qualifications to deliver organizational objectives and the ability to make a positive
contribution to the values and aims of the organisation.
After going through such a lengthy task of recruiting the right person for the job, you will
want to ensure that you keep this person for your organisation. Your new employees
impression of the organisation will be made on how well they have been treated on their
first day at the office. It is very important that someone inducts the new employee on
their first day or within the first week. Well-planned induction enables new employees to
become fully operational quickly and should be integrated with the recruitment
process. This approach also means that new employees can settle in and start
contributing effectively to the organisation's business as soon possible. All new
employees should know the organisation's aims, objectives, organizations policies and
what is expected of them.
Human resources recruitment methods vary according to staffing needs, company size,
recruiting staff expertise and budget for advertising, cost-per-hire and other employment
expenses. Depending on the jobs for which your company is recruiting workers, some
methods are more effective than others. Often, the way to determine the most effective
recruitment method is by experimenting with several methods until you find one that
uses your company's resources and time wisely.

Internet Job Boards

o

Internet job boards that direct applicants to a company's website are a

popular recruitment method. Online job boards reach a wide audience and the
company's applicant tracking system makes recruiting a fast and efficient process.
When an applicant spots a job posting in which she is interested, the job board redirects
her to the company's website where she completes an online application. Recruiters

monitor the systems and review applications with qualifications that match those
required for the vacancy.
Employee Referral
o

Many employers realize the value of recruiting via employee referrals, and
even offer referral bonuses to encourage employees to recommend friends, colleagues
and family members for jobs. If your company has a high-performing work force, this
could be a very effective recruiting method. Employees who are conscientious about
their job duties and responsibilities generally know other people who demonstrate the
same work ethic. Using this type of recruitment method minimizes the expense of online
advertising and recruiters' time expended sourcing qualified applicants.
College Recruiting

Large organizations seeking new entrants to the work force have

recruiters who travel to college and university campuses looking for graduating
students. This recruiting method serves the interests of future employees and the
employer. Campus recruiting enables companies to attract students with impressive
academic credentials and train them to model the employer's philosophy and practices.
In addition, the company's presence on campus demonstrates a willingness to invest in
young professionals through mentoring and professional development. Private industry
as well as military recruiters often uses this recruiting method.
Job Fairs

Job fairs can be conducted by one employer seeking applicants for a

variety of positions, or a group of employers who want to attract large numbers of
qualified applicants. Some job fairs provide on-the-spot interviews, which encourage
prospective candidates to come, prepared to spend the day exploring employment
opportunities with several employers. Job fairs are an effective recruiting method,
particularly for new companies that need to staff their organization quickly or employers
who want to expedite the recruitment and selection process by offering same-day
interviews.
Professional Associations and Networking
Recruiters and other human resources staff who belong to professional associations
use seminars, luncheon meetings and similar networking opportunities to attract
applicants. Industry-specific organizations and trade associations use online job
postings, newsletters and simple word-of-mouth advertising to publicize openings. For

instance, the Society for Human Resource Management has a national database for job
seekers who are interested in HR positions. Likewise, professional associations for
engineers, accountants and lawyers also have listings for employment opportunities
within certain regions as well as jobs across the country.

EVALUATION
A recruitment and selection policy is a statement of principles, outlining how your
organisation will conduct its recruitment and selection process.
The aim of such a policy is to ensure that a transparent and unbiased recruitment and
selection process is followed; one that results in the appointment of the best candidate,
based solely on merit and best-fit with your organisational values, philosophy, and
goals.

Five good reasons for having such a policy are to ensure:

Job descriptions meet business requirements

Candidates are assessed against consistent criteria at every stage

The recruitment process is lawful

The candidate can be confident it is a genuine job offer

The process can be followed by all stakeholders.

1. Suitability
Writing an accurate position description is an important part of the recruitment process.
It describes the primary tasks involved as well as the core competencies required to
perform the role. A good recruitment and selection policy would require those writing job
descriptions to give precedence to the competencies that would make the most positive

contribution to the organisations business requirements (i.e. flexibility, initiative,

leadership etc).
2. Consistency
A good recruitment and selection policy will also require that hiring managers use predetermined criteria at all stages of the recruitment process, thereby reducing the risk of
bias or discrimination. In the screening stage, the key selection criteria should have
been determined before the job was advertised and clearly displayed in the
advertisement and job description. only. When interviewing candidates, the same
interviewers should be present at each interview and a set of pre-determined questions
asked of each candidate, allowing them equal time to respond.

