Chapter 1

INTRODUCTION

Acquiring and retaining high-quality talent is critical to an organization’s success. As the

job market becomes increasingly competitive and the available skills grow more
diverse, recruiters need to be more selective in their choices, since poor recruiting
decisions can produce long-term negative effects, among them high training and
development costs to minimize the incidence of poor performance and high turnover
which, in turn, impact staff morale, the production of high quality goods and services
and the retention of organizational memory. At worst, the organization can fail to
achieve its objectives thereby losing its competitive edge and its share of the market.
Human resource department plays a crucial role in this process. The backbone of any
successful company is the HR department, and without a talented group of people to
hire, culture, and inform employees, the company is doomed for failure. Human
resource is most valuable assets in the organization. Profitability of the organization
depends on its utilization. If there utilization is done properly will make profit otherwise
it will make loss. To procure right man at right place in right time, some information
regarding job and job doer is highly essential. This information is obtained through job
analysis, job description and job specification. Without these recruitment will be
unsuccessful. A well planned and well managed recruitment will result in high quality
applicants for the company. The recruitment process should inform qualified
individuals about employment opportunities, create a positive image of the company,
provide enough information of the jobs so that applicants can make comparison with
their qualifications and interests and generate enthusiasm among the best candidates
so that they will apply for vacant positions. What distinguishes a successful company
from unsuccessful one is the quality of manpower. The role of management is to
optimize the use of resource available to it. The role of HR is to incorporate the planning
and control of manpower resource into the corporate level plans so that all resources
are used together in the best possible combination. Managing people at work and
control of human activities in employment is a function that must be performed in all
societies. It is essential in every type of employment for every occupation and every
type of employed manpower. Manpower management is essential in government as
well as private employment under socialism or communication in small business and in
large.

Recruitment, as a human resource management function, is one of the activities that

impact most critically on the performance of an organization. While it is understood and
accepted that poor recruitment decisions continue to affect organizational

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performance and limit goal achievement, it is taking a long time for public service
agencies in many jurisdictions to identify and implement new, effective hiring
strategies. Recruitment is a process which provides the organization with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacancies. Successful recruitment begins with proper employment planning and
forecasting. In this phase of the staffing process, an organization formulates plans to fill
or eliminate future job openings based on an analysis of future needs, the talent
available within and outside of the organization, and the current and anticipated
resources that can be expended to attract and retain such talent. Selection is a process
of hiring the best among the pool of candidates available. ‘Right person for the right job’
is the basic principle in recruitment and selection. Every organization should give
attention to the selection of its manpower, especially its managers. The operative
manpower is equally important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of suitable
candidates is essential. Human resource management in an organization will not be
possible if unsuitable persons are selected and employment in a business unit.

SCOPE OF THE STUDY

1. The study is limited to the information given by the employees.

2. Meeting some of the top management associates in the senior cadre was difficult.

3. The study has been limited due to time constraint.

4. The study is limited based on the rules and regulations of the organizations.

OBJECITIVES OF THE STUDY

To get right person at right place and in right time, the organization should have the
specific and clear policies and recruitment and selection methods which are essential
for the growth of the organization.

• To analytics the actual recruitment process in QUESS CORP. LTD.

• To find whether the existing processes of recruitment and selection are taking place

scientifically or not.

• To review the importance and needs of recruitment and selection process.

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• State, explain and evaluate various methods of recruitment.

LITERATURE REVIEW

• To understand the placement structure in QUESS CORP PVT. Ltd and to study about
the further aspects of improvement

• To understand what is the advertising techniques which should be used by QUESS

CORP Pvt Ltd. for the promotion of their courses.

• To study about the type of job needed in Corporates in respect to the QUESS CORP
PVT. Ltd courses.

• To find out the drawbacks in the development of QUESS CORP PVT. Ltd. academy.

Recruitment and Selection

By: - Duncan Brodie

The literature states about the problems faced by the organizations at the time of
selecting the right candidate for a particular position and the various ways the
organizations can overcome these problems.

• Train those recruiting- It is necessary for the organizations to train those people who
are involved in the process of recruitment and selection, so that they take right 10
decisions. They should be provided with sufficient training so that they are confident
about their decisions.

• Be clear on what you are looking for- If you are going to get the right person for the job,
you need to be clear on the skills, qualifications, experience, personal attributes and
qualities that the right candidate will have.

• Select The Most Appropriate Source for Securing Applicants- The key point here is to
be sure you are choosing the right place to advertise. Sometimes a local newspaper will
work. At other times, you may need to go to specialist publication or a recruitment
consultant.

• Establish A Clear Framework For Short listing- The framework for short listing the
candidate should be clear to the recruiters and also to the candidates.

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• Consider the Best Option for Selecting Candidates- In some cases you might just go
for a traditional interview and possibly add in a presentation. Otherwise the organization
can adopt any other method of which they are more confident.

• Remain Open Minded- Often people jump to conclusions about candidates within
minutes. Remember some of the best candidates might take a few minutes to get
warmed up so don't discount people too quickly.

• Be Professional- When interviewing you are representing your organization, its values,
and beliefs. Today's candidate if they don't get the job could be a customer or supplier
in the future so give the best impression you can.

• Give Feedback- Candidates takes good time in preparing themselves for the
interviews therefore the recruiters should also take out the time for giving them
feedback whether they are successful or unsuccessful candidates

Recruitment and Selection – Reasons for its Importance

By-: Abhishek

The literature states about the importance of the recruitment and selection procedure
and how even a small mistake at the time of selecting the candidate can harm the
organization. Any successful business will have at its core efficient and caring
employees who have complete job satisfaction and a perfect fit for the jobs they are
entrusted with. This is not an easy task to accomplish and full credit goes to the
selection and recruitment processes that the company has in place. On the contrary, if
these processes are not handled efficiently, the wrong sort of lethargic employee
appointments can prove fatal even to a well established business. It is of utmost
importance for an employer to be absolutely clear on what they expect an employee to
be. The skills required for the job should be enumerated as precisely as possible.
Transferable skills which the company could use also deserve a mention. So the
chances of zeroing in on the right candidate increase greatly if the vacancy advertised is
very specific as to the requirements. If recruitment agency service is opted for by the
employer, the agency or the consultant should get very precise instructions from the
employer. It is necessary that an exact framework for short listing applicants for a
vacancy is formulated in advance. This is the first step of the selection and recruitment
process. This entails that the employers are very clear as to what sort of qualifications
and experience they expect to see on the CV of the potential employee. The process of
selection and recruitment needs to spell out very clearly the absolute requirements vis-
à-vis qualifications and qualities necessary to fill the vacancy. Based on this one can
shortlist the candidate. The next step is to take a decision on the number of interviews

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and/or presentation needed to finally select the employee. If the employers give very
concise and accurate description of what they expect the employees to be, the
recruitment consultant or the agency can choose a candidate very easily. The
recruitment consultant or the agency also needs to have knowledge of the employer’s
in-built processes of selection of the right candidates. Finally, it is in the fitness of things
that a feedback is provided on the interview by the interviewer either to the applicant or
the agency through which he has come. Before proceeding with the interview which
may or may not be followed by a presentation, the interviewer on behalf of the company
should have reached a decision as to what package of remuneration he is willing to offer
to the right person. This is a very vital but easily overlooked point in the process of
selection and recruitment. The employers would do well to remember that the potential
candidate would most definitely be sizing up the prospective employer as well during
the selection and recruitment process.

Behind every attrition there is recruitment! Whenever an employee leaves an

organization without informing and without giving notice or leaves the organization in
the middle of the project it should be known that he or she is joining some other
organization. Many times the employees of the recruitment consultants are hired by
their own clients and are asked to join at a very short notice period. They are been told
that “relieving letter” is not required and some even offer incentives for early joining.
There must be some guidelines and ethics for recruitment so that there can be fair
recruitment policies. There must be some ethical guidelines such as

a) Notice period must be served and nobody must be hired without relieving letter
or providing proof of serving the notice period
b) Corporate should not hire anyone who has spent less than one year in his current
organization. The logic is obvious. Employees six months to begin their
contribution and at least one year is required to recover recruitment process.
More importantly if somebody is hired who has worked less than a year with the
current organization, that individual will ditch in even shorter period.
c) Corporate should not head hunting from competition. They should advertise and
encourage employees seeking change to voluntarily respond to this
advertisement.
d) Corporate should not bail out the prospective employee commitments such as
employment bond etc. These are some of the studies conducted earlier on the
recruitment and selections.

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 Chapter – 2
ABOUT QUESS CORP. LTD.

Recruitment is one of the most critical human resource functions for organisations.
Attracting the right people, with the right blend of skills and experience into the right
jobs, and aligning this to the organization’s overall objectives is crucial to organization
success.

Whether the economic environment is booming, and attraction and retention of a

talented and flexible workforce is essential for competitive advantage, or is in a
downturn and the survival of the organization depends on the productivity of staff, it is
essential that the recruitment function is clearly identified.

PROFILE OF COMPANY

QUESS CORP is HRM firm which provide Human resource Solutions to our clients for
PAN India location, services like Recruitment service, Human Resource service,
payrolls, HRM solutions etc.

The working forces of QUESS CORP LTD . all play a significant role in the continuous
progress of the company. Hence it is essential to keep them motivated and keep their
spirits high. The broad objective of the study was to provide the working forces of quess.
QUESS CORP LTD . with some new companies for student placement.

Therefore in order to have a deep knowledge and understanding about what should
constitute the placement schemes for the working force; a study was conducted (with
the help of questionnaires) 100 students in “Right person for the right job” the basic
principle in giving placements to the candidates.

QUESS CORP.LTD. VISION

Vision of our‘ s - To reduce the gap between candidate skills & knowledge and the
industry needs by discovering competent resources equipped with personality
development and campus recruitment training along with professional etiquettes &
providing them the best possible opportunities to thrive in their career & explore the
hidden talents also.

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QUESS CORP.LTD.MISSION

QUESS Team is dedicated towards achieving 100% placements and leaves no stone
unturned in preparing Recruitment schedule of the year by inviting HR Teams of
different corporate to ensure the smooth functioning of the Campus-Recruitment
process. The Entrepreneurship Development area also is encouraged & monitored with
the view making Job-Creators apart from Job-Seekers

EXPERTISE:

SERVICES:

 RECRUITMENT, OUTSOURCING

 HEAD HUNTING

 TRAINING & DEVELOPMENT

 CAMPUS RECRUITMENT, BULK HIRING

 HR SERVICES

 CONTRACTUAL STAFFING

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GOAL OF INNOVATIVE

RECRUITMENT CYCLE

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 HR SERVICE PROVIDING SECTORS

Banking / NBFC

Manufacturing

FMCG

IT & Non IT

Telecom

Pharmaceutical

Media & Entertainment

Retail

Insurance

Trawl and Hospitality

Education

Real Estate and Construction

BPO/ KPO

E-Commerce

The Policies Related to Recruitment and Selection Process

the recruitment and selection policies at Quess Corp Ltd involves understanding a few
key sections commonly found in corporate recruitment policies. Here's an outline of
what can be expanded into a detailed document:

1. Introduction to Quess Corp Ltd.

• About the company: Overview of Quess Corp's mission, values, and industry
presence.

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 • Importance of Recruitment & Selection: How hiring the right talent aligns with
the company’s strategic goals.

• HR Vision: Aligning recruitment policies with Quess Corp’s broader HR

objectives.

(This section can span 1-2 pages providing an overview of the company and setting the
stage for recruitment policy relevance.)

2. Recruitment Strategy

• Workforce Planning: Description of workforce needs and how they align with
the company’s business goals.

• Job Analysis & Role Definition: Detailed analysis of how Quess Corp identifies
staffing needs, including writing detailed job descriptions and role requirements.

• Internal vs. External Recruitment: Preference for internal hiring, promoting

from within, or seeking new talent externally.

(Expand into how different teams collaborate in identifying hiring needs and how
proactive planning ensures timely recruitment.)

3. Equal Employment Opportunity (EEO) and Diversity

• Diversity & Inclusion: Quess Corp’s commitment to fostering a diverse

workforce.

• Equal Opportunity Employer: Ensuring a non-discriminatory approach during

recruitment.

• Affirmative Action: Addressing quotas or specific hiring goals for

underrepresented groups.

(This can cover compliance with labour laws, gender diversity, and efforts towards
creating an inclusive culture at Quess.)

4. Recruitment Process

• Sourcing Talent: Using various platforms such as job boards, social media,
employee referrals, and campus recruitment.

• Applicant Tracking System (ATS): Technology used to manage the recruitment

funnel, candidate screening, and interview scheduling.

• Outsourcing: If Quess partners with external recruitment firms for specific roles,
highlight the relationship and quality checks.

(Details about the selection of channels based on the job profile, geographical focus,
and talent acquisition strategy.)

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5. Selection Process

• Initial Screening: Methods for preliminary screening of resumes and

applications (automated filtering, manual review, etc.).

• Assessment Tests: Use of psychometric tests, technical exams, and aptitude

tests depending on job roles.

