ACKNOWLEDGEMENT
The purpose of Summer Training is not merely doing a project, but to have a firsthand
insight and exposure to the Organization. It is not only help in enhancing the
academic Knowledge nut also to let us know how to put the academic knowledge into
a practical application in the working environment.
I wish to express my sincere thanks to Founder and Co-Founder Mr.Aseem sir and
Manish sir who had been enough, to grant me an Opportunity to learn through our
Project, in one of the leading Executive search (Recruitment Firm).
It gives me a feeling of pride and satisfaction that Dr.Sridhar Pnda the Director of
Brij Mohan Institute of Management & Technology (BIMT), Gurgaon Haryana
which Is Affiliated from Maharishi Dayanand University (MDU) Rohtak. Has
coordinated to get me training in Skope Business Ventures Pvt.Ltd Plot No.225
Udhyog Vihar Phase-4 Gurgaon. I wish to express my appreciation and thanks to all
those with whom I had the Opportunity to work and whose thoughts and insight has
helped me in furthering my knowledge and understanding of the Training practice
followed Skope Business Ventures Pvt.Ltd.
DECLARATION
Countersigned
Forwarded by
EXECUTIVE SUMMARY
I had started my Summer Training Program at Skope Business Ventures Pvt.Ltd. This
is a Recruitment firm in Udyog Vihar Phase-4, Gurgaon, and Haryana. I have done
my Internship there for the two months. And got the Topic for my Project Report. The
Topic was given by the head of the Company person and as per my Mentors also. His
name is Ishita Chakroborty who really gives me great Confidence to do the work at
Skope.
She gives me relevant Company information for preparing my Project as well. She
tells me so many things that how I can pitch the JD to the Candidate so that I can
easily convince to them for the Interview regarding the Current job profile.
Here I want to discuss briefly about the Recruitment and Selection Process which I
have done earlier at the Skope.
The question comes into the mind that why I have chosen my topic as
“Recruitment and Selection Process”. Because as a HR and Marketing
professional in M.B.A this topic is covers all those aspects which really help
me for using my theoretical knowledge in Practical aspects.
5
TABLE OF CONTENT
1. COMPANY PROFILE 45
2. KEY POSITION OF THE COMPANY 47
3. KEY IT POSITION OF THE COMPANY 48
4. THE TEAM OF THE COMPANY 49
5. INDUSTRY FOCUS 51
6. CONCEPTS 52
4 CHAPTER 04 53-61
1. MISSION OF THE COMPANY 54
2. VISION OF THE COMPANY 55
3. ORGANIZATION STRUCTURE 56
4. CLIENTS OF THE COMPANY 57
5. THE RECRUITMENT PROCESS OF COMPANY 61
5 CHAPTER 05 62-69
1. CHALLENGES 63
6
CHAPTER-01
7
SKOPE Business Ventures Pvt. Ltd. – Recruitment & Retention Services, was
founded in 2010 and since then it has been successfully partnering Recruitment with
number of organizations. Skope specialize in Bulk Hiring Model for Sales and
Operations team and head hunting middle senior positions. Our model is more
focused on Recruitment Partner hence creating Speed & Scalability at better price
creating WIN-WIN!! Technology backed solutions through our Recruitment portal –
MY’HIRE 361 (Real-time Recruitment Tracker). It covers the entire life cycle of
hiring for any particular position with details of data used and MIS on input – output
tracking. Skope core team comprises of professionals with over 50 years of
experienced amongst themselves their combined experience covers all functional
disciplines in divorce business such as insurance, informational
8
their clients and generating the high range of the revenue for the Skope.So here in this
Company I have choose my Topic as recruitment Process in Skope to know about the
broud area of the recruiting the people that as a HR Person or HR Manager how we
can recruit the people in an effective way for the organization. So that the
Organization will run for the longer time within the Compatitative era.
9
CHAPTER-02
10
I had start my Management Training with Skope Business Ventures Private Limited
as HR executive or you can say as a Talent acquisition and I have got the topic
Recruitment and Selection Process in Skope as a Project Topic. I have work with
Skope for the 60 days which carries two months. Within this period I have got the
broader knowledge in HR field as well as Marketing. Because my work was related to
both field where I have really implement my HR and Marketing knowledge in a
working environment.
Here in skope I was work as an Individual as well as in a group also and learn the lots
of things. Here I have got the broader knowledge of recruitment process and how as a
HR and Marketing person act in the working Environment.