Reference checks should be conducted before any appointment is made and should be
carried out in a consistent manner (i.e. asking similar questions of each candidates
referees and former employers).

It should be noted that treating everyone consistently does not always imply fairness. If
a candidate is at a disadvantage for any reason (i.e. has a disability), you may need to
take their individual circumstances into account, so they are given an equal opportunity
to present their case.
3.Legality
Privacy and equal opportunity legislation require that the recruitment process is
conducted in a fair and transparent manner and a good recruitment and selection
policy will always make this very clear to recruiters.
During no stage of the recruitment process (from advertisement to interview) can there
be any discriminatory behavior, based on a persons age, sex, marital status, religion,
nationality, sexual orientation or disability. A candidate may have recourse to legal action

if they feel they have been discriminated against, so impartiality is not only the right
thing to do, its also good risk management practice.

Discrimination may be quite unintentional. For example, using terms in a job

advertisement such as young and energetic or new graduate may seem harmless
enough, but should be avoided as they are implying that you must be young to apply for
the job.

Privacy laws also require that a candidates application is treated confidentially.

Penalties apply if breaches occur, so here as well, a good recruitment and selection
policy helps to protect the organisations best interests. An example of a privacy breach
would be a recruiter discussing the details of a confidential job application with their
family or friends.

A recruitment and selection policy that reminds staff about the implications of possible
lapses such as these can go a long way towards ensuring they never happen.
4. Credibility
Not all job advertisements are genuine. Some are placed by organizations wishing to
build up a talent pool or to simply to test the waters and see whats out there.

If an organisation calls for certain application procedures to be followed, candidates can

feel confident the position they are applying for actually exists and that their efforts will
not be in vain.

Candidates can also see you are a reputable employer by the good practices you follow
and are more likely to want to become an employee of your organisation.

5. Transparency
By requiring transparent procedures at every step, the recruitment and selection policy
ensures that all stakeholders in the recruitment process (HR, department head, line
manager etc) are able to follow the process and be confident of the outcome.

Candidates should be kept informed of the status of their application and notified if
unsuccessful. Reasons for decisions made during the recruitment process should be
documented and a transparent appeals process put in place if a candidate is unhappy
with the outcome.
Conclusion
A good recruitment and selection policy should be based on principles such as:

Respect for diversity

Ethical decision making

Selection according to merit

Equal treatment for all

Procedural fairness.

CHAPTER-3

Recruitment &
Selection at EDurables

Process at E- Durables

Collection of job description from clients (employers)

Summarizing the relevant parameters like salary, industry, company preference

etc.

A thorough research of HR inventory on the basis of the specific necessity, to find

out the best fit solution available to the defined requirement.

Screening and evaluation of the skills, experience, and personalities of all

candidates and endeavors to provide accurate information.

Calling the screened candidates for the initial interview at E- Durables to filter
the competition.

Communicating the details of potential candidate with the concerned client.

Feedback from the clients and candidates placed.

CHAPTER-4

Research
methodology

Advantages of
Research
methodology

Sources of data
collection

Objectives of
study

Purpose of
research study

Data analysis
and interpretation

Questionnaire

findings

RESEARCH METHODOLOGY
Research methodology is a systematic process of identifying and formulating by setting
objective and method for collecting, editing and tabulating to find solution.
Research design:
The problem that follows the task of defining the research problem is the preparation of
the design of the research project is called as research design.
The research design undertaken by researcher is Descriptive research design. This
research design concerned with the research studies with a focus on the portrayal of the
characteristics of a group of individual or a situation.

Problem Statement:
In order to understand the significance of the recruitment consultancy and how it is
beneficial in carrying out the outsourcing functions, there exists a need to verify the role
of recruitment consultancy in efficient furnishing ofmanpower to its concerned clients.
Thus a study is carried out at E- DURABLES (recruitment consultancy, Dehradun)to
justify the objective of the study.
Sampling technique:
The non- probability sampling procedure has been used by the researcher because it
does not give a representative sample of population.

Sampling method:
Convenience sampling method has been used by the researcher.

Sampling size:
The sample size chosen by the researcher is 32 respondents, which is 50 per cent of
the total employees in the organization.

Sample area:
Dehradun

Sample Unit:
Employees at E- DURABLES dehradun.

Advantages of Research Methodology

To find out the minimum input resource to complete the task and completion day.