• Interview Process:

o Telephone Interviews: Preliminary phone screening to shortlist

candidates.

o In-person/Virtual Interviews: Detailed interviewing process including

one-on-one interviews, panel interviews, and virtual formats during the
pandemic.

o Structured vs. Unstructured Interviews: The format used by Quess, with

specific details about competency-based interviewing techniques.

o Behavioural Interviewing: Techniques to assess candidates' soft skills

and alignment with company culture.

(This section can describe in-depth procedures for various roles, from junior positions to
executive-level hiring, and methods to ensure bias-free interviews.)

6. Background Checks and Verification

• Pre-employment Screening: Policies on background checks (employment

history, education, criminal background, etc.).

• Reference Checks: Contacting previous employers to verify candidate

suitability.

• Verification of Qualifications: Ensuring that educational qualifications and

certifications are legitimate.

(Explain processes in detail, including how third-party agencies may assist in

background verification.)

7. Onboarding Process

• Offer Letters: Process of extending job offers, negotiating salary, and finalizing
terms.

• Employee Documentation: Collection of necessary documents such as IDs,

proof of qualification, and legal paperwork.

• Orientation Programs: Structured onboarding sessions to familiarize new hires

with company policies, values, and job responsibilities.

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(A robust onboarding process ensures smooth integration into the company, potentially
extending to training programs for specific roles.)

8. Compliance with Labor Laws

• Adherence to Local and International Employment Laws: Ensuring that the

recruitment and selection process complies with relevant labour laws in various
regions where Quess operates.

• Confidentiality and Data Privacy: Protecting the privacy of applicants and

ensuring the safe handling of their personal information.

(Discuss how Quess ensures compliance with national regulations, such as India’s
labour laws, and international standards for overseas operations.)

9. Compensation and Benefits

• Salary Benchmarking: Ensuring competitive compensation to attract and retain

talent.

• Negotiation Policies: Quess Corp’s stance on salary negotiations, bonus

structures, and benefit packages.

• Incentives for Recruitment: Programs like employee referral bonuses or signing

bonuses for hard-to-fill positions.

(A description of the policies that govern how salaries are offered and negotiated can be
part of the recruitment process.)

10. Metrics and Continuous Improvement

• Key Performance Indicators (KPIs): Metrics used to assess the efficiency and
effectiveness of the recruitment process (e.g., time to hire, cost per hire, quality
of hire).

• Candidate Experience: Importance of maintaining a positive recruitment

experience, regardless of the outcome.

• Feedback and Iteration: How Quess collects feedback from candidates and
hiring managers to continuously improve the process.

• Use of Data Analytics: Leveraging data to optimize recruitment strategies,

predict talent needs, and reduce turnover rates.

(Include steps to measure and improve hiring processes and outcomes.)

11. Challenges in Recruitment and Selection

• Skill Gaps: Strategies to address challenges in sourcing candidates with specific

skill sets.

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 • Geographical Constraints: Difficulties faced in expanding into new regions and
hiring local talent.

• Managing High Volume Recruitment: Solutions for handling recruitment for

large-scale projects or sudden talent surges.

(Provide insight into practical challenges and how Quess manages them, including
technology and partnerships.)

12. Conclusion

• Summary of Policy Effectiveness: A final overview of how recruitment and

selection policies contribute to Quess Corp’s success.

• Future Outlook: Potential changes or trends in recruitment practices that the

company is preparing for (e.g., AI in recruitment, evolving candidate
expectations).

Appendices (optional):
Include relevant templates for job postings, interview evaluation sheets, offer letter
formats, or compliance checklists.

If this structure works for you, each section can be further elaborated to fill out 10 or
more pages. Would you like me to write a more detailed draft or provide further
guidance on any specific section?

OBJECTIVES OF THE QUESS CORP.LTD RECRUITMENT AND

SELECTION POLICY:

The objectives of the recruitment and selection process at Quess Corp Ltd. are aligned
with the company’s broader goals of organizational growth, operational efficiency, and
workforce diversity. While Quess Corp may have its own specific objectives, below are
some generalized objectives that align with recruitment and selection processes in
large multinational firms like Quess Corp:

1. Attracting Top Talent

• Objective: To attract highly qualified and skilled professionals who meet the
specific job requirements and align with the company’s culture and values.

• Explanation: Quess Corp aims to bring in top talent that contributes to the
company’s long-term success, ensuring a competitive edge in the market. This

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 involves identifying the right recruitment channels and presenting an appealing
employer brand to potential candidates.

2. Ensuring Organizational Fit

• Objective: To select candidates who are not only skilled but also fit well within
the organizational culture.

• Explanation: The recruitment process is designed to assess whether candidates

share the company’s core values, including teamwork, innovation, and customer
focus. This ensures better employee retention and smoother integration into the
company.

3. Fostering Diversity and Inclusion

• Objective: To promote a diverse and inclusive workforce by ensuring equal

opportunities for all candidates.

• Explanation: Quess Corp emphasizes creating a diverse environment where

talent from different backgrounds, experiences, and perspectives are brought
together. This strengthens creativity, innovation, and decision-making within the
company.

4. Meeting Workforce Demand Efficiently

• Objective: To align the recruitment process with the company’s growth plans by
ensuring timely hiring to meet business demands.

• Explanation: Quess Corp aims to have a proactive workforce planning strategy

to fill roles quickly and effectively, minimizing any disruptions in operations.
Meeting workforce demand ensures that key projects and client commitments
are executed on time.

5. Maintaining High Standards of Selection

• Objective: To maintain stringent screening and selection criteria to ensure only

the most qualified and competent candidates are chosen.

• Explanation: By using structured interviews, technical assessments, and

psychometric tests, Quess Corp ensures that candidates meet the technical and
behavioural requirements of the role, leading to higher productivity and job
performance.

6. Enhancing Employer Brand

• Objective: To enhance the company’s image as an employer of choice through a

positive and transparent recruitment experience.

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 • Explanation: Providing a smooth and respectful recruitment process creates a
positive impression among candidates, whether or not they are hired. A strong
employer brand helps attract better talent in the long run and builds the
company’s reputation in the job market.

7. Reducing Time-to-Hire

• Objective: To reduce the time taken to fill open positions without compromising
on the quality of candidates.

• Explanation: Streamlining the recruitment and selection process with the use of
technology (such as Applicant Tracking Systems) ensures that positions are filled
faster, reducing the impact of vacancies on business operations and keeping
staffing costs under control.

8. Minimizing Recruitment Costs

• Objective: To optimize the recruitment budget by selecting cost-effective

methods for sourcing, screening, and hiring candidates.

• Explanation: Quess Corp seeks to minimize the cost-per-hire by leveraging

internal referrals, using technology, and optimizing recruitment channels.
Efficient hiring methods contribute to overall cost control for the business.

9. Ensuring Legal Compliance

• Objective: To ensure the recruitment and selection processes comply with

relevant labour laws, regulations, and company policies.

• Explanation: Quess Corp operates in multiple regions with varying labor laws.
Ensuring compliance with these legal requirements, such as non-discriminatory
practices and fair hiring processes, is essential to mitigate legal risks and
promote fairness.

10. Reducing Employee Turnover

• Objective: To improve employee retention by selecting candidates who are

committed and suited for the role.

• Explanation: By using comprehensive assessments and evaluating candidates

for long-term fit, Quess Corp aims to reduce turnover rates, which can be costly
in terms of recruitment, training, and productivity loss.

11. Aligning with Business Strategy

• Objective: To ensure that recruitment activities are aligned with the company’s
long-term strategic goals and business objectives.

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 • Explanation: Recruitment should support the company’s growth, innovation,
and expansion plans. Quess Corp’s selection process is designed to identify
talent that contributes to key business areas such as technology, client services,
and operational efficiency.

12. Improving Candidate Experience

• Objective: To provide a positive and engaging experience for all candidates,

regardless of the selection outcome.

• Explanation: A smooth recruitment process, with timely communication and

respectful treatment, not only helps attract top talent but also enhances the
overall reputation of Quess Corp as a professional and considerate employer.

13. Leveraging Technology for Efficiency

• Objective: To use modern recruitment technologies to automate and improve

the efficiency of the hiring process.

• Explanation: Quess Corp focuses on using recruitment tools such as AI-driven

platforms, Applicant Tracking Systems, and data analytics to streamline the
hiring process, improve decision-making, and ensure a faster, more accurate
selection process.

These objectives form the foundation of Quess Corp’s recruitment and selection
process, focusing on operational efficiency, organizational alignment, and enhancing
the overall candidate experience.

METHODS FOLLOWED BY THE COMPANY FOR RECRUTING

ITS HUMAN RESOURCES :

Quess Corp Ltd., being a large business services provider operating across various
industries, employs a range of recruitment methods to attract and hire top talent. Given
the diverse range of services Quess offers—ranging from workforce management to IT
staffing, facility management, and more—the company follows several recruiting
strategies tailored to its wide operational scope. Below is a detailed description of the
methods followed by Quess Corp for recruiting its human resources:

1. Internal Recruitment

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 • Promotions and Transfers: Quess Corp emphasizes internal mobility by
promoting existing employees to higher positions or transferring them to
different departments or locations. This method helps retain institutional
knowledge and offers growth opportunities to loyal employees.

• Job Postings for Internal Candidates: The company regularly posts job
vacancies internally to encourage employees to apply for positions that match
their career aspirations.

• Succession Planning: Quess Corp develops career development programs and

succession planning for key leadership roles, ensuring that critical positions are
filled by existing employees with proven performance.

2. Employee Referrals

• Referral Program: Quess Corp has a structured employee referral program that
incentivizes current employees to refer qualified candidates from their network.
This method is effective because it not only speeds up the recruitment process
but also brings in candidates who are more likely to fit into the company culture.

• Rewards and Recognition: Employees are rewarded with bonuses or

recognition if their referrals are hired and successfully complete a probationary
period, making this an attractive recruitment channel for both the employee and
the company.

3. External Recruitment

• Job Portals and Online Recruitment Platforms: Quess Corp uses popular job
portals such as Naukri.com, Monster, and LinkedIn to post job vacancies and
reach a broad audience of job seekers. These platforms help in sourcing both
junior and senior-level candidates efficiently.

• Company Website: The official Quess Corp careers page serves as a

recruitment tool where job seekers can browse open positions and apply
directly. This portal integrates with the company’s Applicant Tracking System
(ATS) for seamless application processing.

• Social Media Recruitment: Quess Corp actively uses social media platforms
such as LinkedIn, Facebook, and Twitter to advertise job openings, share
company culture, and attract passive candidates who may not be actively
seeking a job but are interested in career opportunities.

• Campus Recruitment: Quess Corp engages in campus recruitment drives at

universities and technical institutes to attract young talent. The company
conducts on-campus interviews, placement talks, and aptitude tests to hire
fresh graduates for entry-level roles.

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 • Recruitment Agencies and Staffing Firms: For specialized roles or high-volume
hiring, Quess Corp partners with recruitment agencies and staffing firms. These
third-party agencies assist in sourcing candidates, especially for hard-to-fill
positions or temporary staffing requirements in sectors like IT, engineering, and
healthcare.

4. Outsourcing and Partnerships

• RPO (Recruitment Process Outsourcing): Quess Corp offers RPO services to

its clients, but it also utilizes similar services internally to streamline its own
recruitment process. This method involves outsourcing the recruitment function
to third-party providers who manage the entire process, from sourcing
candidates to onboarding.

• Partnerships with Skill Development Institutes: Quess Corp partners with

government agencies, industry associations, and skill development institutes to
recruit candidates who have undergone specific training and certifications in
relevant fields. This is particularly useful for industries like manufacturing, IT, and
retail.

5. Direct Sourcing and Headhunting

• Executive Search Firms: For senior and executive-level roles, Quess Corp works
with executive search firms (headhunting agencies) that specialize in identifying
and attracting top-level professionals. These firms help the company find
candidates who are not actively looking for new jobs but are suitable for
leadership roles.

• Targeted Search on LinkedIn: Quess Corp’s in-house talent acquisition team

often uses LinkedIn Recruiter to directly approach candidates who match
specific job criteria. This method is effective for filling niche roles or when a
particular skill set is in high demand.

• Talent Pooling: The company maintains a database of potential candidates who

may be considered for future openings. These candidates may have applied for
previous roles, participated in interviews, or been sourced through recruitment
drives.

6. Recruitment Events and Job Fairs

• Career Fairs: Quess Corp participates in job fairs, industry events, and
recruitment expos to directly interact with job seekers and build brand
awareness. This approach helps to attract a large pool of candidates in a short
amount of time.

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 • Virtual Job Fairs: In response to the growing digitalization and remote work
culture, Quess also participates in virtual job fairs, where recruiters can connect
with candidates through online platforms, conduct interviews, and assess their
suitability for open roles.

7. Third-Party Employment Exchanges

• Partnerships with Government Employment Exchanges: Quess Corp

collaborates with government-run employment exchanges to recruit candidates,
particularly in regions where there is a need for skilled blue-collar and entry-level
workers. This approach helps the company meet local hiring mandates and
expand its talent pool.

• Private Employment Exchanges: In addition to government agencies, Quess

collaborates with private employment exchanges and vocational training centers
that focus on specific industries such as healthcare, construction, and logistics.

