(Forwarded by)
Director/Principal of Institution
ACKNOWLEDGEMENT
At last but not least gratitude goes to all of my friends who directly or indirectly
helped me to complete this project report.
Nishtha Arora
ABSTRACT
overall quality of work. Training a wrong hire can also be expensive. Effective
would reduce costs, time to recruit, be effective and help overall organizational
interests.
TABLE OF CONTENTS
2. INTRODUCTION 3-18
3. OBJECTIVES 19
9. FINDINGS 53
10. CONCLUSION 54
11. SUGGESTIONS 55
12. BIBLIOGRAPHY 56
EXECUTIVE SUMMARY
EXECUTIVE SUMMARY
2.
INTRODUCTION
INTRODUCTION
“Right person for the right job is the basic princi ple in recruitment and selection.
Every organisation should give attention to the selection of its manpower,
especially its managers. Theoperative manpower is equally important and
essential for the orderly working of an enterprise.
Meaning:
A formal definition states, “It is the process of f inding and attracting capable
applicantsfor the employment. The process begins when new recruits are sought
and ends when theirapplicants are submitted. The result is a pool of applicants
from which new employees areselected”. In this, the available vacancies are given
wide publicity and suitable candidates areencouraged to submit applications so as
to have a pool of eligible candidates for scientificselection.
Definition:
3. Help increase the success rate of the selection process by reducing the
number of visiblyunder qualified or overqualified job applicants.
4. Help reduce the probability that job applicants, once recruited and selected,
will leavethe organization only after a short period of time.
Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as to
build a poolof qualified job applicants. The process comprises five interrelated
stages, viz.
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
The first stage in the recruitment process is planning. Planning involves the
translationof likely job vacancies and information about the nature of these jobs
into set of objectives ortargets that specify the (1) Numbers and (2) Types of
applicants to be contacted.
Make or Buy:
Technological Sophistication:
STAGE 3: SEARCHING:
Once a recruitment plan and strategy are worked out, the search process can
begin. Searchinvolves two steps
B) Selling.
STEP 4: SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting
process, thoughmany view it as the first step in the selection process. Even the
definition on recruitment, wequoted in the beginning of this chapter, excludes
screening from its scope. However, we haveincluded screening in recruitment for
valid reasons. The selection process will begin after theapplications have been
scrutinized and short-listed. Hiring of professors in a university is atypical
situation. Application received in response to advertisements is screened and
onlyeligible applicants are called for an interview. A selection committee
comprising the Vicechancellor,Registrar and subject experts conducts interview.
Here, the recruitment processextends up to screening the applications. The
selection process commences only late
Purpose of screening
In screening, clear job specifications are invaluable. It is both good practice and
a legal necessity that applicant’s qualification is judged on the basis of their
knowledge, skills, abilitiesand interest required to do the job.
1) INTERNAL RECRUITMENT:
Promotion is an effective means using job posting and personnel records. Job
postingrequires notifying vacant positions by posting notices, circulating
publications or announcing atstaff meetings and inviting employees to apply.
Personnel records help discover employees whoare doing jobs below their
educational qualifications or skill levels. Promotions has manyadvantages like
it is good public relations, builds morale, encourages competent individualswho
are ambitious, improves the probability of good selection since information on
the individual’s performance is readily available, is cheaper than going outside
to recruit, thosechosen internally are familiar with the organization thus
reducing the orientation time andenergy and also acts as a training device for
developing middle-level and top-level managers.
Employee referral
Employees can develop good prospects for their families and friends by
acquaintingthem with the advantages of a job with the company, furnishing
them with introduction andencouraging them to apply. This is a very effective
means as many qualified people can bereached at a very low cost to the
company. The other advantages are that the employees wouldbring only those
referrals that they feel would be able to fit in the organization based on
theirown experience. In this way, the organization can also fulfil social
obligations and create goodwill.
Former Employees:
Usually, banks follow this policy. If an employee dies, his / her spouse or
son ordaughter is recruited in their place. This is usually an effective way to
fulfil social obligationand create goodwill.
Recalls:
Retirements:
At times, management may not find suitable candidates in place of the one who
had retired,after meritorious service. Under the circumstances, management
may decide to call retiredmanagers with new extension.
2) EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions from sourcesoutside the
company. They have outnumbered the internal methods. The various
externalsources include
Advertisements:
Campus Recruitments:
Consultants:
They are in this profession for recruiting and selecting managerial and
executivepersonnel. They are useful as they have nationwide contacts and lend
professionalism to thehiring process. They also keep prospective employer and
employee anonymous. However, thecost can be a deterrent factor.
Head Hunters:
Radio and television are used to reach certain types of job applicants such
asskilled workers. Radio and television are used but sparingly, and that too, by
governmentdepartments only. However, there is nothing inherently desperate
aboutusing radio and television. It depends upon what is said and how it is
delivered. Internet isbecoming a popular option for recruitment today. There are
specialized sites like naukri.com.
SELECTION:
SELECTION PROCESS:
3. Employment interview
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract
Step-1
PRELIMINARY INTERVIEW:
Step-2
SELECTION TEST:
Job seekers who pass the screening and the preliminary interview are called for
tests.Different types of tests may be administered, depending on the job and the
company.
Generally, tests are used to determine the applicant’s ability, aptitude and
personality.
The following are the type of tests taken:
1. Ability test
2. Aptitude test
3. Intelligence test
4. Interest test
5. Personality test
6. Projective test
8. Perception test
9. Graphology test
Step-3
INTERVIEW:
The next step in the selection process is an interview. Interview is formal, in-
depthconversation conducted to evaluate the applicant’s acceptability. It is
considered to beexcellent selection device. It is face-to-face exchange of view,
ideas and opinion betweenthe candidates and
Types of interview: -
2. Formal interview
4. Depth interview
5. Stress interview
6. Group interview
7. Panel interview
8. Sequential interview
9. Structured interview
Step-4
REFERENCE CHECK:
Step-5
SELECTION DECISION:
After obtaining information through the preceding steps, selection decision- the
mostcritical of all the steps- must be made. The other stages in the selection
process have beenused to narrow the number of the candidates. The final
decision has to be made the poolof individuals who pas the tests, interviews and
reference checks.
The view of the line manager will be generally considered in the final selection
because itis he/she who is responsible for the performance of the new employee.
The HR managerplays a crucial role in the final selection.
STEP 6:
PHYSICAL EXAMINATION:
After the selection decision and before the job offer is made, the candidate is
required toundergo a physical fitness test. A job offer is, often, contingent upon
the candidate beingdeclared fit after the physical examination. The results of the
medical fitness test arerecorded in a statement and are preserved in the
personnel records. There are severalobjectives behind a physical test.
Obviously, one reason for a physical test is to detect ifthe individual carries any
infectious disease. Secondly, the test assists in determiningwhether an applicant
is physically fit to perform the work. Thirdly, the physicalexamination
information can be used to determine if there are certain physicalcapabilities,
which differentiate successful and less successful employees. Finally, such an
examination will protect the employer from workers compensationclaims that
are not valid because
STEP 7:
JOB OFFER:
The next step in the selection process is job offer to those applicants who have
crossed allthe previous hurdles. Job offer is made through a letter of appointed.
Such a lettergenerally contains a date by which the appointee must report on
duty. The appointee mustbe given reasonable time for reporting. Those is
particularly necessary when he or she isalready in employment, in which case
the appointee is required to obtain a relievingcertificate from the previous
employer.
The company may also want the individual to delay the date of reporting on
duty. If the new employee’s first job upon joining the company is to go on
company until perhaps aweek before such training begins.
STEP 8:
CONTRACT OF EMPLOYMENT:
1. Job title
3. Date when continuous employment starts and the basis for calculating
service.
6. Holiday arrangements:
8. Public holidays.
STEP 9
Contrary to popular perception, the selection process will not end with
executing theemployment contract. There is another step – amore sensitive one
reassuring thosecandidates who have not selected, not because of any serious
deficiencies in theirpersonality, but because their profile did not match the
requirement of the organisation.
They must be told that those who were selected were done purely on relative
merit.
STEP 10
The broad test of the effectiveness of the selection process is the quality of
thepersonnel hired. An organisation must have competent and committed
personnel.
Every task is taken with an objective. Without any objective task is rendered
meaningless.