We can discuss a little bit of the Recruitment Process here which I have done in the
Skope.
11
RECRUITMENT
INTRODUCTION:
Recruitment forms the first in the process, which continues with selection and ceases
with the placement of the candidate. It is the next step in the procurement function,
the first being the manpower planning, Recruitment makes it possible to acquit the
12
number and types of people necessary to ensure the continued operation of the
organization.” Recruitment is the discovering of potential applicants for actual or
anticipated organizational vacancies”. Recruitment has been regarded as the most
important function of personnel administration, because unless the right type of
people is hired, even the best plans, organization charts and control systems would not
do much good.
DEFINITION:
EFFECTS:
POSITIVE RECRUITMENT PROCESS:
Ensure that the selected candidates stay longer with the company
Make sure that there is match between cost and benefit
Help the firm create more culturally diverse work-force
RECRUITMENT
EXTERNA
zRECRUITMENT INTERNAL
FACTORS
SUPPLY AND
FACTORS
DEMANDS RECRUITMENT
UNEMPLOYME POLICY
NT HRP
LABOUR SIZE OF THE
MARKET FIRM COST
POLITICAL- GROWTH AND
EXPANSION
SOCIAL
RECRUITMENT PROCESS:
Planning
Strategy development
14
Searching
Screening
Evaluation and control
OBJECTIVES OF RECRUITMENT:
To attract people with multi-dimensional skills and experiences that suit the
present and future organizational strategies so as to obtain a pool of suitable
candidates for vacant posts.
To induct outsiders with a new perspective to lead the company
To infuse fresh blood at all levels of the organization.
To develop organizational culture that attracts competent people to the
company.
To use a fair process.
To ensure that all recruitment activities contribute to company goals.
To search for talent globally and not just within the company.
To conduct recruitment activities in an efficient and cost effective manner.
EMPLOYEE RECRUITMENT:
Employee behavior. Recruitment, Quite often this word stands alone when some
gaming companies develop a human resources management strategy. An organization
cannot develop a recruitment strategy without simultaneously for mulcting an
Employee retention plan. Simply stated, it is one thing to attract workers, but quite
another to retain them.
15
All organizations whether small or large, do engage in recruiting activity, though not
to the same extent. This differs with
INTERNAL FACTORS:
Employees from within the organization are hired to fill a job vacancy.
16
3 Organization culture
5 Company’s size
6 Company’s products/services
10 Cost of recruitment
EXTERNAL FACTORES:
1 Socio-economic factors
3 Employment rate.
5 Political, legal and governmental factors like reservations for SC/ST/BC and sons of
soil.
ADVANTAGES:
DISADVANTAGES:
Organization
It is costly
Cost of advertisement
PHILOSOPHIES OF RECRUITING:
Provides complete job related information to the applicants so that they can
make right decision before taking up jobs
SOURCES OF RECRUITMENT:
1. Advertising.
2. Employment agencies
3. Employee referrals
5. Labor unions
6. Casual applicants.
9. Unconsolidated applications
10. Nepotism
11. Leasing
RECRUITMENT POLICIES:
1 To find and employ the best qualified persons for each job.
1. Government policies
4. Recruitment sources
5. Recruitment need
6. Recruitment costs
METHODS OF RECRUITMENT
23
Recruitment can be broadly categorized under three heads. Namely, Direct method,
indirect method and Third party Recruitment method.
DIRECT METHOD:-
One of the widely used direct methods is that of sending of recruiters to colleges and
technical schools. Most college recruiting is done in co-operation with the placement
office of a college.
They are the brokers who bring employers and employees together. The specialization
of these agencies enhances their capacities to interpret the needs of their client, toseek
Out particular. Types of persons, and to develop proficiency in recognizing the talent
of specialized personnel.
Also known as labor exchanges, they are the main agencies of public employment.
They provide a clearing housing for jobs and job information. These agencies provide
a wide range of services counseling, assistance in getting jobs information about labor
market, labor and wage rates.
TRADE UNIONS:
25
A number of modern recruitment sources and techniques are being used by the
corporate in addition to traditional sources and techniques. These sources and
techniques include walk-in and consult–in, head-hunting, body-shopping, business
alliances, and tele-recruitment.
