A

SUMMER INTERNSHIP REPORT

ON
“THE STUDY OF RECRUITMENT AND SELECTION
PROCEDURES AT DOCTOR CAREER CONSULTANCY”

( 15th October – 15th November)

UNDER THE SUPERVISION OF:- SUBMITTED BY:-

MS. NIBEDITA HOTA MAAM PRAKHAR MITTAL

MBA

(2021-2023)
 TABLE OF CONTENT

SNO. TOPIC PAGE NO

01 Executive Summary 06

02 Introduction 08

03 Review of Literature 34

04 Objectives of the study 36

05 Research Methodology 37

06 Key Findings 40

07 Conclusion And Implications 41

08 Bibliography 42
 DECLARATION

I do hereby declare that I have completed the titled “THE STUDY OF RECRUITMENT

AND SELECTION PROCEDURES IN DOCTOR CAREER CONSULTANCY.” The

report submitted is my authentic assignment concluded under the guidance of Miss

Nibedita Hota Maam in partial fulfillment and requirements of MBA Programme at

BIET, Jhansi. It has not been offered elsewhere for any honorary degree.

PRAKHAR MITTAL

(MBA 2021-2023)
 CERTIFICATE

This is to certify that I, PRAKHAR MITTAL student of Master of Business Administration

at BIET, Jhansi Uttar Pradesh has completed the Summer Internship Report on “THE
STUDY OF RECRUITMENT AND SELECTION PROCEDURES IN DOCTOR CAREER
CONSULTANCY.” in Partial Fulfillment of the Requirements for the Degree of Master of
Business Administration under my guidance. The report has been checked for Plagiarism and
it is acceptable.

Miss Nibedita Hota Maam

 ACKNOWLEDGEMENT

I Convey my sincere appreciation to my faculty guide Ms. Nibedita Hota Ma’am, for

her guidance, directions, supervision, and cooperation throughout my internship,

without which I would not be able to complete my project successfully and effectively

in the given time frame. For the successful completion of my project, I want to

dedicate my gratitude to her. Finally, I appreciatively acknowledge the consolation,

patience, and support of my team-mates, who have been there constantly as the source

of strength always giving me constant support and encouragement. My heart is

grateful to my esteemed mentor and to those who have been involved in this project

in so many ways.

Thank You.

Prakhar Mittal
 EXECUTIVE SUMMARY

I opted for this particular topic named “Recruitment & Selection” because recruitment and
selection procedures have taken a dramatic change in the industry. Human resource is responsible
for giving birth to human embalmers. The core function of an organization is Recruitment and
Selection because the organization doesn’t want to be a bad recruiter by selecting manpower that
might have the potential to spoil the long earned goodwill or corporate image and also incur heavy
recruitment costs on them.

The sole purpose of this report is to understand the recruitment and selection procedures of the
company as well as in general.

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at
an organization or firm. For some components of the recruitment process, mid- and large-size
organizations often retain professional recruiters or outsource some of the process to recruitment
agencies. It is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force. The main objective of the recruitment
process is to expedite the selection process.

Selection on the other hand, is the process of picking individuals who have relevant qualifications to
fill jobs in an organization. The purpose of selection is to pick up the most suitable candidate who
would meet the requirements of the job in an organization best, to find out which job applicant will
be successful, if hired. To meet this goal, the company obtains and assesses information about the
applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched
with the profile of candidate.
It is being prepared on the basis of a one-month work from home internship. On grounds of
practical experience this internship assisted me in understanding and helped me in learning about
how consultancies work in practicality. Doctor Career is a consultancy firm started in 2017 and is
located in Jaipur. It is a BPO. The report has been prepared based on my personal experience and
observations gathered from the company.

The project started with an introduction to the Company Profile. Then came the introduction of
various methods used by the company in carrying out the process of selection and recruitment. It
also provides us with a general knowledge of what recruitment, selection is and their common
procedures. The internship provided me with a wonderful opportunity to correlate my theoretical
knowledge with the practical experience and ground realities of the workforce.