To judge client/employee/working satisfaction level in the organization.

To find out the best possible substitute of problem.

To find out the most effective and efficient method/techniques of dealing the task.

SOURCES OF DATA COLLECTION:

Primary data
Secondary data

PRIMARY DATA:
The Primary data used by the researcher is questionnaire.
SECONDARY DATA:
The secondary data used in this research are
Books referred and
websites
RESEARCH INSTRUMENT:

The instrument used for this study by the researcher is questionnaire.

OBJECTIVE OF THE STUDY

Primary objective:
To study the importance or significance and role of recruitment
consultancy conducting a study at E- DURABLE (DEHRADUN).
Secondary objectives:
To study the various sources of recruitment consultancy.
To study the factors influencing the recruitment consultancy in carrying out its functions
and objectives.
To study the present and future demand of recruitment consultancy in pursuit of
outsourcing.

PURPOSE OF STUDY:
E- Durables are one of the well-known recruitment and service providing consultancy
firm in Dehradun. Being a multiple service providing unit there lies a requirement or
need to verify the efficiency of recruitment strategies as it is one of the vital function of
the firm and thus an analysis is carried out to study the effectiveness or the efficiency of
recruitment consultancy and its significance in service industry with reference to EDurables .

STATISTICAL TOOLS:

In order to come out with the findings of the study, the following statistical tools are used
by the researcher

Percentage analysis method

Chi- square method
Weighted average method
DATA ANALYSIS AND INTERPRETATION
The data collected has to be processed and analyzed for the purpose of developing the
research plan. This is essential for a scientific study and for ensuring that we have all
the relevant data. Processing implies editing, coding, classification, and tabulation of
collected data and so that they acquiescent to analyzes.
The term analysis refers to the computation of certain measures along with searching
for patterns of relationship that exists among data groups. Thus, In the process of
analysis, relationships with original or new hypothesis should be subjected to statistical
tests of significance to determine with that validity data can say as to indicate any
conclusions.
Analysis of data in a general way involves a number of closely related operation that are
performed with the purpose of summarizing the collected data and organizing them in
such a manner that answer the research questions.
The whole chapter of analysis and interpretation is based on the responses of
respondents who were administered with a questionnaire which contain the personal
data their views about the recruitment and selection process and procedure.

DATA ANSLYSIS AND INTERPRETATION

.

Are you satisfied with the present Recruitment & Selection Practices at E-

Durable ?

Agree

Strongly agree

strongly disagree

satisfactory

25%

50%
10%
15%

a. Agree
b. Strongly agree
c. Disagree
d. Strongly disagree
e. Satisfactory

Disagree

Does internal hiring helps in motivating the employees?

agree
satisfactory

disagree

35%
65%

a.Agree
b.Dis agree
c. Satisfactory
Interpretation

65% are agree, 35% are disagree and 0%

are satisfactory

How important is job definition in the Recruitment & Selection

Practices?

Agree
Disagree

Strongly Agree
Strongly disagree

20%

45%

a.Agree
b.Strongly agree
c. disagree

35%

d.Strongly disagree
Interpretation
35% are agree, 45% are strongly
agree,20% are disagree and 0% are
strongly disagree

In selection process, do you think innovative techniques (like stress

level test, psychometrics Test) should be adopted?

Agree

Disagree

Satisfactory

35%
50%
15%

a. Agree
b. Disagree
c. Satisfactory
Interpretation
35% are agree, 15% are disagree and 50% are
satisfactory.

Do you think the Direct Recruitment & Selection Practices is quite long
process?

Agree
Disagree

25%

Strongly Agree
Strongly disagree
10%

65%

a. Agree
b. Strongly Agree
c. Disagree
d. Strongly Disagree

Do you think the ways and process through which E- Durable

candidates is better than other consultancy?

hire

Agree
Disagree

Strongly Agree
Strongly Disagree
10%

20%
55%
15%

a.Agree
b.Strongly Agree
c. Disagree
d.Strongly Disagree

If you are given a chance of modifying the process of hiring the

candidates, will you like to do changes?

Agree

Disagree

28%

72%

a.Agree
b. Disagree
Interpretation
28% are disagree and 72% are agree

Is the communication Practices give the best results according to you in

hiring of candidates?

