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Strategies adopted by the firm to increase the number of recruits

S.No. Particulars No. of respondents Percentage


(%)
1 Offering better pay packages 45 30

2 Moving to tier II and III cities 24 16

3 Looking beyond graduates 21 14

4 Tie – up with institutes 48 32

5 Vocational courses designed 9 6


specially
6 Others 3 2
Total 150 100

Strategies adopted by the firms


60

50

40
Percentage

30

20

10

0
offering better pay moving to Tier II Looking beyond Tie - up with Vocational courses others
packages and III cities graduates Institutes designed specially
Preferred recruitment sources

S.No. Particulars No. of respondents Percentage


(%)
1 Internal 21 14

2 External 60 40

3 Both 69 46

Total 150 100

Preferred recruitment sources

80

69
70

60
60
No. of respondents

50

40

30
21
20

10

0
Internal External Both
Recruitment method used for internal sources

S.No. Particulars No. of respondents Percentage


(%)

1 Internal job postings 60 40


2 Promotion 36 24
3 Employee referrals 33 22
4 Employee development programme 21 14
Total 150 100

Recruitment method used for internal sources

45%
40%
40%

35%

30%
Percentage

24%
25% 22%

20%
14%
15%

10%

5%

0%
Internal Job postings Promotion Employee referrals Employee development
programme
Factors which made recruitment difficult

S.No. Particulars No. of Percentage


respondents (%)
1 Lack of applicants 6 4
2 Job pays low salary 33 22
3 Lack applicants with required 54 36
experience
4 Lack of applicants with required skills 39 26
5 Other employers offering higher wages 18 12
Total 150 100
Factors which made recruitment difficult

60 54
50
No. of respondents

39
40
33
30
18
20

10 6

0
low salary
applicants

applicants

applicants

employers
Job pays

required

required
Lack of
Lack of

Lack of

offering

wages
higher
Other
skills
with
with

exp

Problem faced by the recruiters while recruiting the candidates


S.No. Particulars No. of Percentage
respondents (%)
1 Candidates ignore the offer due to night 51 34
shifts
2 Lack of interest in BPO 27 18
3 Better opportunity elsewhere 33 22
4 Candidates demanding for high pay 36 24
5 Others 3 2
Total 150 100
Problem faced by the recruiters while recruiting the candidates

40%

35% 34%

30%

25% 24%
Percentage

22%

20% 18%

15%

10%

5%
2%

0%
Candidates ignore the Lack of interest in Better opportunity Candidates Others
offer due to night BPO elsewhere demanding for high
shifts pay

Number of new recruits in a month

S.No. Particulars No. of respondents Percentage


(%)
1 < = 10 3 2
2 101 – 10 66 44
3 151 – 300 72 48
4 Above 301 9 6
Total 150 100
Number of new recruits in a month

80
72
70 66

60
No. of respondents

50

40

30

20

9
10
3

0
< = 10 101 – 10 151 – 300 Above 301

Factors influencing the candidate to appear for the interview

S.No. Particulars No. of respondents Percentage


(%)
1 Brand name 57 38
2 Salary 18 12
3 Infrastructure 6 4
4 Better prospects 18 12
5 Growth opportunities 42 28
6 Low work pressure 9 6
Total 150 100

Factors influencing the candidate to appear for the interview

60 57

50

42
No. of respondents

40

30

20 18 18

9
10
6

0
Brand name Salary Infrastructure Better prospects Growth Low work
opportunities pressure

Suitable sources for the position of TSO and CSE

S.No. Particulars No. of respondents Percentage


(%)
1 Advertisement 12 8
2 Employee reference 12 8
3 Campus recruitment 24 16
4 Job sites 12 8
5 Walk – in – interview 42 28
6 Job fair 3 2
7 Internal job posting 15 10
8 Consultancy 30 20
Total 150 100

Suitable sources for the position of TSO and CSE

30% 28%

25%

20%
20%
Percentage

16%
15%

10%
10% 8% 8% 8%

5%
2%

0% Job fair
Advertisement

Internal job
Job sites
Employee

Consultancy
recruitment

Walk – in –
reference

interview
Campus

posting

Suitable sources for the position of Team leader and Administration

S.No. Particulars No. of Percentage


respondents (%)
1 Advertisement 12 8
2 Employee reference 15 10
3 Job sites 12 8
4 Internal job postings 66 44
5 Consultancy 45 30
Total 150 100

Suitable sources for the position of Team leader and


Administration

50%
44%
45%

40%

35%
30%
Percentage

30%

25%

20%

15%
10%
10% 8% 8%

5%

0%
Advertisement Employee reference Job sites Internal job postings Consultancy

Suitable sources for the position of Senior level position

S.No. Particulars No. of Percentage


respondents (%)
1 Advertisement 6 4
2 Employee reference 12 8
3 Job sites 18 12
4 Internal job postings 51 34
5 Consultancy 63 42
Total 150 100

Suitable sources for the position of Senior level position

70
63

60
51
No. of respondents

50

40

30

20 18
12
10 6

0
Advertisement Employee reference Job sites Internal job postings Consultancy

Opinion on the advertisement as a source of recruitment

S.No. Particulars No. of Percentage


respondents (%)
1 Excellent 24 16
2 Good 75 50
3 Moderate 45 30
4 Bad 3 2
5 Worst 3 2
Total 150 100