8. Use of Technology in Recruitment

• Applicant Tracking System (ATS): Quess Corp uses an ATS to streamline the
hiring process, from posting job vacancies to tracking applicants and managing
resumes. The ATS allows the company to automate candidate screening,
schedule interviews, and send offer letters.

• AI and Machine Learning Tools: The company has started incorporating AI-
based recruitment tools to filter resumes, match candidate profiles with job
descriptions, and assess cultural fit. These tools help reduce human bias and
improve the accuracy of candidate selection.

• Video Interviewing Tools: For remote recruitment, especially post-pandemic,

Quess Corp uses video interviewing platforms such as Zoom, Microsoft Teams,
and HireVue to conduct interviews. This method is efficient for interviewing
candidates across different geographies.

9. Campus Recruitment Programs

• Graduate Hiring Programs: Quess Corp partners with universities and technical
institutes to recruit fresh graduates through campus hiring programs. The
company conducts written tests, group discussions, and interviews to select
candidates for entry-level roles.

• Internships and Management Trainee Programs: Quess offers internship

opportunities to students and fresh graduates, allowing them to gain practical
experience while being assessed for future full-time employment. The
management trainee program is targeted at graduates interested in leadership
roles, providing them with cross-functional exposure.

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10. Contract Staffing and Temporary Hiring

• Temporary Staffing: Quess Corp, which is one of India’s largest staffing

companies, leverages its own staffing solutions for temporary and contract
hiring. This approach is widely used for project-based work, seasonal demand,
or when clients require flexible staffing solutions.

• Gig and Freelance Hiring: As part of the growing gig economy, Quess Corp also
recruits freelancers and gig workers, especially in industries such as IT, digital
marketing, and content creation. Platforms such as Quess Gig, a service offered
by the company, help in hiring short-term, on-demand talent.

11. Apprenticeships and Skill Development Programs

• Government Apprenticeship Programs: Quess collaborates with government-

sponsored apprenticeship schemes to hire candidates in industries such as
manufacturing, logistics, and IT services. These programs allow the company to
train workers while fulfilling regulatory obligations and supporting skill
development.

• In-house Training Programs: Quess Corp runs its own skill development
programs to train candidates for specific roles. These programs are often aimed
at entry-level workers or those transitioning into new industries.

Conclusion:

The recruitment methods followed by Quess Corp Ltd. reflect the company’s
commitment to efficiency, diversity, and adaptability. By leveraging a combination of
internal resources, external platforms, technology, and partnerships, Quess is able to
meet the recruitment demands of its wide-ranging business verticals. The company’s
multi-channel approach to recruitment ensures that it can attract the best talent across
different industries, geographies, and skill sets, while maintaining compliance with legal
standards and promoting an inclusive workforce.

OTHER HR POLICES OF THE COMPANY:

20
Quess Corp Ltd., as a large diversified business services provider, follows
comprehensive Human Resources (HR) policies to manage and support its workforce
effectively. These policies not only guide recruitment and selection but also cover
various aspects of employee management, including employee benefits, performance
management, training and development, workplace safety, and more. Below is a brief
but detailed overview of some key HR policies at Quess Corp:

1. Employee Code of Conduct

• Objective: To ensure that all employees adhere to ethical standards,

professional behaviour , and company values.

• Details:

o Professional Integrity: Employees are expected to maintain the highest

standards of honesty, integrity, and transparency in all interactions.

o Conflict of Interest: Employees must avoid situations where personal

interests conflict with those of the company.

o Confidentiality: Employees must protect company confidential

information and proprietary data from unauthorized disclosure.

This policy forms the foundation of ethical behaviour and professionalism across all
levels of the company.

2. Performance Management Policy

• Objective: To evaluate and enhance employee performance through regular

assessments, feedback, and development plans.

• Details:

o Goal Setting: Employees and managers collaborate to set clear,

measurable goals at the beginning of each performance cycle.

o Performance Reviews: Conducted on an annual or bi-annual basis,

these reviews assess an employee’s achievement of goals, skills, and
competencies.

o Feedback Mechanism: Regular feedback sessions ensure that

employees understand their strengths and areas for improvement.

o Performance Improvement Plans (PIP): For employees not meeting

expectations, a PIP is introduced to help them get back on track.

21
This policy promotes a culture of continuous improvement, personal growth, and
accountability.

3. Learning and Development Policy

• Objective: To provide employees with the necessary skills and knowledge to

grow professionally and meet business needs.

• Details:

o Training Programs: Quess Corp offers various training and development

programs that include soft skills, technical skills, leadership
development, and compliance training.

o On-the-job Learning: Employees are encouraged to learn through cross-

functional exposure, mentorship, and special projects.

o E-Learning Platforms: Employees have access to online training

modules to learn at their own pace.

o Leadership Development: Quess Corp has specific programs to identify

and groom potential leaders within the organization.

This policy ensures that employees are continually learning, thus supporting both
personal and organizational growth.

4. Compensation and Benefits Policy

• Objective: To offer competitive compensation and benefits that attract and

retain top talent.

• Details:

o Salary Structure: Competitive salaries are offered based on industry

standards, role, experience, and performance.

o Variable Pay: Performance-based bonuses or incentive programs are

linked to individual, team, and company performance.

o Health and Wellness Benefits: The company offers health insurance,

accident insurance, and other wellness programs to support employees’
physical and mental well-being.

o Leave Policy: Quess Corp provides paid annual leave, sick leave,
maternity/paternity leave, and other statutory leaves as per regional laws.

By aligning compensation with market standards, Quess Corp ensures employee

satisfaction and motivation.

5. Diversity and Inclusion Policy

22
 • Objective: To create a diverse and inclusive workplace where all employees,
irrespective of their background, feel valued and respected.

• Details:

o Equal Opportunity Employment: Quess Corp is committed to hiring

individuals based on their qualifications and merit without discrimination
based on race, gender, religion, age, disability, or sexual orientation.

o Inclusive Work Environment: The company promotes respect and

inclusivity in all workplace interactions and ensures that employees from
diverse backgrounds feel comfortable.

o Anti-Harassment Measures: Quess Corp has a strict policy against

harassment, including sexual harassment, and provides a confidential
grievance redressal mechanism for affected employees.

o Affirmative Action: Special initiatives are taken to increase the

representation of underrepresented groups in certain roles and levels of
the company.

This policy helps in building a strong, diverse workforce that contributes to innovation
and productivity.

6. Workplace Health and Safety Policy

• Objective: To provide a safe and healthy working environment for all employees
across different offices and operational sites.

• Details:

o Occupational Health and Safety Standards: The company adheres to all

regional occupational safety regulations and standards.

o Safety Training: Employees, especially in high-risk industries (e.g.,

manufacturing, logistics), receive regular safety training to handle
equipment, emergencies, and hazardous conditions.

o Emergency Response Plans: Quess Corp has emergency preparedness

plans, including fire drills, first-aid availability, and evacuation procedures
in place at all worksites.

o Health Monitoring: For jobs that may have health risks, employees
undergo regular medical check-ups to ensure their well-being.

This policy ensures compliance with safety regulations and enhances employee
confidence in their workplace environment.

7. Workplace Flexibility and Remote Work Policy

23
 • Objective: To offer flexible working arrangements that enhance productivity
while maintaining work-life balance.

• Details:

o Flexible Hours: Employees can choose flexible working hours (depending

on the role) to manage their personal and professional lives effectively.

o Remote Work Options: Depending on the job role, Quess Corp allows
employees to work remotely, especially for non-frontline or technology
roles.

o Hybrid Work Model: The company follows a hybrid model for certain
roles, combining office presence and remote work based on operational
needs.

o Leave Flexibility: Employees have the flexibility to take leaves based on

personal and health needs, ensuring they are not overburdened by work.

This policy promotes employee well-being while meeting business objectives,

especially in post-pandemic times.

8. Employee Grievance Redressal Policy

• Objective: To provide employees with a fair and transparent mechanism to

resolve workplace grievances.

• Details:

o Grievance Handling Committee: A dedicated committee addresses

employee grievances related to harassment, discrimination, unfair
treatment, and workplace disputes.

o Confidential Reporting: Employees can raise concerns through a

confidential process, including whistleblower provisions.

o Fair Investigation: The company ensures that all grievances are

investigated impartially and appropriate corrective actions are taken.

This policy ensures that employees feel supported and valued, knowing their concerns
will be heard and resolved fairly.

9. Employee Engagement and Retention Policy

• Objective: To create a positive work environment that fosters employee

engagement, motivation, and long-term retention.

• Details:

24
 o Employee Feedback: Quess Corp conducts regular employee
engagement surveys to gather feedback on job satisfaction, workplace
culture, and areas for improvement.

o Recognition and Reward Programs: Employees are recognized for their

contributions through awards, bonuses, and public acknowledgment.

o Team-building Activities: The company organizes regular team-building

events, wellness programs, and social activities to create a sense of
belonging among employees.

This policy enhances employee morale, job satisfaction, and retention, ensuring a
productive workforce.

10. Exit and Separation Policy

• Objective: To manage employee exits in a professional and systematic manner,

ensuring a smooth transition.

• Details:

o Resignation Process: Employees who wish to resign are required to

provide notice as per the employment contract and serve the notice
period unless otherwise agreed upon.

o Exit Interviews: The HR team conducts exit interviews to gather feedback

from employees who are leaving, which helps in improving HR policies
and work culture.

o Severance Packages: Quess Corp provides severance pay, if applicable,

as per labour laws and company policy.

o Knowledge Transfer: Employees leaving the company are required to

facilitate the smooth transfer of knowledge and responsibilities to their
successors.

This policy ensures that employee departures are handled professionally and
respectfully.

Conclusion:

The HR policies of Quess Corp Ltd. are designed to create a balanced, safe, and
productive work environment. By emphasizing fairness, transparency, professional
growth, and employee well-being, Quess Corp ensures that its human resources remain
motivated, engaged, and aligned with the company’s long-term goals. The combination

25
of clear guidelines and a supportive work culture helps Quess maintain high standards
of employee satisfaction and operational success.

Chapter – 3

26
RESEARCH METHODOLOGY

INTRODUCTION

The research was done in order to understand the Recruitment and Selection Process
followed at QUESS CORP. and the perception of the employees from all the cadres
regarding it. To know how an organization performs in terms of productivity and this
should be directly proportional to quality and quantity of its human resource. In order to
get the right kind of people in right place in the right time the organization should have
the specific and clear personnel, policies and recruitment methods which are essential
for the growth of the organization. Hence it was necessary to conduct a research on the
process.

SAMPLE SIZE

The sample undertaken to conduct research study consist of fifty people which is
approximately one tenth of the total strength working in the organization. The sample
covered the employees from all the cadres, encompassing the senior most officers to
the workers. The sample was collected from all the departments of the organization.

TOOLS AND METHODS OF DATA COLLECTION

The primary method of data collection was the questionnaire method which was
circulated to the sample undertaken and the information was collected with its help.
Also a general discussion with the employees helped to gain information regarding the
study. The secondary source used to collect data was the company’s policy manual
which contains the policy related to the topic.

LIMITATIONS OF THE STUDY:

Although attempt was made to gather all relevant information in connection to the
study there

were many shortcomings and difficulties, which could not overcome.

• The research sample was limited to one tenth of the total employees hence the
information

27
gathered could be limited.

• The conclusions are derived from the response of the employees which are
expected to be

unbiased.

RECRUITMENT

Recruitment is an important part of an organization’s human resource planning and

their competitive strength. Competent human resources at the right positions in the
organization are a vital resource and can be a core competency or a strategic advantage
for it. Recruiting the top talent for a job takes time and attracting the quality candidates
who have the knowledge and skills needed to help the company’s growth.

Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right candidate.
‘Right person for the right job’ is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its
managers. The operative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower for carrying

28
different business activities smoothly and efficiently and for this recruitment and
selection of suitable candidates is essential. Human resource management in an
organization will not be possible if unsuitable persons are selected and employment in
a business unit.

Meaning of recruitment

“It is the process of finding and attracting capable applicants for the employment. The
process pool begins when new recruits are sought and ends when their applicants are
submitted. The result is a pool of applicants from which new employees are selected”.
In this, the available vacancies are given wide publicity and suitable candidates are
encouraged to submit applications so as to have a of eligible candidates for scientific
selection.

Recruitment refers to the process of attracting, screening, and selecting qualified

people for a job at an organization or firm.

Recruitment process involves a systematic procedure from sourcing the

candidates to arranging and conducting the interviews and requires many
resources and time.

A GENERAL RECRUITMENT PROCESS IS AS FOLLOWS:

1) Identifying the vacancy:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

2) Preparing the job description and person specification.

3) Locating and developing the sources of required number and type of employees
(Advertising

etc).

29
4) Short-listing and identifying the prospective employee with required
characteristics.

5) Arranging the interviews with the selected candidates.

6) Conducting the interview and decision making

RECRUITMENT IS A CONTINUOUS PROCESS BECAUSE OF:

a) Staff departures (e.g. retirements, resignation )

b) Changes in business requirements (e.g. new products, markets, expended

operations)

c) Changes in business location (are relocation often triggers the need for
substantial

recruitment)

d) Promotions

e) Transfers

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OBJECTIVES OF THE RECRUITMENT PROCESS

• To obtain the number and quality of employees that can be selected in order to
help the organization to achieve its goals and objectives.