Agree
Disagree

15%

Strongly Agree
Strongly disagree

5%
45%

35%

a. Agree
b. Strongly agree
c. Disagree
d. Strongly disagree
Interpretation 45% are agree, 35% are strongly agree, 15%
are disagree and 5% are strongly disagree.

. Are you satisfied with the effectiveness of your organization?

Agree
dis agree

strongly agree
strongly disagree

25%
40%

35%

e.Agree
f. Strongly agree
g.disagree
h.strongly disagree
interpretation
25% are agree, 35% are strongly agree,
40% are disagree, and 0% are strongly
disagree

Findings

Based on the study performed on Recruitment and Selection

process at E- DURABLE the resultant findings are as follows

E- Durable have Recruitment & Selection as the vital and

core part among the services being provided in their
organization.

It is providing other services such as life assistance, etc

which are beneficial for the common public of the city which
in turn make them stand apart from others.

It is providing required information in a crystal clear and

defined way regarding job profiles, venue and time of
interviews conducted to the concerned candidate by
establishing a relationship between client and candidate.
It provides candidates an advantage by not charging from
them rather it charges from the company for the recruited
candidate.
It gathers candidate data information from various sources
and initiates the calling process by creating awareness about
the job profile as well as firm itself.
It sets targets for its employees in order to maintain its
position and rapport in the market.

CHAPTER-6
Suggestions And Recommendations
The organization can go for campus interview in order to
grab the fresh minds and talented candidates to furnish
better employees to their clients.
It can directly have the tie ups with various colleges and
universities of Dehradun to increase and improve the base of
HR inventory.

 Intelligence test and other aptitude tests can be adopted by

the company to screen the candidates.
Few changes in the recruitment policies can be
implemented.

CHAPTER-5
CONCLUSION

Recruitment activity is always considered as the vital part of any manpower consultancy
or an outsourcing agency.

E- Durables

on one way is absolutely successful in

gathering the data of candidates and clients through various sources and there by
communicating with job seekers about the available profiles on one hand and
coordinating with placement activities with concerned firms(clients) on the other hand

and thus acting as a bridge between the employers and job seekers. This make them
stand unique and apart from their competitors and in turn helpful in maintaining the
rapport in the market and in the eyes of the public. Recruitment being a vital part of the
organization has become never ending processes which thus lead to the efficiency and
effectiveness of the consultancy. Also the activities pertaining to screening of resumes
calling process, data generation, and candidate feedback along with clients revert has
been one of the core competencies of the consultancy.
Thus it can be inferred that there is a systematic protocol being0 obeyed at the
consultancy in a defined manner which in turn projects that there exists a demand for
recruitment consultancy and it is significant in carrying out the outsourcing activities in
todays scenario.

CHAPTER-7
Bibliography

Bibliography

http://www. E- Durable .co.in/jobs/index.php

http://mycitydiscount.in/Abotus.aspx
http://consulting-ideas.com/learn/the-history-of-consultancy
http://en.wikipedia.org/wiki/management_consultancy
http://seminarprojects.com/thread-a-study-on-effectiveness-of-recruitment-

consultancies-in-india
http://www.google.co.in/imghp?hl=en&tab=wi
Industry guide support from E- Durable
Internal guide and Mentor assistance from educational institution
Self efficacy, effort and creativity

CHAPTER-8
Annexure

Questionnaire for Recruitment and Selection Project

Name:
Designation:
Email ID:

Contact no.

Are you satisfied with the present Recruitment & Selection Practices at
E- Durable ?
i. Agree
j. Strongly agree
k. Disagree
l. Strongly disagree
m. Satisfactory

Does internal hiring helps in motivating the employees?

a. Agree
b. Disagree
c. satisfactory

How important is job definition in the Recruitment & Selection

Practices?
a. Agree
b. Strongly agree
c. disagree
d. strongly disagree

In selection process, do you think innovative techniques (like stress

level test, psychometrics Test) should be adopted?

a. Agree
b. Disagree
c. Satisfactory

Do you think the Direct Recruitment & Selection Practices is quite long
process?
a. Agree
b. Strongly Agree
c. Disagree
d. Strongly Disagree

If you are given a chance of modifying the process of hiring the

candidates, will you like to do changes?
a. Agree
b. Disagree

Is communication Practices give the best results according to you in

hiring of candidates?
a. Agree
b. Strongly agree
c. Dis agree
d. Strongly disagree

Are you satisfied with the effectiveness of your organization?

a. Agree
b. Strongly agree
c. Dis agree
d. Strongly disagree