To accomplish the above, I took 144 telephonic interviews, shortlisted the candidates and arranged
their further rounds of interviews. In conclusion the report will provide insights into steps followed
by the company to recruit and select potential candidates and enable the employees to understand
the concept of recruitment and selection in general.
 Hi Prakhar,
Hope you are doing good!

Congratulations! Welcome to Doctor Career Family.

You have been selected as an Intern Recruitment Consultant at Doctor Career.
Your Date of Joining- 15th October 2022.

As a member of Doctor Career team, we would ask for your commitment to deliver outstanding quality and
results that exceed client expectations. In addition, we expect your personal accountability in all the products,
actions, advice and results that you provide as a representative of Doctor Career. In return, we are committed to
providing you with every opportunity to learn grow and stretch to the highest level of your ability and potential.

We are confident you will find this new opportunity both challenging and rewarding.

The following are the roles and responsibilities that you have to carry out during the tenure of this
Internship:

 Prepare a Job Description (JD) for various job roles.

 Prepare a speech of Interview and analyze it
 Conduct interviews and hire suitable candidates.

Your reporting would be to your assigned Team Leader.

Good Luck!

Reporting to: Nibedita Hota

 INTRODUCTION

COMPANY BACKGROUND

I did my Internship in DOCTOR CAREER CONSULTANCY for 30 days starting from 15st

Oct to 15st Nov as a Human Resource Intern.

Doctor Career is a boutique staffing company serving the bay area since 2017. It is a

company located in Jaipur.

Doctor Career has been immensely successful in creating a global network of highly

adept intelligent workforce that can help a company achieve their mission-critical

projects and goals. Keeping pace with projects and being on the lookout for extremely

talented individuals has become ever more challenging. Here is where Doctor

Career comes into play to bring the best suited talent for your company.
All the company's resources are multifaceted and come with years of commended

performance. Project completion rate of the consultants is 97%, 3% is attributed to

unforeseen situations like project shutdown, health issues, relocation, etc. The

company specializes in healthcare, retail, and startup hiring. The company has a highly

skilled set of talents that are built on referral and successful partnerships. The

company’s recruiters are exceptionally skilled in identifying top talent around the

globe and matching them with the client’s needs. It has an 85 percent fill ratiofor every

open position they partner for whereas the contract renewal rate for the consultants is

90 percent.

THE SERVICES COMPANY PROVIDES:

 Full-time employees – It provides the best possible talent for your full-time hiring

needs without leaving your pockets empty. They beat all the competition fees and
guarantee the best talent.

 Freelancers – Whether it is building attractive websites, designing business

cards, company swag, stationery, or some market research project that needs to
be done, company’s freelancers can get it done for you.

 Training & Development – Employees ability to get along well with others, social

graces, and communication abilities vital to a successful collaboration in the

workplace. With the help of the company’s qualified trainers, they provide soft-skill
training for managers and employees.
 COMPANY PRICING:

They charge 8.33% of the annual CTC of the candidate placed (Against the industry

benchmark of 8.33%, 12% and 16%), this is negotiable as per company.

TERMS FOR PLACEMENT:

 Doctor Career bears all the costs related to candidate sourcing, reference

checks, background checks, and advertising.

 If the organization/business rejects a resource sourced by Doctor Career and

wants to bring the same resource on-board within 6 months afterwards, it will be

considered a Doctor Career candidate and client pays the full fee applicable for

the resource.

 The company’s professional fee is guaranteed for a ninety (90) day period.

SOME OF THE COMPANY’S CLIENTS:

 Teleperformance

 Anytime Fitness

 Info Objects

 Graveyard

 Pratham Software

 Nerdy Turtles

 AGS
 THE HIRING PROCESS OF THE COMPANY IS AS FOLLOWS:

Step 1: Submit your Resume: Submitting your resume is just the initial and foremost step
in establishing an unusual relationship. We clearly are aware that there is more to know about
you than just a list of accomplishments and jobs jotted down. That is pretty much the reason
we will meticulously review your resumes and find an opportunity that premier Ly goes best
with your skill set and career goals and finally reach out to you to know you even better.

Tell us about your target jobs, locations, and criteria.