• It helps to create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.

• To induct the outsiders with new perspectives to lead the company.

• To recruit people whose skill fit the company values?

• To search for talent globally not just within the company.

• To device methodology for assessing psychological traits.

• To anticipate and find people for positions that does not exist yet.

FACTORS AFFECTING RECRUITMENT:

• The size of the organization.

• The employment conditions in the community where the organization is located.

• The effects of past recruiting efforts which show the organization’s ability to locate
and

retain the good performing people.

• Working conditions, salary and benefit packages offered by the organization.

• Rate of growth of the organization.

• The future expansion and production programs. • Cultural, economic and legal
factors.

However these factors may be divided specifically as:

• Internal factors

• External factors

INTERNAL FACTORS:

• Recruitment policy of the organization

• Human resource planning strategy of the company

31
• Size of the organization and number of people employed

• Cost involved in recruiting employees

• Growth and expansion plans of the organization

• Company pay package

• Career planning and growth

• Quality of work life

• Role of trade union

EXTERNAL FACTORS:

• Supply and demand of specific skills in the labor market.

• Political and legal factors like reservations of jobs for specific sections of society
etc

• The job seekers image perception of the company.

• Information system like employment exchange/ tele recruitment like internet. •

Labor

market conditions.

RECRUITMENT CHECKLIST:

• Before going to actual recruitment a checklist to be made which helps the recruiter
till the

end of the process.

• Whether the vacancy has been agreed by the responsible manager

• Availability of the job description

• What are the conditions of employment for the vacant position

• Whether the candidate specification been prepared

• Whether the notice of vacancy been submitted earlier

• Whether the job advertisement been agreed

• What arrangement have been made for drawing a shortlist of candidates

• Whether the interview arrangement have been made

32
• Whether offers letters been agreed and dispatched

• Whether rejection letters sent to the unsuccessful candidates

• Whether confirmation letter received from the selected candidate to whom offer
letter has

been sent.

RECRUITMENT POLICY:

In today’s rapidly changing business environment, a well defined recruitment policy

is necessary for organizations to respond to its human resource requirements in
time. Therefore, it is important to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent pool for the
selection of the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A clear and concise
recruitment policy helps ensure a sound recruitment process.

Most of the companies are having personnel policies for the organization.
Recruitment policy is a part of the perssonel policy. But before making the
recruitment policy the organization must consider the government policies,
personnel policies of other organization, social responsibility of the organization etc.

SOURCES OF RECRUITMENT:

INTERNAL SOURCES: The most common internal sources of internal

recruitment are

1. Personal recommendations
2. Notice boards
3. Newsletters
4. Memoranda

1) Personal References
The existing employees will probably know their friends or relatives or
colleagues who could successfully fill the vacancy. Approaching them may
be highly efficient method of recruitment but will almost certainly offend
other workers who would have wished to have been considered for the job. To
keep employees satisfied make sure that potentially suitable employees are

33
 informed of the vacancy so that they can apply. Also anyone else who is likely
to be interested is told about it as well so that they can apply for the job.

2) Notice Boards

This is the convenient and simple method of passing on important messages to

the existing staff. A job advertisement pinned to a notice board will probably be
seen and read by a sufficient number of appropriate employees at little or no
cost. However many of the staff will probably not learn of the vacancy in this way
either because the notice board poorly located or is full of out dated notices that
they don’t bother to look at it, as they assume there is nothing new to find out. A
notice board must be ensured that it is well sited. Wherever it is been placed it
should be certain that it is seen by every one. It means there must be equal
opportunity to see to it and this happens when they know that just important
topical notices are on display. Attention must be paid to the design and contents
of the notice if it is to catch the eye and make the employee read on and then
want to apply for the job.

3) Newsletters

Many companies regularly produce in-house newsletters, magazines or

journals for their staff to read. It is hoped that latest company news sheet is
read avidly by all staff thus ensuring that everyone is aware of the job
opportunity advertised in it. Unfortunately this is not always so, because it is
sometimes not circulated widely enough and employees may find it boring
and choose not to read it. Newsletter can be utilized as the source of
recruitment if it is convinced that everybody will see a copy.

4) Memoranda

Possibly the best way of circulating news of the job vacancy is to send
memoranda to department managers to read out to the teams or to write all
employees perhaps enclosing memoranda in wage packets if appropriate.
However it can be a time consuming process to contact staff individually,
especially if there is a large work force. It should also be kept in mind as to in
which way the memorandum is phrased out so that the job appeals to likely
applicants.

34
EXTERNAL SOURCES

There are many sources to choose from if you are seeking to recruit from outside
the company.

1. Word of mouth

2. Notices

3. Job canters

4. Private agencies and consultants

5. Education institutions

6. The press

7. Radio

8. Television

1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for
he job. Recruiting in this way appears to be simple, inexpensive and
convenient. Never use word of mouth as a sole or initial source of
recruitment if the work force is wholly or predominantly of one sex or racial
group. Also employing friends and relatives of present employees may be
imprudent because it is not certain that they are as competent as the current
staff.

2) Notices
Displaying notices in and around business premises is a simple and often
overlooked method of advertising a job vacancy. They should be seen by a
large number of passerby, some actively looking for work. It can also be
inexpensive with a notice varying from a carefully hand written post card up
to a professionally produced poster. Pay attention to the appearance and
contents of the notice if it is intended that it is applied by the right people.

3) Job Canters
Most large towns have a job canter which offers employers a free recruitment
service, trying to match their vacancies to job seekers. Staff will note
information about a post and the types of person sought and then advertise
the vacancy o notice boards within their premises. Job canter employees can

35
 further help if requested to do so by issuing and assessing application forms
and thus weeding out those applicants who are obviously unsuitable for the
position. Short listed candidates are then sent out for the employer to
interview on his business premises.

4) Private Agencies and Consultants

There are various types of private organization that can help to find the right
person for a particular job. Employment agencies exist in many town and
cities. Some handle all general vacancies from junior unto supervisory level
while others specialize in various occupations such as accountancy, clerical
or computer personnel and marketing or sales. Since they maintain a register
of job seekers, they initially attempt to find applicants from this list. A short
list will be drawn up by reading through applications and conducting
interviews on client organization’s behalf. Although fees vary, it is expected to
pay around 10 to 15% of the annual salary offered if a suitable person is
found for the job. This will be partly refundable if he leaves within a certain
period of time. For temporary staff, it is normally charged on hourly, daily or
weekly rate by the agency. They will then pay the employee. Recruitment
agencies are similar to employment agencies in the services that they offer.
The main difference is that recruitment agencies tend to operate at a higher
level, concentrating on technical, managerial and executive appointment.
Accordingly, increased time, effort and expertise are needed to compile a
quality short list. This will be reflected in the fees charged, often between 18
and 22% of the annual salary of the staff recruited. Again a proportion of this
may be refundable if the employees proves to be unsatisfactory and
subsequently departs.
It may sound impressive but suggests that they are simply pulling names
from a register perhaps of dubious quality and are not actively searching for
and screening applicants properly. A good shortlist will take time to compile.
It must be ensured that the agency with which the organizations contracting
must follow a good refund system in case the new recruit resigns or needs to
be dismissed shortly after joining. Also a free replacement warranty up to six
months must be provided by the recruiting agency. When employing an
agency or consultant, make sure that they know exactly what they are
expected to do. A clear job description and employee specification, must be
provided so that they could screen by referring to the employee specification
and so on. Full up to date information about the job and person required.
Supply all details and all instructions in writing to avoid subsequent
misunderstandings and disagreements.
The recruiting agency or consultant must be in touch with the client company
throughout the recruitment process to ensure that the agency is following the

36
 instructions and doing its job well. Also it must be ensured that they are
maintaining equality of opportunity and avoiding unlawful discrimination
against applicants of a particular sex, marital status or any racial group. All
applicants should be judged solely on their ability to do the job

5) Educational Institutions or Campus Recruitment

Those companies which require a steady intake of young person’s for new
Youth Training to trainee management positions ought establish and maintain
close contact with colleges and universities. The advantage of campus
recruitment is, it is known that who the audience to be addressed are.
Promotional literature in the form of posters, broachers, catalogues; press
releases and so on can be issued to the audience so that the company’s
name remains prominent and their student’s minds all the time.

6) The Press
Advertising for the new staff through the press has proved successful for
many companies. Choose between local newspapers, national newspapers
and the magazines. All will put in touch with different audience. Local
newspapers, read by a large cross-section of the immediate population, may
be most suitable if there is sufficient talent in the area.

National newspapers, with their mass circulations and differing attitudes to

news coverage appealing to various tastes, could be better when looking out
to fill the senior position.
Trade Magazines often under estimated as useful source of recruitment
might be worth considering if looking out to recruit someone for a specialized
job which possibly requires previous experience of the particular industry.

Naturally there are some drawbacks to newspaper advertising. It is expensive

in relation to other, often equally good source such as job and careers , which
advertise free. Other drawbacks of newspaper advertising include a high level
of wastage (the vast majority of readers will not be job hunting) and a short
life span. The daily or evening newspaper is invariably discarded at the end of
the day. A short series of advertisement incurring extra expenses may
sometimes be required and multiplying one advert by three or four starts to
make this source prohibitively costly. Trade magazines could be a better way
of recruiting staff depending upon the circumstances. Most will include
employment advertisements within a classified section which will be read by
a small but select and interested number of people. There some
disadvantages, however the financial outlay is still considerable. If the
magazine is published bi-monthly or quarterly, may have to wait sometime

37
 before the advertisement is seen. It may be intended to fill the vacancy as
soon as possible.

7) Radio

Many radio stations broadcast special job finders advertisements throughout the
day for companies looking for new recruits. Advertising through the radio has got
many advantages as it will be transmitted to over a wide geographical area to
potentially large audience. Variety of age groups listens thus making it a suitable
medium for different types and levels of jobs. Advertisements can be broadcast
very quickly sometimes within hours. Nevertheless there are some
disadvantages that must be considered carefully. As few have tune in to hear
advertisements and their thoughts invariably wander when they are on, or they
may start station hopping to find more music. The radio is also transient
medium. An advertisement lasts for perhaps 30 seconds, which is a very short
period in which to put across all the important points, and is then finished. It is
usually difficult to remember (What was the company’s name? what was its
phone number?) most listeners will not have a pen and pad handy to make
notes.

8) Television
You can advertise on a regional or national basis. Recruiting staff through the
Television is still widely regarded as a new and innovative approach.
Companies which use this medium may therefore be seen as go-ahead and
dynamic. Thus, this medium may not be an immediate choice if there is only
just one vacancy to be filled, although shorter and expensive one month
contracts could be negotiable and worth considering.

SELECTION

The selection procedure is concerned with securing relevant information

about the applicant. This information is secured in number of steps. The
objective of selection process is to determine whether an applicant meets
the qualifications for a specific job and to choose the applicant who is most
likely to perform well in that job.

38
The hiring procedure is not a single act but it is essentially a series of
methods by which additional information is secured about the applicant. At
each stage facts, which came to light, make the acceptance or rejections of
the candidate clear. Some selection processes are quite easy and some with
many hurdles this increases with the level and responsibility of the positions
to be filled.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are
satisfied:
1. Someone should have the authority to select. This authority comes from
the employment
requisition as developed by an analysis of the work-load and work force.
2. There must be some standard of personnel with which a prospective
employee may be
compared i.e., a comprehensive job description and job specification should
be available
beforehand.
3. There must be sufficient number of applicants from whom the required
number of employees
may be selected.

39
Preliminary Interview or Screening

The initial screening is usually conducted by a special interviewer a high

receptionist in the employment office. These interviews are short and are
known as stand-up interviews. The main objective of such interviews is to
screen out undesirable/unqualified candidates at very outset. Such
interviews conducted by someone who inspires confidence, who genuinely
interested in people, and whose judgment in the “sizing up” of the applicant
is fairly reliable.
Basic criteria that must be met for an application to be eligible for
consideration. If these criteria are not met, there is no obligation on the
employer to consider such applications. The screening process therefore
seeks to identify those applications that meet the basic entry-level
requirements applications that are therefore incomplete or do not meet the
basic appointment criteria are considered unsuccessful applications. In
order to be fair and objective in the screening of candidates, it is essential

40
that a fixed set of valid criteria be applied in terms of each and every
candidate that applies for a position.

Certain conditions should be met in relation to the format and content of -

a) Application forms
b) Curricula Vitae (CV’s) and
c) All other relevant documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those

applicants that do not meet the basic requirements, the next objective
should be to identify a manageable size (pool) of applicants (a short-list) who
are best suited to fill the position successfully and from whose ranks the
most suitable candidate(s) is/are to be selected. It is about identifying a
manageable pool of best suited candidates for a specific position, in the
interest of the State, taking into account Affirmative Action and Employment
Equity objectives.
May short-listing be used to reduce a vast number of applications to a
manageable size. As stated, the primary objective of the short-listing process
is to reduce the number of qualifying applicants to a manageable size for
purposes of selecting the most suitable candidate. A further objective with
short-listing is to rank candidates, and to determine a cut-off point below
which candidates will not be interviewed. The criteria utilized for short-listing
purposes should therefore be in sufficient detail to allow for this and should
be applied consistently.