1. WALK-IN:
2. CONSULT-IN:
3. HEAD-HUNTING:
4. BODY-SHOPPING:
5. BUSINESS ALLIANCES:
TELE-RECRUITMENT:
ALTERNATIVES TO RECRUITMENT:
26
OVERTIME:
EMPLOYEE LEASING
TEMPORARY EMPLOYMENT
Flexibility in future
REFERENCE CHECK:
The reference of the person should be checked before making a final decision.
Consider, with judgment, any negative comments you hear and what is not
said.
Checking references can bring to light significant information which may save
you money and future inconvenience.
Recruitment Strategies:
Findings Overview Organizations were asked what strategies they use to recruit both
managerial/professional and non-management candidates. For recruiting
managerial/professional candidates, the Internet is the most popular advertising
Medium, used by 76 percent of the organizations surveyed. Organizations regularly
utilize internal resources (e.g., internal job postings and employee referrals) when
recruiting both internal and external candidates. Different kinds of agencies are used
to recruit for positions at different levels. — Temporary and government agencies are
used mainly to recruit non-management candidates. — Employment agencies,
colleges, and professional organizations are used more often to recruit
managerial/professional candidates.
28
Organizational Offerings
The quality of an organization’s offerings affects its ability to attract job candidates.
Organizations believe they offer candidates a strong company reputation (69 percent)
and high-quality benefits packages (65 percent) and learning opportunities (55
percent). Many organizations do not offer stock options (37 percent) or child care
options.
Best Practices
Organizations with the most effective recruiting strategies were 15 to 19 percent more
likely to offer candidates high-quality options such as:
• Potential for advancement.
• Company reputation.
• Stocks.
• Benefits package.
• Corporate culture.
• Salary scale.
SELECTION PROCESS
“Selection is the process of examining the applicants with regard to their suitability
for the given job or jobs, and choosing the best candidate and rejecting the others.”
29
Good recruitment practices are only one key to generating a pool of top job
candidates. Equally important is having a strong basis from which to recruit. If an
organization’s policies and practices are unattractive to candidates, the organization’s
ability to generate good candidates will be limited regardless of the specific
recruitment practices they employee.
But what policies and practice do “good” applicants find attractive? Unfortunately,
there is no easy answer to this question because not all “good” applicants are alike,
and research shows that organization’s policies and the individual’s characteristics.
Financial considerations, supply and demand, and other variables impact the
recruitment process.
Looking for a qualified person for the IT department is likely to require a broader and
possibly more expensive search. Recruitment indicate that there is an increase in the
use of the internet and interactive employment websites, such as searching web
databases, placing online ads at various career sites, purchasing candidate information
from resume services, sending recruitment materials, to targeted individuals, and
placing ads in newspapers can all yield positive results.
Selection is the process in which candidates for employment are divided in two
classes-those application of these tools. Qualified applicants go on to the next hurdle,
while the unqualified are eliminated”. Thus, an effective selection Program is a non-
random process because those selected have been chosen on the bases of the
assumption that they are more likely to be “better” employees than those who have
been rejected.
30
SELECTION PROCESS:
The organizations can make use of more than one source for carrying out the
recruitment procedure. Once the recruiting sources are identified, suitable candidates
are called for the selection process.
Definition:
Who are to be offered employment and those who are not. The process might be
called rejection, since more candidates may be turned away than hired. For this
reason, selection is frequently described as a negative process, in contrast with the
positive program of recruitment.
Letters Of Recommendation
Elf-Assessment.
TESTING IN SELECTION:
33
Sampling it. The test creates a situation in which the applicant reacts; reactions are
regarded as useful samples of his behavior in the work he is applying.
A simple classification of the tests used in selection would distinguish five principal
types, including achievement, aptitude, interest, personality, and combination tests.
Achievement Tests: sample and measure the applicant’s accomplishments and
developed abilities. They are performance tests; they ask the applicant’s
Accomplishments and developed abilities. They are performances tests; they ask the
applicant to demonstrate certain knowledge skills.
APTITUDE TESTS:
Measures an applicant’s capacity, his potential. Their simples form is the intelligence
test, which is intended to measure the ability to learn, to remember, and to reason.
INTEREST TESTS:
34
PERSONALITY TESTS:
Probe for the dominant qualities of the personality as a whole the combination of
aptitudes, interests, and usual mood and temperament. Whole the combination of
aptitudes, interests, and usual mood and temperament.
GUIDES TO TESTING:
3. Tests are helpful in pocking a most likely successful group from a larger group
rather than successful individuals.