Connecting with Doctor Career helps you in finding the greatest roles, opportunities,

and the ways to elevate your career to the next level.

Step 2: Do not see your target jobs: Not all open positions are posted publicly. Here’s
when Doctor Career comes into play.

Step 3: Resume Review: Get an in-depth review and analysis of it and complete it
with suggestions and recommendations on how to improve it.

Step 4: Secondary Interview: Before letting you meet the employer; we want to see and
interact with you in person or via skype.

Step 5: Initial Interview: Candidates will receive an in-depth telephonic interview after which
the short listing of candidates will be done who will then be called for a face-to-face
interview.

Step 6: Complete Application: A formal application from the candidates is required for
further consideration.

Step 7: Testing: Assessing the candidates based on their motivation, cognitive ability, and
technical skills.

Step 8: Employer Interviews: Look forward to a combination of an on-line interview, in

person or telephonic interviews.

Step 9: Background checks: Thorough background checks are conducted to lessen the risk
of criminal activities like assaults, thefts, violence etc.
Step 10: Employee Negotiations: We also handle and look after all the negotiations for you.

Step 11: Onboarding: Some employers choose to offer onboarding which will be followed by
specific on the job training.

Step 12: 30 Day Review: A 30-day review is encouraged to address any issue before the 60-
day trial period ends.

WHY DOCTOR CAREER

 Doctor Career has a highly skilled set of talents that are built on referral and

successful partnerships.

 The recruiters are exceptionally skilled in identifying top talent around the

globe and matching them with the client’s needs.

 They have an 85 percent fill ratio for every open position they partner for.

 The contract renewal rate for the consultants is 90 percent.

 TASK- 1

EMPLOYEE RELATIONS VS INDUSTRIAL RELATIONS

What Is Employee Relations?

By maintaining positive relationship between organization and employees, organizations hope to

keep employees loyal and more engaged in their work. An organization must first view employees as
stakeholders and contributors in the company rather than simply as paid laborers. This perspective
encourages those in management and executive roles to seek employee feedback, to value their
input more highly, and to consider the employee experience when making decisions that affect the
entire company.

Objectives of employees Relations

1. To develop and maintain harmonious relations between management and labor so essential for
higher productivity of labor and industrial progress in the country.

2. To safeguard the interests of labor as well as management by securing the highest level of
mutual understanding and goodwill between all sections in industry.

What Is The Role of Employee Relations?

The role of employee relations is to ensure that any two employees, no matter their position or role
within the company, are able to collaborate and interact in a productive fashion. This is done to
ensure a higher quality of work, a higher rate of retention, and an overall increased sense of
satisfaction within your organization.
How to Build a Healthy Work Relationship With Employees :-

 Communication - One of the worst feelings for employees is realizing that the company does
not offer an open communication channel so that they do not feel comfortable giving their
opinions and expressing their feelings. It is the basis of any healthy relationship, those who
communicate with their employees on a regular basis, by combining the telephone, the email,
and especially the meetings, obtain better levels of engagement and results.

 Feedback- Employees need to get feedback on what they are doing. Knowing what they are
doing well or what they need to improve is essential to nurture a positive relationship between
boss and employee.

 Recognize And Value Employees- There's no denying that people like to feel valued for their
work. The routine of any professional involves effort and dedication, and when we do the right
thing, it's good to be praised and recognized. Therefore, it is important to have this constant
concern to value the team, especially to keep workers motivated and willing to continue doing
a good job.

 Respect- Employees want to feel respected and recognized as individuals and for their work
and contribution.
 What Is Industrial Relations?

The Industrial Relations encompasses the relationship between the management and employee

which is a direct or indirect result of the union-employer relationship and the role of a regulatory
body to resolve any industrial dispute.
The Industrial Relations mainly cover the following:
Regulatory body to resolve industrial disputes.
Collective Bargaining.
The role of management, unions and government.
Labor Legislation.
Industrial Relations Training.

Objectives of Industrial Relation:-

 To establish industrial peace.

 To safeguard the interests of both workers and management.
 To avoid industrial disputes.
 To raise the production capacity.