INDUSTRY PROFILE
AIM
THE AIM OF C.D.FOUNDATION OF EDUCATION IS TO CULTIVATE
PERSONALITY INTEGRATION AND CREATIVE INTELLIGENCE.
CD Foundation of Education is committed to provide holistic, quality & a comprehensive
academic program which opens up innumerous possibilities & add success in the real life of
each of its student. It is built on a solid foundation of innovative thinking, application of
technology in traditional systems of education, together with a dedication to nurture leaders
of tomorrow.
Infrastructure
Laboratories
We understand that laboratory is a place where the teacher and students, who are equal
knowledge seekers, conduct practical's and facilitate observation of the experiments
conducted and results recorded. At C.D. Foundation we will provide well equipped state of
the art research standard laboratory equipments.
Library
Our library will be an excellent learning resource centre stocked up with a wide range of
reading resources which the students and staffs can utilize as and when required. It will be a
completely automated Senior Library with over 12,000 books
Activity Block
To draw out the artistic talents of the students we will provide.
Studios for practicing Dance, Music & Theatre.
Practice rooms for Art, Craft, Sitar, Guitar, Tabla & Keyboard.
Full-Fledged auditorium with adequate light effects and a seating capacity of worth 200
persons.
Computer Lab
It is no hidden fact that computer education is becoming absolutely vital for everyone who
belongs to this modern-day society. C.D. Foundation will be giving a lot of prominence to the
role of computers in our education system. Students will be provided ample practical
computer training in a well equipped & furnished computer lab.
SPORTS
Outdoor Facilities Indoor Facilities
2 basketball Courts 3 table-tennis tables.
Chairman Messages
Let me extend a very hearty welcome to all prospective parents who have shown an interest
in the CD Foundation of Education.
As the chairman of the educational trust I am very delighted to exchange my thoughts with
you.
I strongly believe that the one concerted area that wittingly or unwittingly can shape the
personality and character of a society is education - and I refer to fundamental education at
the institute level. It is absolutely imperative to prioritize education and its issues on the
national agenda, not only in discourse but in action.
Our country needs people who will persevere in the face of odds, who are willing to
continuously learn and change, who have an inherent sense of curiosity, who see diversity
and plurality as strengths.. and who will stand firmly by a set of values that guide them
through life.
Our education system as it stands today is in need of transformation, and transforming our
education is really the key to transforming India's destiny.
At the CD Foundation of Education, we will help the children to tap their hidden potential by
exposing them to diverse opportunities and a large number of activities. The institute will be
laying great emphasis on overall development and growth of its students and would continue
to work vigorously in this direction.
I am certain that under the guidance of highly professional academic faculty, the instituteing
in CD Foundation of Education is bound to be an overwhelming and memorable experience
Vision
We aim to rise above the ordinary by developing education which can transform lives and
communities. Inspired by our faith and together with our parents and communities, we aim for each
person to reach their full potential in body, mind, heart and spirit.
Everyone in our institute deserves to be cared for unconditionally and valued equally as a unique
creation, made in the image of God. In our learning, in our work, in our relationships and in the ways
O - offering forgiveness
I - inspiring faith
Values
Faith: - In C.D. Foundation we hope and believe in the goodness and reliability of a person.
We offered as a means by which things will turn out well in the end, can be enjoyed in the
present and secured in the future.
Trustworthiness: - We consider it as our moral value to fulfill an assigned responsibility and
as an extension of that, not to let down any expectations.
Integrity: - Our Trust believes integrity is a skill you have to teach yourself, because you're
not born with it, but it is something that you can make yours. It requires honesty, the ability
to follow a moral code, and loyalty to yourself and your beliefs, as for this we all endeavor to
achieve.
Stewardship: - Students at C.D. Foundation are called upon to be stewards of their institute
by caring for their fellow students, the institute campus, and the institute's traditions. In ways
small and large, students learn to be caretakers of the people and things that make up their
environment.
Fulfilling our Potential: - We believe that each one of us carry within us a seed of greatness
or a vast potential that is just awaiting to be unearthed and unleashed and the responsibility is
on us to discover, unearth and actualizing this that would ultimately bring us true fulfillment
as we live a life of destiny.