4. A test should be tested in one’s own organization as “a valid test in one that
measures.
5. Tests can be held only in case of failure of other selection devices in providing
satisfactory.
6. Test administrators should not heavily depend upon test score in making
decision regarding selection of a candidate.
35
Relationship between tests score and job success is not always linear. Hence,
decision-makers should use the test score judiciously.
ENVIRONMENTAL FACTORS
• EXTERNAL
• INTERNAL
Company’s policy
Cost of hiring
36
CONCEPTS OF TESTING:
1. Job analysis
2. Reliability
3. Validity
• Perception
• Fairness
• Validity
• Reliability
• Pressure
SELECTION TECHNIQUES:
PRELIMINARY INTERVIEW
If the applicant looks like he can qualify for existing job openings, he or she is
given the application blank to complete.
37
APPLICATION BLANK:
Biographical data
Educational achievements
Personal items
CHECK OF REFERENCES:
During the selection process it is believed that former employers, friends and
professional personnel give reliable evaluation of applicant.
TYPES OF INTERVIEWS:
1. Informal interview
.
2.Formal interview
3. Planned interview
4. Patterned interview
5. Non-directive interview
6. Depth interview
7. Stress interview
8. Group interview
9. Panel interview
39
1. PRELIMINARY INTERVIEW
(a)Informal interview
(b)Unstructured interview
2. CORE INTERVIEW
3. DECISION-MAKING INTERVIEW
After the candidates are examined by the experts including the line managers of the
organization in the core areas of the job, the head of the department/ section
concerned interviews the candidates once again, mostly through informal discussion.
The interviewer examines the interest of the candidate in the job, organization,
reaction/adaptability to the working conditions, career planning, promotional
opportunities, work adjustment and allotment etc. the personnel Manager also
interviews the candidates with a view to find His reaction/acceptance regarding
salary, allowances, benefits, promotions, opportunities etc. The head of the
department and the personnel manager exchange the views and then they jointly
40
inform their decision to the chairman of the interview board, which finally makes the
decision about the candidate’s performance and their ranks in the interview.
INTERVIEW PROCESS:
Interview is not a single step. It is a process consisting of several steps. The major
steps are grouped into four categories.
Before starting the interview, the important areas for asking questions should
be worked out.
The interviewer should make the candidate relaxed by starting with questions
that are not directly related with the job.
After the candidate is relaxed, the interviewer should ask the questions related
to the job.
Now the interviewer should make a tentative decision about the candidate.
The are two methods of evaluating an application form, viz., clinical and method and
weighted method.
1. Clinical method
2. Weighted method
3. Biographical inventories
WRITTEN EXAMINATION:
The organization has to conduct written examination for the qualified candidates after
they are screened on the basis of the application blanks so as to measure the
candidate’s ability in arithmetical calculations, the know the candidates attitude
towards the job’ to measure The candidates’ to know the candidates aptitude,
reasoning, knowledge in various disciplines, in various disciplines, general knowledge
and English language.
PRELIMINARY INTERVIEW:
The preliminary interview is to solicit necessary information from the prospective
applicants and to assess the applicant’s suitability to the job.
GROUP DISCUSSION:
The technique of group is used in order to secure further information regarding the
suitability of the candidate for the job. Group discussion is a method where groups of
The successful applicants are brought around a conference table and are asked to
discuss either a case study of a subject matter.
FINAL SELECTION:
Keep a list of all applicants considered for final selection.
42
Ensure that the criteria are in line with the advertised requirements as well as
the job content.
Ensure that each selection committee member is provided with all the relevant
information pertaining to each short-listed applicant.
Ensure that the interviews are conducted in a fair and effective manner and
that each candidate is weighed comprehensively against the requirements as
advertised.
Ensure that all applicants are informed about the outcome of the final selection
phase.
CLOSING SELECTION:
2. Letter of intent
5. Number of candidates
The Human Resources Management refers to the systematic approach to the problems
in any organization. It is concerned with recruitment, training and Development of
personnel. Human resource is the most important asset of an organization. It ensures
sufficient supply, proper quantity and as well as effective utilization of human
resources.