Opinion on the advertisement as a source of


recruitment

60%

50%
50%

40%
Percentage

30%
30%

20%
16%

10%

2% 2%
0%
Excellent Good Moderate Bad Worst

Opinion on the Employee reference as a source of recruitment

S.No. Particulars No. of Percentage


respondents (%)
1 Very good 36 24
2 Good 72 48
3 Moderate 36 24
4 Bad 3 2
5 Very bad 3 2
Total 150 100

Opinion on the Employee reference as a source of


recruitment

80

70

60
No. of respondents

50

40

30

20

10

0
Very good Good Moderate Bad Very bad

Preference on Consultancy as a source of recruitment

S.No. Particulars No. of respondents Percentage


(%)
1 Good 48 32
2 Average 93 62
3 Bad 9 6
Total 150 100
Preference on Consultancy as a source of recruitment

70%

62%
60%

50%
Percentage

40%

32%
30%

20%

10%
6%

0%
Good Average Bad

Opinion on the Job fair as a source of recruitment

S.No. Particulars No. of respondents Percentage


(%)
1 Satisfied 63 42
2 Moderate 63 42
3 Dissatisfied 24 16
Total 150 100

Opinion on the Job fair as a source of recruitment

70
63 63

60

50
No. of respondents

40

30
24

20

10

0
Satisfied Moderate Dissatisfied

Preference on Walk – in – Interview as a source of recruitment

S.No. Particulars No. of Percentage


respondents (%)
1 Very good 42 28
2 Good 75 50
3 Moderate 30 20
4 Bad 3 2
5 Very bad 0 0
Total 150 100

Preference on Walk – in – Interview as a source of


recruitment

60%

50%
50%

40%
Percentage

30% 28%

20%
20%

10%

2%
0%
0%
Very good Good Moderate Bad Very bad

Action on result of recruitment difficulty

S.No. Particulars No. of respondents Percentage


(%)
1 Increased recruitment efforts 30 2
2 Recruitment from non traditional 24 16
sources
3 Improved pay and condition 66 44
4 Retained existing staff 30 2
Total 150 100

Action on result of recruitment difficulty

70

60
No. of respondents

50

40

30

20

10

0
Increased recruitment Recruitment from non Improved pay and Retained existing staff
efforts traditional sources conditions

Candidates interviewed for the role

S.No. Particulars No. of respondents Percentage


(%)
1 Less than or equal to 10 3 2
2 11 – 20 75 50
3 21 – 30 54 36
4 Above 31 18 12
Total 150 100

Candidates interviewed for the role

60%
50%
50%
Percentage

40% 36%

30%

20%
12%
10%
2%
0%
Less than or equal to 10 11 to 20 21 to 30 Above 31

Level of education for TSO and CSE

S.No. Particulars No. of respondents Percentage


(%)
1 15 years of study 77 51.33
2 16 years of study 36 24
3 17 years of study 23 15.33
4 Above 17 years of study 14 9.34
Total 150 100

Level of education for TSO and CSE

90

80 77

70
No. of respondents

60

50

40 36

30
23
20 14

10

0
15 years of study 16 years of study 17 years of study Above 17 years of study

Level of education for Team Leader and Administration

S.No. Particulars No. of respondents Percentage


(%)
1 15 years of study 24 16
2 16 years of study 36 24
3 17 years of study 75 50
4 Above 17 years of study 15 10
Total 150 100

Level of education for Team Leader and Administration

60%

50%
50%

40%
Percentage

30%
24%

20%
16%

10%
10%

0%
15 years of study 16 years of study 17 years of study Above 17 years of study

Level of education for Senior level


S.No. Particulars No. of respondents Percentage
(%)
1 15 years of study 7 4.66
2 16 years of study 18 12
3 17 years of study 95 63.34
4 Above 17 years of study 30 20
Total 150 100

Level of education for Senior level

100 95
90

80
No. of respondents

70

60

50

40
30
30

20
18

10 7
0
15 years of study 16 years of study 17 years of study Above 17 years of study

Effectiveness of overall recruitment sources


S.No. Particulars No. of respondents Percentage
(%)
1 Excellent 24 16
2 Very good 45 3
3 Good 63 42
4 Moderate 18 12
5 Poor 0 0
6 Very poor 0 0
7 Worst 0 0
Total 150 100

Effectiveness of overall recruitment sources

45%
42%

40%

35%

30%
Percentage

25%

20%
16%
15%
12%

10%

5% 3%
0% 0% 0%
0%
Excellent Very good Good Moderate Poor Very poor Worst
Sources for urgent requirement of candidates

S.No. Particulars No. of respondents Percentage


(%)
1 Employee referral 30 20
2 Advertisement 24 16
3 Job sites 27 18
4 Consultancy 69 46
Total 150 100

Sources for urgent requirement of candidates

80

69
70

60
No. of respondents

50

40
30
30 27
24

20

10

0
Employee referrals Advertisement Job sites Consultancy
Critical where the most of the candidates are screened out

S.No. Particulars No. of Percentage


respondents (%)
1 Group discussion 51 34
2 Written test 15 10
3 Voice and accent 60 40
4 Technical round 12 8
5 HR interview 12 8
Total 150 100

Critical where the most of the candidates are screened out

45%
40%
40%
34%
35%

30%
Percentage

25%

20%

15%
10%
10% 8% 8%

5%

0%
Group discussion Written test Voice and accent Technical round HR interview
Role of career path and growth aspects in attracting candidates

S.No. Particulars No. of respondents Percentage


(%)
1 Yes 120 80
2 No 30 20
Total 150 100

Role of career path and growth aspects in attracting


candidates

140
120
120
No. of respondents

100

80

60

40 30

20

0
Yes No