Application Form

Application form is also known as application blank. The technique of

application blank is traditional and widely accepted for securing information
from the prospective candidates. It can also be used as a device to screen
the candidate at the preliminary level. Many companies formulate their own
style of application forms depending upon the requirement of information
based on the size of the company, nature of business activities, type and
level of job etc. they also formulate different application forms for different
jobs, at different levels, so as to solicit the required information for each job.
But few companies in our companies in our country do not have prescribed
application forms.

Psychological Testing

41
Test is defined as a systematic procedure for sampling human behavior
Tests are used in business for three primary purposes.
1) For the selection and placement of new employees
2) For appraising employees for promotion potentials and
3) For counselling employees if properly used psychological tests can be of
paramount
importance for each of these purposes.

Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to
learn new jobs or skills. They will enable us to know whether a candidate
if selected, would be suitable for a job, which may be clerical or
mechanical. These tests may take one of the following forms

a) Mental or Intelligence Test - measures and enables to know whether he or

she has mental
capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a
particular type of
mechanical wok. This could help in knowing a person’s capability for spatial
visualization,
perceptual speed manual dexterity, visual motor coordination or integration,
visual
insights etc.
c) Psychometric tests – these tests measures a person’s ability to do a
specific job

B. Achievement test
Also known as proficiency tests they measure the skill, knowledge which
is acquired as a
result of a training program and on the job experience they determine the
admission
feasibility of a candidate and measure what he/she is capable of doing.
a) Tests for measuring job knowledge – this type of test may be oral or
written. These tests
are administered to determine proficiency in shorthand and in operating
calculators adding

42
 machines dictating and transcribing machines and simple mechanical
equipment.
b) Work sample tests – demand the administration of the actual job as a
test. A typing test
provides the material to be typed and notes the time taken and mistakes
committed.

C. Personality tests
These tests aim at measuring those basic make up or characteristics of
an individual which are non-intellectual in their nature. In other words
they probe deeply to discover clues to an individual’s value system, his
emotional reactions and maturity and motivation interest his ability to
adjust himself to the illness of the everyday life and his capacity for
interpersonal relations and self image

a) Objective tests – it measures neurotic tendencies self-sufficiency

dominance submission
and self-confidence. These are scored objectively. They are paper and
pencil tests or
personality inventors.
b) Projective tests – it is a test in which a candidate is asked to project
his own interpretation
into certain standard stimulus situation. The way in which he/she
responds to these stimuli
depends on his own values, motives and personality.
c) Situation tests – these tests measures an applicant’s reaction when he
is placed in a peculiar
situation his ability to undergo stress and his demonstration of ingenuinity
under pressure.
Such tests usually relate to leaderless group situations, in which some
problem is posed to
a group and its members are asked to reach some conclusion without the
help of a leader.
d) Interest tests – these tests aim at finding out the types of work in
which a candidate is
interested. They are inventories of the likes and dislikes of the people of
some occupation
hobbies and recreational activities. They are useful in vocational
guidance and are assessed
in the form of answers to a well prepared questionnaire.

43
Interviews
Interviews are a crucial part of the recruitment process for most
organizations. Their purpose is to give the selector a chance to assess the
candidate and to demonstrate their abilities and personality. It’s also an
opportunity for an employer to assess them and to make sure the
organization and position are right for the candidate. An interview is an
attempt to secure maximum amount of information from candidate
concerning his suitability for the job under consideration.

The recruitment process ƒor most organizations ƒollows a common

theme: Applications/CVs are received, either online or by post; and
candidates are short-listed and invited for interview. The interview format
can vary considerably and may include an assessment centre and/or
tests. The number of interviews also varies. Some companies are
satisfied after one interview, whereas others will want to recall a further
shortlist of candidates for more. If successful at the final interview stage,
an official job offer is sent to the candidate. Interview format is
determined by the nature of the organization, but there are various
standard formats.

Chronological Interviews -These work chronologically through the

candidate’s life to date and are usually based on the CV or a completed
application form.

Competency-Based Interviews -These are structured to reflect the

competencies that an employer is seeking for a particular job (often
detailed in the recruitment information). This is the most common type of
interview for graduate positions today.

Technical Interviews - If a candidate has applied for a job or course that

requires technical knowledge (e.g. positions in engineering or IT) it is
likely, at some stage in the selection process, that the candidate will be
asked technical questions or have a separate technical interview to test
his/her knowledge. Questions may focus on the final year project and
his/her choice of approach to it or on real/hypothetical technical
problems. It seen that the candidate proves himself/herself but also they
admit to what they don’t know.

Kinds of Interviews:

44
1. One to one interview: in this type of interview one selector interviews
one candidate alone.
2. Informal interview: in this type there are discussions between the
candidate and two or more
interviewers.
3. Panel of interviews: in these pre planned standard questions ranging
overall aspects of the job
are asked. They focus directly on elements of person specification.
4. Direct planned interview: this interview is straight forward, face to
face, question and answer
situation intended to measure the candidate’s knowledge and
background.
5. Indirect and direct interview: in this type of interview the interviewer
refrains from asking
direct and specific questions but creates an atmosphere in which the
interviewee feels free to
talk and go into any subject he considers important. The object of the
interview is to determine
what individual himself considers of immediate concern, what he thinks
about these problems,
and how he conceives of his job and his organization.
6. Patterned interview: in this interview a series of questions which
illuminates validated against
the record of employees who have succeeded or failed on the job.
7. Stress interview: in this interview the interviewer deliberately creates
stress to see how an
applicant operates in stress situation. To induce stress, the interviewer
responds to the
applicant’s answers with anger, silence and criticism. This interview aims
attesting the
candidate’s job behavior and level of withstanding during the period of
stress and strain.
8. Depth interview: in this type of interview, the candidate would be
examined extensively in
core areas of knowledge and skills of the job.

Background Checks and Enquiries

Offers of appointment are subject to references and security checks. The

references given in the candidate’s application will be taken up and a

45
security check will be conducted. Security checks can take a while if the
candidate has lived abroad for any period of time.

Final Selection Decision

Those individuals who perform successfully on the employment tests and

the interviews, and are not eliminated by development of negative
information on either the background investigation or physical
examination are now considered to be eligible to receive an offer of
employment. Who makes that employment offer? For administrative
purposes the personnel department should make the offer. But their role
should be only administrative. The actual hiring decision should be made
by the manager in the department that had the position open.

46
 Chapter – 4

History of QUESS.CORP.LTD
Quess Corp Ltd. is one of India's largest business services providers, with a broad
portfolio that spans staffing, technology solutions, facility management, and
outsourcing services. Since its inception in 2007, the company has undergone rapid
growth through strategic acquisitions, diversification, and international expansion. This
essay will cover the history of Quess Corp in detail, tracing its evolution from a staffing
firm to a multinational business services conglomerate.

Quess Corp Ltd. is an Indian multinational business services provider that operates
across various sectors. It was founded in 2007 and has since grown to become a major
player in staffing and workforce management, outsourcing, and technology solutions.
Here's a brief history of the company:

1. Founding and Early Development (2007-2010)

1.1 Foundation

Quess Corp Ltd. was founded in 2007 by Ajit Isaac, a seasoned professional in the human
resources industry. Initially named IKYA Human Capital Solutions, the company aimed to
provide staffing and recruitment services to various industries in India. At the time of its
founding, India’s organized staffing industry was still developing, and IKYA was one of the
early players looking to tap into this growing sector. Ajit Isaac’s vision was to create an
organization that could manage the workforce needs of diverse industries, from IT to retail,
logistics, and beyond.

The company began by offering recruitment and staffing services, helping businesses source
temporary and permanent employees. The early years saw modest growth, but the foundation
was laid for what would become one of India’s most comprehensive business service
providers.

1.2 Early Focus: Human Resource Solutions

In its initial phase, IKYA focused heavily on providing human resource (HR) solutions to
companies in the IT and IT-enabled services (ITES) sectors. It quickly expanded its footprint
across India, offering services in cities like Bengaluru, Mumbai, Chennai, and Delhi. The

47
core services at this time included recruitment process outsourcing (RPO), payroll
management, and general staffing solutions.

IKYA’s early success came from its ability to understand the changing needs of India’s
growing economy. The company’s expertise in HR services allowed it to attract major clients
in sectors like technology, retail, telecom, and banking. It positioned itself as a trusted partner
for companies looking to manage their workforce efficiently.

2. Acquisition by Fairfax and Rebranding (2010-2013)

2.1 Acquisition by Fairfax Financial Holdings

A major turning point for IKYA came in 2010, when Fairfax Financial Holdings, a
Canadian multinational led by Prem wats , acquired a majority stake in the company. This
acquisition was crucial as it provided IKYA with the financial muscle and global resources
needed to expand its operations. Fairfax, known for its investments in high-potential
businesses, saw the potential in IKYA’s business model, particularly in the context of India’s
booming economy and its growing need for organized staffing solutions.

The acquisition marked a period of rapid growth for the company. With Fairfax’s backing,
IKYA began to diversify its service offerings and started exploring new verticals beyond HR
solutions. This was also the period when the company began laying the groundwork for its
entry into international markets.

2.2 Rebranding as Quess Corp

In 2013, IKYA rebranded itself as Quess Corp Ltd., signalling its transformation from a
staffing solutions provider to a more diversified business services company. The name
"Quess" was derived from the word "Quest," representing the company’s commitment to
pursuing growth and excellence across different sectors. The rebranding was not just a
change in name; it reflected the company’s broader vision of becoming a global provider of
integrated business services.

During this period, Quess also ventured into new areas like IT services, facility
management, and customer lifecycle management. It began to position itself as a
one-stop solution for businesses looking to outsource non-core activities, thereby
enabling them to focus on their primary operations. This diversification was crucial to
Quess’s growth strategy, as it allowed the company to tap into multiple revenue streams
and reduce its dependence on the staffing business.

3. Expansion and Diversification (2013-2016)

3.1 Acquisitions and Expansion

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With Fairfax’s financial backing, Quess embarked on an aggressive expansion strategy. The
company began acquiring firms in India and abroad to expand its service offerings and
geographical presence. Some key acquisitions during this period included:

• Hofino cous : A leader in industrial asset management.

• Magna Infotech: One of the largest IT staffing firms in India.
• Brain hunter : A Canadian IT solutions company.

These acquisitions not only helped Quess diversify its portfolio but also allowed it to gain a
foothold in new industries and international markets. The acquisition of Magna Infotech, for
instance, made Quess one of the largest IT staffing firms in India, while the acquisition of
Brain hunter marked its entry into North America.

3.2 Diversification into New Sectors

Quess’s expansion strategy wasn’t limited to staffing. The company also ventured into other
sectors such as facility management and technical staffing, making it a diversified player in
the business services space. By 2016, Quess was offering services in sectors like telecom,
retail, healthcare, and manufacturing.

The company’s diversification was driven by the realization that businesses were increasingly
looking for integrated solutions to manage their non-core activities. Quess positioned itself as
a partner that could provide a wide range of services—from workforce management to IT
solutions, facility management, and logistics—under one roof. This approach not only helped
Quess grow its client base but also strengthened its position as a comprehensive business
services provider.

4. IPO and Accelerated Growth (2016-2019)

4.1 Initial Public Offering (IPO)

A major milestone in Quess’s history came in 2016, when the company launched its Initial
Public Offering (IPO). The IPO was a resounding success, being oversubscribed multiple
times, which reflected strong investor confidence in Quess’s growth story. The funds raised
through the IPO were used to fuel further expansion and acquisitions.

Going public also increased Quess’s visibility in the market, helping it attract more clients
and talented professionals. It marked Quess’s transition from a rapidly growing private
company to a public entity with greater responsibilities and expectations from shareholders.

4.2 Strategic Acquisitions

Post-IPO, Quess continued its acquisition spree. Some notable acquisitions during this period
included:

• Tata Business Support Services: A leading player in customer lifecycle

management.

49
 • Comtel Solutions: A Singapore-based technology solutions provider.
• ManpowerGroup Services India: Further strengthening Quess’s staffing
capabilities.

These acquisitions were part of Quess’s strategy to enhance its service offerings and gain a
competitive edge in global markets. The acquisition of Tata Business Support Services, for
instance, helped Quess expand its presence in the customer service outsourcing space, while
the acquisition of Comtel Solutions marked its entry into Southeast Asia’s burgeoning
technology market.

4.3 Expansion of Services

During this period, Quess also introduced several new service lines, including payroll
management, legal staffing, and industrial asset management. The company’s ability to
offer end-to-end solutions across a wide range of sectors helped it attract large clients from
industries like telecom, energy, and infrastructure.

Quess’s growth during this period was not limited to India. The company also expanded its
footprint in international markets, particularly in Southeast Asia, North America, and the
Middle East. By 2019, Quess was operating in over 20 countries and had a workforce of more
than 300,000 employees, making it one of the largest employers in India.