Actors Involved In Industrial Relations :-

 Employee
 Employer
 Government
 TASK - 2

CASE STUDY ANALYSIS ON REDIFFMAIL

ABOUT HOTMAIL

Type of business Public company

Type of site Web portal

Available in English

Founded 1996; 26 years ago

Headquarters Mumbai, India

Key people Ajit Balakrishnan

(Chairman & CEO)

Industry Internet

Revenue ₹481 million (2019)[1]

Net income ₹26 million (2019)

Employees 316 (Dec 2009)

URL www.rediff.com

Registration Optional

Launched February 8, 1997 (25 years ago)

.
 LAUNCH Of REDIFFMAIL

Rediff.com  is an Indian news, information, entertainment and shopping web portal. It was founded

in 1996  It is headquartered in Mumbai, with offices in Bangalore, New Delhi and New York City.
As of 2009, it had more than 300 employees. It is one of the earliest web portals and email providers
in India. When its founder Ajit Balakrishnan launched Rediff on the NeT, the internet was barely five
months old in the country, and had a total of about 18,000 users .

HISTORY OF REDIFFMAIL
The Rediff.com domain was registered in India in 1996.Early products included the email service
Rediffmail and Rediff Shopping, an online marketplace selling electronics and peripherals.
In 2001, Rediff.com was alleged to be in violation of the Securities Act of 1933 for filing a materially
false prospectus in relation to an IPO its American depositary shares. The case was resolved by
settlement in 2009.
In April 2001, Rediff.com acquired the India Abroad newspaper.
In 2007, Rediff iShare, a multimedia platform, was released. In 2010, Rediffmail NG was launched, an
email service for mobile platforms. In 2012, Rediff launched its Android App for Rediff News.
In April 2016, the company decided to delist from NASDAQ, citing the high cost of reporting
requirements, given its financial condition.
 GMAIL VS REDIFFMAIL
Gmail Rediffmail
Google’s free web-based email
What it is: A web-based email service provider.
service.
Paul Buchheit, a Google developer,
Founded by:  Ajit Balakrishnan founded Rediffmail.
developed the Gmail project.
Google was launched on April 1,
Conceived: Rediffmail was launched on Feb 8, 1997.
2004.
Because Gmail is a Google product, Other social media platforms, such as
Connectivity with Different Media: it can be used to connect to other Skype, Twitter, LinkedIn, and Google, can
Google services. be linked to a Rediffmail account.
Gmail is only available in 72 different Rediffmail is only available in 11 different
Available Languages:
languages around the world. languages around the world.
 Rediffmail can be considered more
Gmail is less secure since it analyses
Security And Privacy: secure, as users’ emails are not scanned
users’ emails to send ads.
to send ads.
SSL is
SSL and TLS are both supported as e
Encryption Protocol: the encryption standard that Rediffmail s
ncryption protocols in Gmail.
upport

GMAIL: REDIFFMAIL’S BIGGEST COMPETITOR

Gmail is a Google-developed free web-based email service. On April 1, 2004, Google launched Gmail.
Gmail is available in about 72 different languages throughout the world. It has a global user base of
over one billion people. Gmail is used by over 60% of small businesses in the United States.
It is the first Android app to have received over one billion downloads from the Google Play Store.
Gmail stands apart from the competition with excellent productivity features like labels, filters, and
automation. It also allows Google Wallet to send money to relatives and friends. In Rediffmail, this
option is not available. As a result, Gmail isn’t just for sending and receiving messages; it can also be
used for various other Google services, including for business .

REDIFFMAIL VS. GMAIL: WHICH ONE IS BETTER

Finally, when comparing Rediffmail and Gmail, we observe that each has its benefits. Unfortunately,
when it comes to digital services, people tend to favor the most widely used platform, and it isn’t
easy to find someone who does not have a Gmail account, making it nearly essential to utilize one.
Rediffmail was also renamed Outlook a few years ago. Rediffmail is no longer available as a service,
and while Hotmail addresses still exist, no new users can sign up with Rediffmail anymore. On the
other hand, Gmail is only increasing and improving on its already impressive list of features, So Gmail
is the winner.
 TASK - 3

IBM (International Business Machines) Case Study

Background :-

 Founded in 1911 by Charles Ranlett Flint as Computing Tabulating Recording Company

 Was renamed as IBM in 1924 result of a merger of 3 different companies

 IBM is a multinational technology and consulting corporation based in Armonk, New York

 Produce and market computer software and hardware and middleware.