School Infrastructure
At C.D. INTERNATIONAL, care would be taken to provide a truly enriching environment that
contributes to the holistic development of each student and also nourishes overt and hidden
talents.
Sports
C.D. INTERNATIONAL will have multi-disciplinary sports facilities, this along with well-
equipped infrastructure provides students ample opportunities to relax & exercise at the
same time.
EVENT GALLERY
5.
COMPANY PROFILE
Company Profile
Here is another feather on the cap of CD International School Gurgaon, as the new branch of
the school has been opened in Maruti Kunj, an upcoming posh locality in Sohna road.
On Sunday, 19th March 2017 Swami Dharmdev Maharaj of Pataudi formally inaugurated the
school in a ribbon cutting ceremony. In his speech, Swami Dharmadev Maharaj said that
quality education and extra curriculum activities always be part of the syllabus of school, so
that students become a skill for any job after finishing their school education. A good student
is one who has a sense of good thought and cultivates good things in life. Again the teachers
have to infuse value education into their mind and the teachers have a great role in shaping
the life of the students. CD International School has already proved this fact. Many of its
students are now the well- established person in the society. I wish all the best to its students
and teachers.
Directors of CD Group of schools, Yashpal Yadav said that in the quality of education CD
International School; has never compromised. We are imparting value education with the use
of the latest technology. Today teacher sitting in any part of the world can impart education
with the help of latest Information Technology (IT). Our IT wing of the school has been
pioneering in this regards.
In his speech Tejpal Tanwar, the MLA of Sohna said that we should work hard and work for
the nation. I have greatly indebted to the love and affection people have given to me. I will
always strive for the development of this area.
What distinguishes new branch of CD International School from the rest of the schools in the
area is that all classes are equipped with smart LED screen, computer lab and air condition
facilities etc. For the recreational activities of the children, the school has children’s swings,
soft balls, slides, table tennis, and ground for judo karate, boxing etc. The school buses are
fitted with GPS facility. The school will hold regular interaction of the teacher, students and
parents.
The guests and dignitaries present on the occasion were honoured with flower buffets and
shawls. The local residents of the area also present on the occasion in great number. There
was a great enthusiasm amongst them for the opening of the school. The school had
REVIEW OF LITERATURE
RECRUITMENT:
Selection:
Recruitment:
1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists are
used. In scouting, representatives of the organisation are sent to educational and
training institutions. These travelling recruiters exchange information
withstudents, clarify their doubts, simulate them to apply for jobs conduct
campus interviews and short list candidates for further screening.
2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to
publicise vacancies. A well thought out and clear advertisement enables
candidates to assess their suitability so that only those possessing the requisite
qualification will apply.
4. Internet recruitment:
Various job sites are now available on the internet. The organisation can create
profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicants can be
called because almost 25% of net users in India search for jobs through internet.
Step 1:
Whenever there is a vacancy in the company first it will be known by the project manager.
The project manager informs about the vacancy to the general manager.
Step 2:
Once the general manager comes to know about vacancy in the company he
will inform it to the chairman to get the approval of recruitment.
Sources of recruitment:
RECRUITMENT
RETIRED EMPLOYEES
CONSULTANTS
INTERNET
PRESENT EMPLOYEES
JOB CENTERS
NEWSPAPER
Internal sources:
The company considers the candidates from their sources for telecom industry
because,
2. Retired employees
Generally the organization takes the candidates for the employment from the
retired employees due to obligation. Sometimes the company re-employee the
retired employee’s as a token of their loyalty to the organization.
External sources:
1. Job centres:
This is a network covering most cities acting as agent for potential employers.
They are the private employee exchange; job centres help the candidates in
knowing more about the company.
2. Outplacement consultants
These are the consultants just like the employment exchange. In this job
consultants can register their name and when there is a sent for interview.
Actively seeking to place and may provide training required. Available when
recruitment needed.
3. Newspaper:
4. Internet:
Internet is the modern mode of recruitment. If a company want to fill a vacancy
through external source then internet is the best option to choose.
1. Referrals:
2. Newspapers:
Newspaper is a media through which information can be spread all over the
country.
Job seekers are able to get information about the vacancies through newspapers.
3. Internet:
4. Consultants:
Cost effective.
Time taken is less.
It is easy source since it will have the candidates all the time which will
help during emergency period.