5. Digital Transformation and Global Leadership (2019-

Present)
5.1 Digital Transformation

In recent years, Quess has increasingly focused on leveraging digital technologies to enhance
its service offerings. The company launched platforms like QJobs, a job marketplace, and
Qureka, a gamified employee engagement platform. These digital solutions are part of
Quess’s broader strategy to stay ahead of the curve in an increasingly digital world.

5.2 Global Leadership

Today, Quess is a global leader in business services, with a presence in over 20 countries and
a workforce of more than 400,000 employees. The company’s service portfolio spans
staffing, IT solutions, facility management, customer lifecycle management, and more. It
serves clients across diverse sectors, including telecom, retail, healthcare, logistics, and
manufacturing.

Conclusion
Quess Corp Ltd.’s journey from a staffing solutions provider to a global business services
conglomerate is a testament to its ability to adapt, innovate, and grow in a dynamic business

50
environment. Through strategic acquisitions, diversification, and a focus on technology,
Quess has positioned itself as a leader in the global business services space. With its
continued focus on digital transformation and global expansion, Quess is well-positioned to
maintain its leadership in the years to come.

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 CHAPTER 5

OVERVIEW OF QUESS CORP.LTD

Overview of Quess Corp Ltd.

Quess Corp Ltd. is India’s leading integrated business services provider, offering a broad
portfolio of services that cater to workforce management, technology solutions, facility
management, and outsourcing. Headquartered in Bengaluru, Quess serves clients across
diverse industries, including IT, telecom, manufacturing, retail, healthcare, and more. With a
presence in over 20 countries, Quess is a global player, offering comprehensive solutions that
help businesses improve efficiency, manage non-core operations, and drive digital
transformation. This overview outlines the company's business model, key services, market
reach, technology integration, and global footprint.

1. Business Model
Quess Corp operates a diversified business model, offering solutions across various verticals
aimed at helping businesses optimize their operations. The company’s business model is built
on providing end-to-end services, meaning it handles all aspects of a business’s non-core
activities, allowing clients to focus on their primary operations.

The company’s revenue streams are divided into three key segments:

1. Workforce Management: This includes staffing services, recruitment, payroll

management, and training. Quess provides skilled professionals across various
industries and also manages the HR needs of companies on a large scale.
2. Global Technology Solutions: Quess offers a suite of technology services, including
IT staffing, managed services, infrastructure management, and digital solutions like
cloud computing, cybersecurity, and software development.
3. Operating Asset Management and Facility Management: Quess provides end-to-
end solutions for managing physical assets, including industrial maintenance, property
management, and comprehensive facility services like security, cleaning, and
maintenance for businesses across sectors.

This multi-pronged approach enables Quess to tap into different industries and sectors,
making its business model resilient and adaptable to various market conditions.

52
2. Key Service Offerings
Quess Corp offers an extensive range of services across multiple sectors, which can be
broadly classified into the following categories:

2.1 Workforce Management Solutions

Quess is one of the largest staffing companies in India, offering customized workforce
solutions to businesses. Its services in this domain include:

• General Staffing: Temporary and permanent staffing solutions for a wide range of
industries.
• Professional Staffing: IT staffing, engineering staffing, and recruitment services for
highly skilled professionals.
• HR Outsourcing: End-to-end human resource management, including payroll,
compliance, recruitment, and employee lifecycle management.
• Recruitment Process Outsourcing (RPO): Handling the entire recruitment process
for businesses, from sourcing to onboarding.

Through its staffing services, Quess manages over 400,000 associates across multiple
industries and geographies, providing a flexible and scalable workforce to meet business
needs.

2.2 Technology Solutions

Quess’s Global Technology Solutions division caters to businesses’ IT needs by offering

services such as:

• IT Staffing: Placement of skilled IT professionals across industries like BFSI

(Banking, Financial Services, and Insurance), telecom, and technology companies.
• Infrastructure Management: End-to-end management of IT infrastructure, including
data canters, cloud services, and network management.
• Digital Transformation Solutions: Helping businesses adapt to the digital age with
services like cloud migration, cybersecurity, and automation.
• Software Development and Managed Services: Custom application development,
project management, and IT consulting.

With a focus on helping businesses modernize and optimize their IT infrastructure, Quess
enables clients to improve efficiency, reduce costs, and stay competitive in a digital-first
world.

2.3 Facility Management and Operating Asset Management

Quess provides comprehensive facility management services that encompass:

• Integrated Facility Management: Maintenance, security, and cleaning services for

commercial, industrial, and residential properties.

53
 • Property Management: End-to-end property management services, including asset
maintenance, energy management, and real estate operations.
• Industrial Asset Management: Maintenance, repair, and operation of industrial
equipment and facilities in sectors such as energy, telecom, and infrastructure.

These services allow Quess’s clients to outsource the management of physical assets and
facilities, ensuring seamless operations while maintaining focus on their core business
activities.

2.4 Business Process Outsourcing (BPO)

Through its customer lifecycle management services, Quess handles critical customer service
operations for businesses in telecom, BFSI, retail, and more. Services include:

• Contact Canter Management: Providing end-to-end contact center solutions,

including inbound and outbound services.
• Technical Support: Offering technical support services, including troubleshooting
and customer assistance.
• Back-Office Operations: Data processing, documentation, and administrative
support for large businesses.

3. Global Footprint and Market Reach

Quess Corp has a significant international presence, with operations in over 20 countries
spanning Asia, North America, the Middle East, and Southeast Asia. Some key markets
outside India include:

• North America: Through its acquisitions, such as Brainhunter and MFX, Quess has
expanded its technology and staffing services in the US and Canada.
• Southeast Asia: With operations in Singapore, Malaysia, and the Philippines, Quess
offers staffing, IT services, and facility management to a wide array of clients in the
region.
• Middle East: Quess has established a strong presence in the Middle East, providing
facility management, technology solutions, and staffing services to businesses in
sectors such as energy, construction, and infrastructure.

Quess’s global operations allow it to serve multinational corporations, providing a unique

advantage in delivering localized services that adhere to the specific regulations and cultural
dynamics of each region.

4. Technology and Digital Transformation

Quess is at the forefront of leveraging technology to streamline its operations and enhance
service delivery. The company has invested significantly in digital transformation

54
initiatives to ensure that its services are efficient, scalable, and responsive to changing
business needs.

4.1 Digital Platforms

Quess has launched several digital platforms to support its clients and improve its own
operational efficiency:

• Q jobs : A job marketplace that connects employers with job seekers, simplifying the
recruitment process through a digital interface.
• QUREKA : A gamified platform aimed at improving employee engagement and
productivity through quizzes, games, and interactive content.

These platforms reflect Quess’s commitment to using technology to improve workforce

management, enhance client satisfaction, and stay competitive in the rapidly evolving
business services landscape.

4.2 Automation and AI Integration

Quess also employs automation, artificial intelligence (AI), and data analytics to optimize its
services. For example, in IT solutions, the company uses automation to manage routine IT
tasks and improve infrastructure management efficiency. In facility management, IoT
(Internet of Things) sensors and predictive analytics are used to monitor and maintain
industrial assets, reducing downtime and improving operational efficiency.

5. Leadership and Corporate Governance

Quess Corp has built a strong leadership team that focuses on sustainable growth, corporate
governance, and ethical practices. The company’s management is committed to ensuring
transparency and accountability in all aspects of its operations, from service delivery to
shareholder relations.

5.1 Environmental, Social, and Governance (ESG) Initiatives

Quess is also committed to incorporating sustainability and social responsibility into its
business model. The company has implemented initiatives aimed at reducing its carbon
footprint, promoting diversity and inclusion in the workplace, and ensuring the well-being of
its employees.

6. Competitive Position and Market Leadership

Quess Corp’s extensive service offerings, combined with its strong market presence, make it
a leader in India’s business services sector. The company’s competitive advantages include:

55
 • Diversified Service Portfolio: Quess’s ability to provide end-to-end solutions across
various sectors allows it to serve a broad range of industries, from IT and telecom to
healthcare and manufacturing.
• Large Workforce: With over 400,000 employees, Quess is one of India’s largest
private-sector employers, providing it with significant scale and operational
flexibility.
• Global Reach: The company’s operations in over 20 countries give it the ability to
serve multinational clients, while its local presence ensures that it can deliver tailored
services based on regional needs.
• Technology-Driven: Quess’s investment in digital platforms and automation has
helped it stay ahead of the curve, offering more efficient and innovative solutions to
clients.

Conclusion
Quess Corp Ltd. is a diversified business services provider with a comprehensive range of
solutions aimed at improving operational efficiency, workforce management, and facility
management for businesses worldwide. Its ability to combine traditional services like staffing
with cutting-edge technology solutions, along with its global footprint, has positioned it as a
leader in its sector. By continuing to innovate and expand its service offerings, Quess remains
well-equipped to address the evolving needs of businesses in a dynamic and increasingly
digital world.

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 CHAPTER 6

Services provided by QUESS

CORP.LTD
Detailed Overview of Services Provided by Quess Corp Ltd.
Quess Corp Ltd. offers a comprehensive suite of services designed to help businesses
manage non-core operations, optimize resources, and improve operational efficiency.
Its service offerings span multiple industries, including IT, telecom, manufacturing,
retail, healthcare, and more. Below is a detailed description of the primary services
provided by Quess Corp Ltd.

1. Workforce Management Solutions

Quess Corp is a leader in workforce management, offering an array of solutions to meet the
staffing and human resource needs of businesses across various sectors. Its workforce
management services include:

1.1 General Staffing

General staffing solutions cater to businesses requiring temporary or permanent employees

across different functions. Quess recruits, trains, and manages employees for various roles,
offering companies a flexible workforce that can be scaled up or down based on demand.

• Temporary Staffing: Quess provides temporary employees for industries such as

manufacturing, retail, logistics, and FMCG (fast-moving consumer goods), helping
businesses meet seasonal or project-based demand.
• Permanent Staffing: Through permanent recruitment services, Quess helps
organizations find and hire full-time employees for specialized and general roles.

1.2 Professional Staffing

Professional staffing focuses on industries that require highly skilled professionals,

particularly in sectors like IT, engineering, and finance.

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 • IT Staffing: Quess provides skilled IT professionals to manage various functions,
including software development, IT infrastructure, cybersecurity, and cloud
management. It serves sectors like BFSI (Banking, Financial Services, and Insurance),
telecom, and healthcare.
• Engineering Staffing: Quess supplies engineers and technical professionals to
industries such as aerospace, automotive, manufacturing, and oil & gas, helping
companies access specialized talent for complex projects.

1.3 HR Outsourcing

Human resource outsourcing services provide end-to-end HR management, allowing

companies to delegate HR functions while maintaining compliance and operational
efficiency.

• Payroll Management: Quess manages payroll processing, compliance, and tax

filings for companies, ensuring timely payments and adherence to regulations.
• Compliance Services: The company helps businesses comply with labor laws and
regulations, reducing the risk of non-compliance penalties.

1.4 Recruitment Process Outsourcing (RPO)

In RPO, Quess takes over the entire recruitment process for a client, from sourcing candidates
to onboarding. This includes managing job postings, screening, interviewing, and hiring
processes, allowing businesses to focus on their core activities.

2. Global Technology Solutions

Quess offers a range of technology solutions designed to help businesses leverage IT for
operational efficiency and growth. These services include:

2.1 IT Staffing

Quess provides businesses with highly skilled IT professionals to support their technology
infrastructure and business needs. These professionals are sourced for roles like software
development, IT support, cloud computing, data management, and cybersecurity.

2.2 Infrastructure Management Services (IMS)

Quess manages IT infrastructure for businesses, ensuring that networks, servers, data centers,
and cloud platforms operate smoothly and securely. This includes:

• Data Canter Management: End-to-end management of data centers, including

storage, backup, security, and disaster recovery.
• Cloud Services: Cloud infrastructure management, including cloud migration,
maintenance, and optimization.
• Network Management: Managing network infrastructure, including LAN, WAN,
and wireless networks, to ensure seamless connectivity and operations.

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2.3 Digital Solutions

Quess provides cutting-edge digital solutions that help businesses adopt new technologies
and optimize processes. These solutions include:

• Digital Transformation: Helping businesses migrate to digital platforms, automate

processes, and adopt technologies like AI, machine learning, and IoT (Internet of
Things).
• Software Development: Custom software development to meet the specific needs of
businesses, including web applications, mobile apps, and enterprise software.
• Cybersecurity: Offering services to safeguard businesses against cyber threats,
including threat detection, prevention, and response.

2.4 Managed Services

Quess provides managed IT services that allow businesses to outsource specific technology
functions, such as application management, IT support, and infrastructure monitoring,
reducing the burden on internal IT teams.

3. Facility Management and Operating Asset Management

Quess provides end-to-end facility and asset management services to businesses across
various industries. These services include:

3.1 Integrated Facility Management (IFM)

Quess offers comprehensive facility management services, helping businesses manage their
physical spaces efficiently. IFM services include:

• Building Maintenance: Routine and preventive maintenance of electrical, plumbing,

HVAC (heating, ventilation, and air conditioning), and mechanical systems in
commercial, residential, and industrial properties.
• Security Services: On-site security personnel, surveillance systems, and access
control management to ensure the safety of employees and assets.
• Housekeeping and Cleaning: Professional cleaning and housekeeping services to
maintain a clean, healthy, and productive environment.