 Also offers consulting services from computers to nanotechnology

 Nicknamed “Big Blue” because of it’s blue logo, letters, and uniforms

 Forbes magazine ranked IBM as 4th most valuable brand in the world

 IBM receives 5,000 patents each year

 Top inventions include: ATM, hard disk dirve, magnetic stripe card, relational databases
and the UPC.
 Relation to Mission and Values:-

● IBM’s values and mission both focus on customer relationships and being a leader in the
industry’s most advanced internet technologies.

● Their business strategy reflects this because it is their goal to ensure that businesses will
become more efficient, productive and responsive by using IBM’s most advanced technologies .

Macro-Environmental Forces:-

-Competitors
-Different Demographics
-Government regulations
-Inflations

IBM SWOT Analysis :-

Strengths

* Leading developer of new business technologies

* One of the most valuable brands and most profitable in the world

* Very clear and crisp mission statement

* Facilitated online discussions among 50,000 employees with their key planning process.

* Strong financial position.

* New technologies and patents.

 Weaknesses:-

* IBM has over 400,000 employees. It’s globalized size can make it difficult to communicate to
customers’ needs right away.
* Not very affordable. The hardware is expensive.
* Products such as hard disk drives and PCs are becoming commodities and are not as
customizable.
* After the mission statement, strategy and values are determined, employees need to create
detailed plans for accomplishing them.

Opportunities :-

* Increased globalization is a significant opportunity that IBM can exploit in order to balance the
variations in different economies.
* Their growth markets such as Africa, China, India and Brazil.
* Smarter computing and cloud
* Business analytics and optimization
* Connectivity

Threats :-

* Demand for Smarter Planet solutions will depend on interest in charge rather than just reaction
*Conversion to custom-made technological solutions.
*Exhibiting success will require a precise and timely measurement of significant outcomes
 RECRUITMENT

“Recruitment is the development and maintenance of adequate manpower resources. It involves

the creation of a pool of available labor force upon whom the organization can draw when it needs
additional employees.” —Dale. S. Beach

The main purpose of recruitment is searching of suitable candidates for filling the vacancies of the
organization. It is a process of bringing together prospective employees and employer with a view
to stimulate the prospective employees to offer their services in the working organization.

The success of any recruitment depends upon the procedure followed by the company while
recruiting the members. Jobs with low salary, uninteresting jobs or difficult jobs cannot be filled up
by the company very easily.

Every company has to recruit its staff members but the quantum of recruitment may vary from one
company to another company. The variation may be due to the size of the company, recruitment
policy of the company, nature of the job and the like.

Once a determination of human resources requirement has been made, the process of recruitment
begins. Recruitment involves the process of searching and attracting potential employees to the
organization. In other words, it involves seeking and attracting qualified candidates from a wide
variety of internal and external sources for job vacancies.

Thus, recruitment is a continuous process by which an organization seeks to develop a pool of

qualified applicants for the future human resource needs, even though specific vacancies do not exist
at present.

The main objective of the recruitment process is to expedite the selection process .
PROCESS OF RECRUITMENT:

1) Job Vacancy

2) Job Analysis

3) Attracting Candidates

4) Screening Applications

5) Interviewing Candidates

6) Selecting & Appointing Candidates

7) Induction and training

8) Employee Evaluation
STEPS OF RECRUITMENT IN TWO WAYS: -

 PROCESS OF RECRUITMENT FOR FRESHERS:

1) HR (Human Resources) Interviews

2) Group Discussions

3) Written/ Aptitude assessment

4) Technical Interviews

 PROCESS OF RECRUITMENT FOR HIGH OFFICIALS:

1) HR Interviews

2) Psychometric Assessment

3) Business Games
 RECRUITMENT & SELECTION

RECRUITMENT SELECTION

RECRUITMENT FACTORS
SOURCES RESPONSIBLE
FOR
RECRUITMENT SELECTION
STRATEGY UTILITY IN
HRM
TYPES OF CONDITIONS
INTERVIEWS FOR MAKING
THE
SELECTION
COMPETENCY PROCESS
BASED SUCCESSFUL
RECRUITMENT

STEPS IN
RECRUITMENT SELECTION
PROCESS PROCESS

INDUCTION
RECRUITMENT
POLICY

CHALLENGES
OF HR IN
RECRUITMENT
 SELECTION

It is the process of picking out the most suitable candidates out of the pool of

candidates. It is the process of looking after whether the qualifications of the

candidates meet with the requirements of the job.

When the suitable candidate with the requisite qualifications, work experience,

capability, positive attitude, and creativity will join the organization it will not

increase the stability of the workforce and its quality but also play a key role in

bringing up management strategies.

CHARACTERISTICS OF SELECTION: -

 It is defined as a negative process.

 It lowers the rate of labor turnover and absenteeism

 It is selecting the best candidate out of the pool.

 No equal opportunities provided for all the candidates.

 Helps in building a secure workforce.

FEATURES AFFECTING THE PROCESS OF SELECTION: -

1) Internal Environment:

 Human Resource Policies

 Company's policies

 Costs of hiring candidates

2) External environment:

 Reputation of the firm

 Rate of unemployment

 Political and legal considerations

 Demand and supply of specific skills

The 9 steps of the selection process:

 Review of Application

 Screening

 Pre- selection

 Interview

 Assessment

 Background checks

 Decision making

 Job offers

 On boarding
 REVIEW OF LITERATURE

The strategic and coherent approach of the organization's most esteemed assets is

the history of Human Resource Management. The employees working here who

collectively as well as individually contribute to the development and growth of the

firm. The terms human resources and human resources management have

completely taken place of the term personnel management. Human resources

management is progressing expeditiously.

Human resource management not only provides an academic theory but also a

practical knowledge of how to manage a workforce efficiently. Human resource

management originated back in the late and early 1900’s.

Functional Area’s of Human Resource Management:

 Recruitment and selection

 Workforce planning

 Induction

 Orientation

 On the job training

 Off the job training

 Career planning

 Succession planning

 Staff communication

 Talent management
  Compensation development

 Coaching

 Managing Staff amenities

 Performance appraisals

 Safety management

 Providing rewards

Most employers accepted the fact that hiring and recruiting the right set of skilled

candidates is essential for the overall growth and development of the firm and the

fact that employees are the greatest assets of an organization. Fair recruitment and

selection ensure the new employees to be more productive and potent in the shortest

possible time.

Hiring the right employees with the right skills and abilities and in the right number

is particularly important for the success of the organization.

 OBJECTIVES OF THE STUDY

Taking into consideration two objectives, I have prepared this report.

PRIMARY OBJECTIVE: -

The primary and focus of this report is to provide vital information regarding

recruitment and selection and to highlight the various recruitment and selection

processes used by Doctor Career.

SECONDARY OBJECTIVE: -

 To have a clear perspective of what actually happens in the field of

human resource management and acquire practical knowledge of the

same.

 To gather insights into the recruitment and selection procedures of the firm
 RESEARCH METHODOLOGY

Research is an organized and systematic way of finding answers to questions.

SYSTEMATIC because there is a definite set of procedures and steps which you will follow. There are
certain things in the research process which are always done in order to get the most accurate
results.

ORGANIZED because there is a structure or method in going about the research. It is a planned
procedure, not a spontaneous one. It is focused and limited to a specific scope.

FINDING ANSWERS is the end of all research. Whether it is the answer to a hypothesis or even a
simple question, research is successful when we find answers. Sometimes the answer is no, but it is
still an answer.

QUESTIONS are central to research. If there is no question, then the answer is of no use. Research is
focused on relevant, useful, and important questions. Without a question, research has no focus,
drive, or purpose.