In order to meet human resources needs, and organization will have to plan in
advance about the requirement and the sources, etc. The organization may also have
to undertake recruiting selecting and training processes. Human Resources
Management includes the inventory of present manpower in the organization. In cases
sufficient number of persons is not available in the organization then external sources
are also identified for employing them. Human Resources
Management lays emphasis on better working condition and also ensures the
employment of proper work force. A part of Human Resources Management is
assigned to personnel who perform some of the staffing function. The staffing process
is a flow of events, which result in a continuous managing organizational position at,
all levels from the top management to the operatives’ level. This process includes
manpower-planning, authorization for planning; developing sources of applicant
45
CHAPTER-
03
47
COMPANY PROFILE
SKOPE – Recruitment & Retention Services, was founded in 2010 and since then it
has been successfully partnering Recruitment with number of organizations. We
specialize in Bulk Hiring Model for Sales and Operations team and head hunting
middle senior positions. Our model is more focused on Recruitment Partner hence
creating Speed & Scalability at better price creating WIN-WIN !! Technology backed
solutions through our Recruitment portal – MY’HIRE 361 (Real-time Recruitment
Tracker). It covers the entire life cycle of hiring for any particular position with
details of data used and MIS on input – output tracking.
48
49
1. Regional Head Sales North & South – with a leading Hospitality Organization
Business Analyst
Business Analytics
IT Infrastructure
Ishita has an experience of 3.5 years; she has worked in HR operations &
recruitments mainly for banking, automobile and manufacturing industry. She started
her career with “Avani Riverside Mall”, Kolkata wherein she was looking after the
entire HR activities of the mall, vendor management, administration and customer
relationship. Her last assignment was with recruitment firm at Chennai, wherein she
was looking after hiring for various industries. Successfully managing a team. And as
a Professional and personally she is a very good recruiter and Mentor as well.
Because for doing the Training program at Skope she help me a lot. She gives me a
great confidence to face the real world in the Recruitment and selection Process.
Whenever I need any discussion regarding the candidate or pitching to the candidate
she come before me and tell me that how I can convince a candidate for the Interview
and all that things. Her guidance and recommendation gave me great help to complete
my Project at a given time from the Institute.
INDUSTRY FOCUS
Information
Information
Insurance
Insurance Media
Media
Technology
Technology
Finance
Finance E-Commerce
E-Commerce Real Estate
Banking
Banking IPC
IPC Consulting
Consulting
Social Hiring:
54
•The Company is exclusively focusing on Social Media hiring as this platform has
tremendous potential on the given date.
•The Company is customizing the use of these social tools to maximize our
productivity in terms of recruitment.
India Hiring is an online platform to seek references to fulfill the hiring needs of the
industry in a quick & targeted manner. In the process we will also reward the referrer
for a long term relationship & community building.
CONCEPT
• This will also help in searching candidates beyond the use of conventional
recruiting tools.
• This platform will help the recruiter to get to the most relevant candidate in a
fast & cost effective manner.
• Referee will not only get the goodwill & satisfaction but exciting rewards as
well.
CHAPTER-04
MISSION:
The organization mission is to touch the horizon where the capabilities may
successfully meet with the requirements of the Company clients, that too with
ultimate transparency and cost-effectiveness.
Skope is always trying its best to recruit the best candidate for their Clint’s
Company, in time to time providing the skillful candidate according to the
requirement of the clients Company to fulfill all those aspects which is require
by the Company.
57
For recruiting the matching candidate according to the Job Description of the
clients Company all employee of the Skope following the right kind of the
Script and with the passionate scheduling the Interview and making line up for
the Joining of the Clint Company.
The Company mission is also to make employee happy within the Company
premise so that they can easily done their job with a jolly mud.
VISION:
Skope Recruitment & Retention Services was founded in 2010 and since then
it has been successfully partnering Recruitment with number of organizations.
So this Organization having the Vision to become the number one
Organization in Recruitment and retention area.
58
The Company Mission is to also open a new branch in Gurgaon region also.
The founder of this Company is very enthusiastic and passionate to increase
the employee.so that more and more recruitment will be done at a single time.
The Company focused is also to do the tie up with the more and more Company in the
Future. So that the company generate the higher profitability in terms of money. And
it’s also shows the Company potential in the future time.
ORGANIZATION STRUCTURE
Manager Manager
District
Management District
Management
Area District
Management
Area District
Area
Management
Area Manager
Manager Manager Manager Manager
Trainee Trainee
Manager Trainee
Manager Trainee
59
The Company having so many clients, for whom the Skope recruiting a quality person
for fulfilling the vacant position. This Company not only recruiting the Candidate but
taking care of the candidate retention as well.