3.2 Industrial Asset Management

Quess provides asset management services to sectors like energy, telecom, and
manufacturing, helping businesses manage and maintain critical industrial assets.

• Maintenance Services: Maintenance of heavy machinery, equipment, and industrial

plants to minimize downtime and ensure smooth operations.
• Energy Management: Managing energy consumption and optimizing the efficiency
of energy use in industrial settings.

59
3.3 Property Management

Quess offers property management services for both commercial and residential properties,
handling day-to-day operations, tenant management, leasing, and maintenance.

4. Business Process Outsourcing (BPO)

Quess provides a wide range of outsourcing solutions, including customer lifecycle
management, back-office support, and technical support for businesses across industries. Its
BPO services include:

4.1 Customer Lifecycle Management (CLM)

Quess manages customer interactions and support throughout the customer journey. This
includes:

• Contact Canter Operations: Offering inbound and outbound call services to manage
customer inquiries, complaints, and feedback.
• Sales Support: Handling customer acquisitions, lead generation, and sales processes
on behalf of businesses.
• Technical Support: Providing technical assistance and troubleshooting services for
product or service-related issues.

4.2 Back-Office Operations

Quess manages non-core back-office functions, allowing businesses to focus on their primary
operations. These services include:

• Data Processing: Managing data entry, documentation, and digital archiving.

• Billing and Payment Processing: Handling invoice generation, payment processing,
and reconciliation.
• Document Management: Offering document digitization, storage, and retrieval
services.

5. Skill Development and Training

Quess also offers training and skill development programs to upskill the workforce and meet
the growing demand for specialized talent across industries. This includes:

5.1 Corporate Training

Quess provides customized training programs designed to meet the specific needs of
businesses, including leadership development, technical training, and soft skills enhancement.

60
5.2 Skill Development

Quess helps employees gain industry-relevant skills through training and certification
programs. These programs are aimed at improving employability and filling skill gaps in
sectors like IT, telecom, engineering, and manufacturing.

6. Emerging Services and Digital Platforms

Quess has embraced digital transformation, leveraging technology to develop platforms that
enhance service delivery and improve workforce management.

6.1 Q Jobs

Q jobs is a digital recruitment platform developed by Quess that connects job seekers with
employers. It streamlines the hiring process by offering tools for job matching, candidate
screening, and interviewing, making recruitment more efficient for businesses.

6.2 QUREKA

QUREKA is a gamified platform aimed at increasing employee engagement through

interactive games, quizzes, and activities. The platform helps businesses boost employee
morale and productivity, particularly in industries where employee engagement is crucial.

7. Specialized Industry Solutions

Quess provides tailored solutions to various industries, addressing their unique operational
needs. These industry-specific solutions include:

7.1 Telecom Services

Quess offers network management, field services, and workforce solutions for the telecom
sector, ensuring efficient operation and maintenance of telecom networks.

7.2 Retail and E-Commerce

For retail and e-commerce businesses, Quess provides staffing, customer service, warehouse
management, and logistics support.

7.3 BFSI (Banking, Financial Services, and Insurance)

Quess delivers specialized solutions for the BFSI sector, including IT support, back-office
operations, staffing, and customer service management.

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Conclusion
Quess Corp Ltd. provides an extensive range of services that help businesses across various
industries manage their non-core operations and optimize resources. Through its workforce
management, technology solutions, facility management, and business process outsourcing
services, Quess enables businesses to focus on their core activities while improving
efficiency, reducing costs, and staying competitive in a dynamic business environment.

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 CHAPTER 7

REVIEW OF LITERATURE
Review of Literature on Recruitment and Selection Process

The recruitment and selection process is a critical component of human resource

management, involving various practices and strategies designed to attract, identify, and hire
the most suitable candidates for organizational roles. This literature review provides a
comprehensive examination of the key theories, models, practices, and trends in recruitment
and selection, drawing from academic research, industry reports, and case studies.

1. Introduction
Recruitment and selection are fundamental processes in human resource management aimed
at acquiring the right talent to meet organizational goals. The effectiveness of these processes
directly impacts organizational performance, employee satisfaction, and overall productivity.
This review explores the evolution of recruitment and selection practices, theoretical
frameworks, current trends, and the impact of technology on these processes.

Key Themes:

• Evolution of recruitment and selection processes

• Theoretical frameworks and models
• Methods and techniques used in recruitment
• Selection processes and tools
• Impact of technology and digital transformation
• Challenges and future directions

2. Evolution of Recruitment and Selection

2.1 Historical Perspective

Historically, recruitment and selection were primarily informal processes, often reliant on
word-of-mouth and personal networks. The early 20th century saw the introduction of more

63
structured approaches, influenced by scientific management principles and industrial
psychology.

• Early Practices: Initially, recruitment focused on basic job descriptions and simple
interviews. Selection was largely based on personal recommendations and informal
assessments.
• Scientific Management: The early 1900s introduced scientific management
principles by Frederick Taylor, emphasizing efficiency and standardization in the
selection process. This period saw the development of standardized tests and job
analyses to better match candidates to roles.

2.2 Modern Developments

With the advent of the 21st century, recruitment and selection processes have become
increasingly sophisticated, incorporating strategic and technology-driven approaches.

• Strategic Recruitment: The shift towards strategic recruitment focuses on aligning

recruitment practices with organizational goals. This includes talent planning,
employer branding, and proactive recruitment strategies.
• Technology Integration: The rise of digital platforms and tools has transformed
recruitment and selection. Online job boards, social media, and Applicant Tracking
Systems (ATS) have become integral to modern recruitment practices.

3. Theoretical Frameworks and Models

3.1 Theories of Recruitment

Several theories underpin recruitment practices, offering insights into how organizations
attract and select candidates.

• Human Capital Theory: This theory suggests that organizations invest in recruiting
individuals with the necessary skills and knowledge to enhance their competitive
advantage. Investments in recruitment are viewed as a means to build a strong human
capital base.
• SIGNALING Theory: SIGNALING theory posits that the recruitment process sends
signals about the organization to potential candidates. The quality of the recruitment
process can influence candidate perceptions and attract high-quality applicants.

3.2 Selection Models

Selection models provide frameworks for evaluating and choosing candidates. Key models
include:

• The Person-Organization Fit Model: This model emphasizes the importance of

aligning candidates’ values and goals with those of the organization. It suggests that
employees who fit well with the organizational culture are more likely to be
successful and stay longer.

64
 • The Competency-Based Model: This model focuses on assessing specific
competencies required for the role. It involves evaluating candidates based on their
skills, behaviours and experiences relevant to job performance.

4. Methods and Techniques in Recruitment

4.1 Job Analysis and Design

Job analysis is the foundation of effective recruitment, providing detailed information about
job roles and requirements.

• Job Descriptions and Specifications: Clear and comprehensive job descriptions and
specifications are essential for attracting suitable candidates. They outline job duties,
required skills, and qualifications.
• Competency Frameworks: Competency frameworks define the skills and attributes
needed for different roles. They guide the development of job descriptions and help in
assessing candidates.

4.2 Recruitment Channels

Organizations use various channels to attract candidates, each with its advantages and
limitations.

• Internal Recruitment: Promoting from within can boost employee morale and
reduce recruitment costs. However, it may also limit the diversity of candidates.
• External Recruitment: External recruitment involves using job boards, social media,
recruitment agencies, and career fairs to attract candidates. This approach provides
access to a wider talent pool but may require additional resources for screening and
selection.

4.3 Recruitment Marketing

Recruitment marketing involves promoting the organization as an employer of choice to

attract top talent.

• Employer Branding: Building a strong employer brand helps attract candidates who
align with the organization’s values and culture. Effective branding strategies include
showcasing employee testimonials, organizational culture, and career development
opportunities.
• Social Media Recruitment: Social media platforms are increasingly used for
recruitment marketing. They enable organizations to reach passive candidates and
engage with potential talent through targeted ads and content.

5. Selection Processes and Tools

65
5.1 Selection Methods

Selection methods are used to assess candidates’ suitability for the role and the organization.

• Interviews: Structured and unstructured interviews are common selection tools.

Structured interviews involve standardized questions and evaluation criteria, while
unstructured interviews are more conversational and flexible.
• Assessment canters: Assessment canters use a variety of exercises, such as role
plays, group discussions, and psychometric tests, to evaluate candidates’ skills and
behaviours in simulated work scenarios.
• Psychometric Testing: Psychometric tests assess candidates’ cognitive abilities,
personality traits, and behavioural l tendencies. These tests provide objective data to
support selection decisions.

5.2 Selection Criteria

Selection criteria are used to evaluate candidates based on job requirements and
organizational fit.

• Skill and Experience: Assessing candidates’ skills and experience ensures they have
the qualifications needed for the role.
• Cultural Fit: Evaluating cultural fit helps determine if candidates align with the
organization’s values and work environment.

5.3 Decision-Making

The decision-making process involves comparing candidates based on their performance in

selection methods.

• Scoring Systems: Scoring systems provide a standardized way to evaluate and

compare candidates. They help ensure that decisions are based on objective criteria.
• Panel Interviews: Panel interviews involve multiple interviewers assessing the
candidate from different perspectives. This approach reduces individual biases and
provides a more comprehensive evaluation.

6. Impact of Technology and Digital Transformation

6.1 Applicant Tracking Systems (ATS)

Applicant Tracking Systems (ATS) streamline the recruitment process by automating tasks
such as job posting, resume screening, and candidate tracking.

• Efficiency and Accuracy: ATS improves efficiency by automating routine tasks and
reduces errors in candidate data management.
• Data Analytics: ATS provides data analytics to track recruitment metrics, such as
time-to-hire and cost-per-hire, helping organizations optimize their recruitment
strategies.

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6.2 Artificial Intelligence (AI) and Machine Learning

AI and machine learning technologies are increasingly used in recruitment to enhance

decision-making and candidate experience.

• Resume Screening: AI-powered tools can analyze resumes and match candidates to
job descriptions based on predefined criteria, speeding up the screening process.
• Chatbots: Chatbots assist in answering candidates’ questions, scheduling interviews,
and providing feedback, improving the overall candidate experience.

6.3 Online Assessments and Video Interviews

Online assessments and video interviews have become prevalent, particularly in remote and
international recruitment.

• Online Assessments: These tools evaluate candidates’ skills and abilities through
various tests and simulations. They offer flexibility and convenience for both
candidates and employers.
• Video Interviews: Video interviews enable remote interviewing, saving time and
resources. They also facilitate the evaluation of candidates from different
geographical locations.

7. Challenges in Recruitment and Selection

7.1 Talent Shortages

Talent shortages pose a significant challenge, particularly in specialized fields where demand
exceeds supply.

• Skill Gaps: The gap between required and available skills can hinder organizations’
ability to find qualified candidates.
• Competitive Market: In a competitive job market, attracting and retaining top talent
becomes increasingly challenging.

7.2 Bias and Fairness

Addressing bias and ensuring fairness in recruitment and selection processes is crucial for
promoting diversity and inclusion.

• Unconscious Bias: Unconscious biases can affect decision-making, leading to unfair

treatment of candidates. Implementing structured interviews and standardized
assessments can help mitigate bias.
• Diversity and Inclusion: Organizations must adopt inclusive practices to ensure
diverse candidate pools and equitable selection processes.

7.3 Adaptation to Changing Workforce Trends

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The evolving nature of work, including remote work and gig economy trends, impacts
recruitment and selection practices.

• Remote Work: Recruiting for remote roles requires different strategies and
considerations compared to traditional in-office positions.
• Gig Economy: The rise of gig and freelance work necessitates flexible recruitment
approaches and new ways of assessing and managing temporary workers.

8. Future Directions in Recruitment and Selection

8.1 Emphasis on Employee Experience

Future recruitment and selection practices are likely to focus more on enhancing the overall
employee experience.

• Candidate Experience: Improving the candidate experience through transparent

communication, timely feedback, and personalized interactions will become
increasingly important.
• Onboarding: Effective onboarding processes will help new hires integrate smoothly
into the organization and contribute to long-term success.

8.2 Integration of Data-Driven Insights

The use of data-driven insights will play a pivotal role in optimizing recruitment and
selection processes.

• Predictive Analytics: Predictive analytics can forecast hiring needs, assess candidate
potential, and improve decision-making.
• Talent Analytics: ANALYZING talent data will provide insights into recruitment
effectiveness, candidate quality, and employee retention.

8.3 Continued Technological Advancements

Technological advancements will continue to shape recruitment and selection practices.

• Blockchain Technology: Blockchain could enhance the verification of candidate

credentials and employment history.
• Advanced AI: Future AI developments may offer more

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 CHAPTER 8

Data Analysis and Interpretations

1. Total no. Of respondents:
My project report I have received 127 responses from people and I have
done analysis accordingly from it

1) GENDER
MALE 86
FEMALE 41

(Source: primary survey)

INTERPRETATION:

In the survey about the recruitment and selection process in QUESS CORP LTD was
collected in such a way that there were from which 41were Female and other
86were Male.