Internal External
Organisational objectives.
Personnel policies of the organisation
Govt. policies on reservation
Preferred source of recruitment
Need of the organisation.
Recruitment costs and financial implications.
4. Cost:
External factors:
2. Labour market:
Employment conditions in the community where the organisation is located will
influence the recruiting efforts of the organisation. If there is surplus of the
manpower at the time of recruitment, even informal attempts at the time of
recruiting like notice board display of the requisition or announcements in the
meeting etc. will attract more than enough applicants.
Selection process:
General criteria that are followed during the process of selection in CD
INTERNATIONAL :
1. Internal selection:
The candidates who are selected internally need not go for the selection test.
The selection process in company refers to the person come through external
source of recruitment has to undergo the below selection process; this selection
process has a series of hurdles which the applicants has to go through.
Tests:
Also the short listed candidates are supposed to go through the technical
interview in which the technical knowledge of the candidate is checked. The
candidates who crack this interview have to go through the panel interview.
2. Panel interview
This is an interview where the panel members will interview the candidate, here
the real capacity of the applicant will be revealed.
A series of questions will be asked as quickly as possible and the applicant has
to satisfy the panel members through his answers.
3. Direct interview:
This is the final round of the entire selection process. In this round the personal
details of the candidates, his expectation towards the company will be known
and according to the applicants attitude towards the job the applicant will be
selected.
To provide the candidates with the facts of the job and the organization.
After the final interview the applicants who have crossed the above stages are
sent to physical examination either to the company physician or to a medical
officer approved for the purpose. Such examination serves the following
purposes:
7.
RESEARCH METHODOLOGY
Aim
Research Design:
Descriptive research
The primary as well as the secondary sources was used for collection of
data.
Primary data:
Questionnaire and interview
Secondary Data:
Books and Journals
Primary data involves the collection of data that does not already exist.
This can be through numerous forms, including questionnaires and
telephone interviews amongst others.
PRIMARY SECONDARY
2. Questionnaires 2. Magazines
Data type:
Sample unit:
personnel of CD INTERNATIONAL
Sample Size:
20
Sampling Technique:
Convenient sampling
Field of Study:
8.
DATA ANALYSIS AND INTERPRETATION
a. Internal
b. External
c. Both
Table: 8.1
Responses 2 7 11 20
Percentage 10 35 55 100%
Chart: 8.1
10%
Interpretation:
It was found that about 55% of the recruitment and selection is done both by
internal and external sources, while as external sources are used more than the
internal sources. Employees are hired mostly from external sources like job
portals, consultancy etc.
8.2. Which of the following external sources are used for recruitment in CD
INTERNATIONAL ?
a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
drives the
above
Responses 5 3 2 8 2 20
Percentage 25 15 10 40 10 100%
Chart:8.2
10%
adv.
25%
internet
campus
40% 15% consultancy
all
10%
Interpretation:
It was found that 40% of the employees are recruited through the
consultancies and 20% of the employees are selected by the advertisement
followed by internet with 15% and campus selections with 10%. Consultancy
and Internet are the major sources which provide eligible candidates for the
hiring in CD international .
a. Centralised
b. Decentralised
Table: 8.3
Responses 2 18 20
Percentage 10 90 100%
Chart: 8.3
centralised decentralised
10%
90%
8.3 Interpretation:
a. Yes
b. No
Table: 8.4
Responses 16 4 20
Percentage 80 20 100%
Chart:8.4
yes no
20%
8.4 Interpretation:
It was found that 90% of employees are satisfied with the recruitment process
adopted by CD INTERNATIONAL . However, some of the respondents
thought there should be some changes in the existing recruitment process of the
organisation.
a. Written
b. Group discussion
c. Personal interview
PI
Responses 1 3 6 8 2 20
Percentage 5 15 30 40 10 100%
Chart: 8.5
5%
10%
15%
40%
30%
8.5 Interpretation:
It was found that 40% of selection is done by Group Discussion & Personal
Interview. However, Personal Interview is mostly used method
of selection followed by group discussion. Employees selected in CD
INTERNATIONAL are finally selected by a personal interview taken by the
head of the centre.