THE OBJECTIVES OF RESEARCH

 To gain familiarity with a phenomenon or to achieve new insights into it – Exploratory

or Formulative Research.

 To portray accurately the characteristics of a particular individual, situation or a group

– Descriptive Research.

 To determine the frequency with which something occurs or with which it is

associated with something else – Diagnostic Research.

 To test a hypothesis of a causal relationship between variables – Hypothesis-Testing

Research.
POSTED ON LINKEDIN
FOR JOB
 SPEECH OF INTERVIEW

 Hi, Am I talking to XYZ (conforming)

 No: ok, I called XYZ for an interview session. Could u please inform here
to call me back at her earliest convenience.
 Yes:

 Hi XYZ, I am Vaishnavi calling you from doctor career.

 Is this the right to have a conversation?

 So, XYZ basically doctor career is a consultancy is a firm that recruits

candidates for various other companies that are associated with it, it dealsin
many sectors like Jewellery, etc.

 XYZ you were looking for a job as Customer support executive right?
 No: ok, XYZ I have must have made a mistake while going through your profile.
I amsorry. It was great taking to you. Thank you.
 Yes: ok XYZ, I reviewed your profile from linked in and am impressed
with yourbackground

 Are you comfortable with both on-site and work from home?
 No: ok we are looking for the candidates who can relocate whenever necessary
 Yes: ok that’s great
 Ok XYZ, for the further process I need to take a quick interview. Are you fine with it?
 No: ok XYZ, I need to take an interview for the further process. Can you call me
back whenever time permits you? Ok thanks. Bye
 Yes: ok XYZ,

 Start with introducing yourself (before going to the next question end the first
question with OK, THAT’S GREAT, NICE, OK GOOD)
 Can I know your strengths and weaknesses?
 Why did you select marketing as your domain?
 Where would you like to be in your career five years from now?
 What are your salary expectations?
 What do you know about Customer Support Executive?
 Why do you want to work with doctor career consultancy?
 (ADDITIONAL QUESTIONS ACCORDING TO YOU)
 Ok nice, do you have any questions for me?
 No: ok XYZ
 Yes: answering queries
 Ending sentence: if you’re shortlisted then our company will send you
documentation mail and after that you will receive an offer letter. Ok?
 Ok, XYZ. It was great talking to you X. In case any queries you can ping me; this is
my number. Thank you, Bubye.
 KEY FINDINGS

 The company obeys the usual regular procedure of recruitment and

selection with only slight variations.

 I also found that the company only recruit's candidates with the required and

needful qualifications and skill set.

 My findings include that the company’s recruitment is solely based on

recruitment from external sources.

 The past hirings and recruitments by the company ensure an effective

recruitment and selection

 CONCLUSION

For an organization to be successful persistent and never-ending dedication and

motivation is needed by the human resource management of the organization. For

competing in the global and international markets the role of HR managers plays a

vital role in looking after adverse situations which has become highly arduous in

today’s relentlessly changing business environment.

Developing plans in a dynamic situation requires critically inspecting the situation and

rigorously following the policies and core principles of the firm. DOCTOR CAREER

CONSULTANCY being a decentralized organization cherishes the core principles and

values as a result to which operating in dynamic situations becomes much easier.

In this report I have aimed and tried my level best to identify, understand and analyze

the recruitment and selection procedures used by Doctor Career Consultancy, what

and how they recruit the candidates. To make sure the company hires the right set of

people, it should first recognize the key qualities, qualifications, behavior, and skills

that are required in the candidate. The foremost priority should be to match the needs

of the company with the needs of the candidates. This would not only reduce

employee turnover but also increase employee satisfaction.

The company possesses a concise and clear recruitment policy which makes sure of a

sound recruitment process. It accomplishes effective recruitment of the best talent

from the pool of candidates and the selection of right candidates at the right time

swiftly.
 BIBLIOGRAPHY

 Text Books: Fundamental of Human Resource Management by S. P.Robbins,

David A. De Cenzo

 Human resource management by C.P. Gupta

 www.google.com

 Personnel and human resource management- P Subba Rao, Himalaya Publication

□ Websites: www.recruiter.com/recruitment-strategies.html