So here I want to brief discuss about the Client Company of this Organization. Let’s
discuss some major clients of the Organization.
Club Mahindra is a Client Organization of the Skope, for this organization time-to-
time Skope try to fulfill the vacant place. This Organization known as to providing the
Holiday package to the HNI Customer with an affordable price in the different
location in the Country like:-Goa, Nenital, Simla and so many other beautiful places.
We all know that in Media the big FM or 92.7 BIG FM is popular.so for this Skope is
also recruiting a good Candidate who really fulfills the all desire part of the
Organization.
1. Regional Head Sales North & South – with a leading Hospitality Organization
OUR PROCESS
Recruitment plan
Post Joining
Feedback Client
Understanding
Analysis
Candidate Offer Screening & Sourcing
Interview
Joined Shortlisting
64
65
CHAPTER-05
CHALLENGES
Let me discuss here some of the challenges, which I have faced earlier at Skope
Business Ventures Pvt.Ltd.
66
Some time I have faced the problem while I was pitching to Candidate about
the Job Description of the Client Company.
At first time in Skope I have called the Placement Officer of the different
Colleges for the Campus Placement, they given me the positive response. But
at the end the Placement Officer any good feedback in terms of Campus
Placement.
In a day I had done something 25-35 call to the Candidate but at the end I
didn’t scheduled any Interview.
It was the bit difficult to Schedule the Interview at list 5 Candidate at a first
time at my Internship.
The challenges were also to call the stranger person who really I don’t know
personally.Beacause they having different set of mind.
The challenges were also about the checking the Communication skills and
work attitude of the Candidate. Checking whether they are comfortable for the
current requirement or not.
The study shows that 76% of the employees who have put in long year of
service have recruited via open competition. This shows the transparency of
the recruiting policies of the company.
92% of the employees have been working in the organization for a long period
which signifies the job security and satisfaction offered by the company to its
employees.
Our study shows that 44% of the employees have joined this organization
aiming for career growth, good pay scales, and more benefits which the
company offers. Thus the statistics shows that the company has a positive
outlook towards the career growth of its employees in addition to the other
existing benefits.
The company’s approach to its recruitment policy shows that the right person
is very essential for the right job, as nearly 88% of the employees felt that they
were offered jobs according to their qualification and experience. Thus setting
a relationship between qualification and job offered.
The study shows that 72% of the employees were of the opinion that the
recruitment policy of the company is decentralized with each department
recruiting its own employees as per their requirement from the time to time.
68
The company has been trying to infuse new blood in the organization by
appointing fresh graduates and technologists, to set a competitive so as to face
the competitive world.
69
The outcome of the study illustrates that Skope Business Ventures Pvt.Ltd. has
a good recruitment policy where the employees are recruited by each
department as per the requirement from time to time. But there is still a scope
for improvement of its recruitment policy.
The following are some of the suggestion which enables the company to
enhance its recruitment methodology.
The company should focus its attention more on campus interviews to attract
young potential employees who have the zeal to achieve goal for themselves
and the company.
The company can take up short-term projects with new technologies and fixed
deadlines to bring out competitiveness and cutting edge approach by the
employees. This enables the company to recruit the brightest and the best
manpower for the jobs.
The company needs to further focus on talent auditions and job fairs.
70
Incentives and contest for employee referrals and the use of web based
resources such as job boards and job distribution services would go a long way
in enhancing the recruitment process.
H.R Department should be more practical and efficient so that the recruitment
and selection become more effective.
The company should follow new traits / trends in the recruitment process.
The stress should be given on knowledge and the experience should be the
major criteria for selection of employees.
More stress should be given to recruit qualification & skills percentage for
scrutinizing the application of prospective candidates
Company should also focus on the employee happiness, so that they can easily
achieve their target in terms of recruiting more and more qualitative
candidates.
71
Here is one other suggestion for the Organization that Skope should focus on
making more and more Client Company. So that within end of every month
they can easily recruit a huge number of the Candidate.
CONCLUSION
The source of recruitment in the organization is totally based in both the factors i.e.
internal and external.
After selection the employees are inducted for 1-5 days or more than 15 days.
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BIBLIOGRAPHY
(K.ASWATHAPPA)
www.skopeconsultants.com
www.indiahiring.org
in.linkedin.com/in/skopebusinessventures
www.facebook.com/skopebusinessventures
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