1. Yes
2. No
Table: 8.6
Responses 16 4 20
Percentage 80 20 100%
Chart: 8.6
20%
yes
no
80%
8.6 Interpretation:
It was found that about 80 % of the employees are satisfied with the selection
process. However, the remaining is of the opinion that there should be some
change in the recruitment and selection process of the organisation.
8.7.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
\ Yes
\ No
Table: 8.7
Options Yes No Total
Responses 4 16 20
Percentage 20 80 100%
Chart: 8.7
yes no
20%
80%
8.7 Interpretation:
It was found that 20% of the respondents were of the opinion that stress test,
psychometric test and personality tests should be used for the selection, while
the others were satisfied with the existing recruitment and selection process.
Most of the employees in CD INTERNATIONAL are unaware of these types
of tests as they are mostly fresher’s.
c) Yes
d) No
Table: 8.8
Responses 20 0 20
Chart:8.8
0%
yes
no
100%
8.8. Interpretation:
It was found that from that different recruitment process is adopted for different
grades of employment. Like, for the recruitment of trainers in CD international
theoretical knowledge is considered more and for the developers technical
knowledge is given importance.
8.9.Company HR practices:
Table: 8.9
S No. Options Respondents In percentage
1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 10%
Total 20
Chart:8.9
10%
10%
Excellent
Good
50%
Average
Bad
30%
8.9. Interpretation:
50% of the employees feel that HR department is good where and 30% say
that its very good where as 10% says its average and 10% employees feel it’s
bad. Some employees are not happy as they have to spend a little more time if
they have to take demo training sessions.
8.10. Is there any contract signed by employees while joining the organization?
c) Yes
d) No
Table: 8.10
1. Yes 18 90%
2. No 02 10%
Total 20
Chart: 8.10
10%
yes
no
90%
8.10.Interpretation:
Above chart shows that almost 10% employees said no and 90 % said yes
they have to sign a bond while joining the organization. Employees have to
submit one of their original certificates in the time of their joining and they
cannot leave this company before one year. If the employees agree to these
conditions then they are moved to next round of interview.
10.Yes
11.No
Table: 8.11
1. Yes 18 90%
2. No 02 10%
Total 20
Chart: 8.11
10%
8.11. Interpretation:
It was found that 10% employees were not comfortable with the policies of
company and 90% employees are happily working with the current HR
practices of the company. Some of the employees were not comfortable with
the policy as they find risk in submitting their original documents to the
company.
FINDINGS
The collected data are analysed and general observations has proven that CD
INTERNATIONAL has done remarkable job in its Human Resource
department.
3. About 90% of the employees are satisfied with the recruitment and selection
process.
6. About 90% of employees feel that they are comfortable working with the
current HR policies of the company and 10% feel that they need some changes
in the policies. The policy of the company is to submit one of the original
educational documents and cannot leave the company for 1 year, if done so then
they have to pay a sum of Rs.25, 000 to the company to get the certificate back,
which some of the employees find unnecessary and also risky.
CONCLUSION
10.
SUGGESTION
SUGGESTION
The recruitment and selection procedure should not be too lengthy and
time consuming.
Company should try to use the internal recruitment process first because
it incurs less cost and acts as a motivational factor to the employees.
Provide training to employees so that they get better knowledge, skills
and attitude.
Company should amend some parts of their HR policies for better
effectiveness.
BIBLIOGRAPHY
Books:
Websites:
2) www.google.com
3) www.en.wikipedia.org
4) www.citehr.com
5) www.cncwebworld.com
6) www.scribd.com
Questionnaire:
Name: ...............................................................................................
1. Internal
2. External
3. Both
Q2. Which of the following external sources are used for recruitment in CD
INTERNATIONAL ?
1. Advertisement
2. Internet
3. Campus recruitment
4. Consultancies
1. Centralised
2. Decentralised
Q4. Are you satisfied with the recruitment process?
1. Yes
2. No
1. Written
2. Group discussion
3. Personal interview
1. Yes
2. No
Q7.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
1. Yes
2. No
Q8. Does your company follow different recruitment process for different
grades of employment?
1. Yes
2. No
1. Excellent
2. Good
3. Average
4. Bad
Q10. Is there any contract signed by employees while joining the organization?
1. Yes
2. No
1.Yes
2. No