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2) AGE

6.30%

AGE
18-25
26-35
36-45
50+

92.90%

(Source: primary survey)

INTERPRETATION:

The most of the respondent 118 are of age group of 18-25, while 8
respondent are of age group between 26-35 and 1 respondent are of 36-
45 above which is very rare out of 127 respondents.

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3) EDUCATION:

7.10%, 8%

EDUCATION
32.30%, 35%
SSC
HSC
GRADUATION
POST GEADUATION
OTHERS
52.80%, 57%

(Source: primary survey)

INTERPRETATION:

This pie chart shows the distribution of Education leval . The

largest slice represents Graduation, with 67 of the people.
High school has the smallest slice, with only 7.10% of the
people. The remaining post graduation have similar
proportions, ranging from 32,3%.

71
4) NATURE OF THE JOB:

(Source: primary survey)

INTERPRETATION:

Out of total respondent (127) most of are temporary jobs have

do (76 ) some are do permanent job (51).

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5) IDENTIFY THE SOURCE FROM WHERE YOU CAME TO KNOW
ABOUT THE JOB ?

23% 23%

7%

13%
34%

ADVERTISEMENT PERSONAL REFERNCE CAMPUS E-RECRUITMENT OTHERS

(Source: primary survey)

INTERPRETATION:

In this pie chart most of the people selected by personal

sorces .that are 34%. And the 23% people are selected by
advertisement and same as in others. And some peoples are
selected by campus(13%) and others are from e-
recruitmene(7%).

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6) ARE YOU SATISFIED WITH THE RECRUITMENT PROCESS BY
WHICH YOU ARE SELECTED?

(Source: primary survey)

INTERPRETATION:

Near about 67% of the respondents are strongly satisfied with

the recruitment process by which selected them. 25%
respondents are not satisfied with their recruitment process
And another is maybe 8%.

74
7) WHAT ARE THE SOURCES FOR RECRUITMRNT AND
SELECTION?

(Source: primary survey)

INTERPRETATION:

As per the respondent response near about 54%are agree with

the statement that internal source is better for company, 33%
having response for external source and 13% are agree with
the both statement.

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8) HOW WAS THE APPROACH OF MANAGEMENT DURING THE
RECRUITMENT ?

(Source: primary survey)

INTERPRETATION:
It is very important for any organization to recruitment
approach of management there are 127 respond it . major
people 52.8% are respond to serious and positive 24.4%
responds are with casual and 11.8% respond with others .
11% people with negative.

76
9) WHICH DIGITAL PLATFORMS ARE MOST EFFECTIVE FOR
YOUR RECRUITMENT NEEDS ?

(Source: primary survey)

INTERPRETATION:
This chart shows to platforms by which most effective for
recruitment needs there are the first and most use full
platform is linke din with 49% responds second one is others
with 22% third one is indeed (17%) 12% people with company
website .

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10) HOW SATISFIED ARE YOU WITH QUESS CORP’S
EMPLOYER BRANDING EFFORTS ?

(Source: primary survey)

INTERPRETATION:

43% of respondent are in favour of the statement that they are

satisfied with QUESS corps employer branding efforts. 24%
respondent to neutral and 22% respondent with very satisfied
and 11% people are dissatisfied with it.

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11) WHICH METHOD SHOULD BE USED FOR RECUITMENT ?

(Source: primary survey)

INTERPRETATION:

As per the respondent response near about 49% are agree

with the statement that structured method is better for
recruitment,16% having response to problem questions and
14% are agree with the others statement.12% responds with
unstructured method.

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12) THE RESUME SCREENING AND SHORTLISTING METHOD
USED BY ORGANISATION IS SATISFACTORY?

(Source: primary survey)

INTERPRETATION:

As per the respondent response near about 37% respondent to

neutral , 33% respond with agree,19% with strongly disagree and
11% with dissagree to the resume screening and shortlisting
method used by organization.

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13) HOW DO YOU RATE THE SELECTION POLICY OF THE
ORGANISATION?

(Source: primary survey)

INTERPRETATION:

As per the responds the highest responds 61% are rating good
to the selection process 30% responds with average rate and
9% people rating poor to process.

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14) WHAT DOES THE BIGGEST RECRUITMENT CHALLENGE
YOUR INDUSTRY FACES?

(Source: primary survey)

INTERPRETATION:

as per peoples responds the biggest challenge in industry is

finding skilled candidate with 53% responds and the second
one is high employee turn over with 21% responds 15% people
to respond it competition from other employees and 11% with
others.

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15) WHAT ARE THE MOST CRITICAL SKILLS REQUIERD FOR
KEY ROLES IN YOUR INDUSTRY?

(Source: primary survey)

INTERPRETATION:

The question was raised to know that what are the most
critical skills required for key roles in industry so as per
responds most are going with (38%) technical skills, some
many people going with (28%) managerial skills, 23% respond
to soft skills and 11% with others.

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16) HOW DO YOU RATE THE ROLE OF DATA ANALYTICS IN
IMPROVING RECRUITMENT STRATEGIES IN YOUR
INDUSTRY?

(Source: primary survey)

INTERPRETATION:

46% of respondent are in favour of the statement that they are

rating the role of data analytics in improving recruitment
strategies in industry ,26% respondent to high impact
strategies and 18% to moderate impact,10% with low impact .

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 CHAPTER 9

Findings and Recommendations

After a thorough study and discussion on the companies recruitment & selection policy,
to know its effectiveness in the organization a self designed questionnaire has been
prepared to gather the views of employees.

The questionnaire contains 16 questions related to recruitment & selection topic The
responses of all the questions were summed up from all the answered questionnaires.
These summed up responses were calculated to derive the percentages to make the
interpretation more meaningful, being represented in the form of pie chart.

These are the findings:

• The process of recruitment & selection which is followed by the company is helpful to

meet the company’s manpower requirement to some extent.

• The recruitment & selection policy of company is clearly stated but no updation
according

to the company’s objective.

• Company is highly dependent on employee’s referral for higher position and for lower

posts company prefers job portals and outsourcing.

• Here , all the employees are satisfied with the Human Resource management of
QUESS CORP.LTD.

• Almost all the employees are satisfied with the Recruitment and Selection process of

85
QUESS CORP.LTD.

• Almost all the employees are satisfied with the sources of recruitment used by QUESS
CORP. LTD.

• Almost all the employees have got proper training while joining and working with

QUESS CORP LTD.

• All the employees feels that their team inspires them to do their best at work.

• Almost all the employees are also satisfied with the Compensation and Rewards given

to them by QUESS CORP LTD.

• Almost all the employees feels that their Environment of workplace and surroundings

are good.

• The employees feels that the environment at workplace helps them to strike the
balance between their work life and personal life.

• The employees are having good relation with the Employer in QUESS CORP LTD. which
shows good industrial relations.

• Proper health and Safety measured have taken during pandemic by QUESS CORP LTD.
for employees.

• The employees are having Good Experience while working with QUESS CORP LTD.

• Employees are Experiencing personal growth and skill enhancement while working
with QUESS CORP LTD.

• The employees feel that there are scope of personal growth and skill enhancement
while working with QUESS CORP. LTD.

• Almost all the Employees feel that the company supports them while exploring their
professional interests and goals.

• Almost all the Employees are satisfied while working with QUESS CORP LTD and
employees overall experience with the company is also Good or Excellent.

86
 CHAPTER 10
CONCLUSION

In conclusion, the recruitment and selection process at Quess Corp is critical in

ensuring that the organization hires the most qualified and suitable candidates for its
roles. Based on the analysis, several key points emerge:

1. Effective Recruitment Strategies: Quess Corp utilizes a variety of recruitment

channels, including online job portals, campus recruitment, and employee
referrals. This diverse approach allows the company to reach a broad range of
candidates with different skill sets.

2. Streamlined Selection Process: The selection process at Quess Corp is

methodical and structured, involving initial screening, multiple rounds of
interviews, and assessments tailored to the job's requirements. This ensures
that only candidates who fit the organization's criteria are shortlisted.

3. Use of Technology: The incorporation of Applicant Tracking Systems (ATS) and

other recruitment tools enhances efficiency, minimizes human error, and speeds
up the overall process. Automation helps in filtering candidates based on
specific competencies and qualifications.

4. Focus on Diversity and Inclusion: Quess Corp’s commitment to diversity is

evident in its hiring practices. By creating a diverse workforce, the company not
only adheres to best practices but also enhances innovation and problem-
solving through varied perspectives.

5. Challenges and Areas of Improvement: Despite a solid framework, some

challenges such as extended time-to-hire, competition for top talent, and
maintaining candidate engagement throughout the process exist. Addressing
these challenges through continuous improvement and adopting new
recruitment technologies can further enhance the process.

87
 6. Conclusion: Overall, Quess Corp’s recruitment and selection process is robust
and well-organized, contributing to the company's ability to acquire high-caliber
talent. By focusing on continuous improvement, embracing new technologies,
and fostering a diverse workforce, the company can maintain a competitive edge
in talent acquisition.

This assessment reflects the organization's current practices and highlights areas for
future enhancement, ensuring sustainable growth and success in its talent
management efforts.

BIBLIOGRAPHY
Quess Corp Official Website
Quess Corp Ltd. "About Us." Quess Corp Ltd., Accessed September 4, 2024.
https://www.quesscorp.com
This source provides detailed information about the company's history, services,
leadership, and organizational values.

Annual Report of Quess Corp Ltd (2023)

Quess Corp Ltd. Annual Report 2023. Bangalore: Quess Corp Ltd, 2023.
This report provides comprehensive financial and operational data, including
performance, business strategy, and outlook for Quess Corp Ltd.

Quess Corp Ltd. Investor Relations

"Investor Relations." Quess Corp Ltd., 2023. Accessed September 4, 2024.
https://www.quesscorp.com/investor-relations
The investor relations page offers insights into quarterly earnings, stock performance,
and major corporate announcements.

LinkedIn Talent Solutions Case Study

LinkedIn. "How Quess Corp Leverages LinkedIn for Recruitment." LinkedIn Talent
Solutions, 2023.
A case study on how Quess Corp utilizes LinkedIn and other social media platforms to
enhance its recruitment efforts and reach a broader talent pool.

88
Books

1. Armstrong, Michael.
Armstrong's Handbook of Human Resource Management Practice. 15th ed.
London: Kogan Page, 2020.
Comprehensive guide on HR management, including detailed sections on
recruitment and selection processes.

2. Dessler, Gary.
Human Resource Management. 16th ed. Boston: Pearson, 2020.
Covers key aspects of recruitment and selection, providing a foundational
understanding of HR practices.

3. Gatewood, Robert D., Hubert S. Field , and Murray R. Barrick.

Human Resource Selection. 8th ed. Boston: Cengage Learning, 2023.
A detailed examination of the selection process, including methods, techniques,
and best practices.

Websites

1. Society for Human Resource Management (SHRM)

"Recruitment and Selection." SHRM. Accessed September 4, 2024.
https://www.shrm.org/resourcesandtools/tools-and-
samples/toolkits/pages/recruitmentandselection.aspx
Provides resources and toolkits for effective recruitment and selection practices.

2. Harvard Business Review (HBR)

"The Ultimate Guide to Recruitment and Selection." Harvard Business Review.
Accessed September 4, 2024. https://hbr.org/topic/recruitment
Offers insights and articles on modern recruitment and selection strategies.

3. LinkedIn Talent Solutions

"Recruitment and Hiring Best Practices." LinkedIn Talent Solutions. Accessed
September 4, 2024. https://business.linkedin.com/talent-solutions
Features best practices, case studies, and resources for effective recruitment
using LinkedIn.

4. Indeed Hiring Lab

"Recruitment Trends and Insights." Indeed Hiring Lab. Accessed September 4,
2024. https://www.hiringlab.org/
Provides research and trends related to recruitment and selection processes.

5. Recruitment and Employment Confederation (REC)

"Recruitment Best Practices." REC. Accessed September 4, 2024.
https://www.rec.uk.com/
Offers guidance on recruitment standards, best practices, and compliance.

89
 6. Human Resources Today
"The Recruitment and Selection Process: Key Insights." Human Resources Today.
Accessed September 4, 2024.
https://www.humanresourcestoday.com/recruitment/
Features articles and insights on recruitment strategies and best practices.

7. Business Insider – HR Section

"Effective Recruitment and Selection Strategies." Business Insider. Accessed
September 4, 2024. https://www.businessinsider.com/hr
Provides articles and reports on effective HR and recruitment strategies.

8. The Balance Careers

"How to Recruit and Select the Best Candidates." The Balance Careers.
Accessed September 4, 2024.
https://www.thebalancecareers.com/recruitment-and-selection-1918147
Offers practical advice and tips on recruitment and selection processes.

9. Glassdoor for Employers

"Hiring and Recruitment Solutions." Glassdoor for Employers. Accessed
September 4, 2024. https://www.glassdoor.com/Employers
Features resources on recruitment and hiring practices, including employer
branding and candidate experience.

10. HR Technologist
"Recruitment and Selection Process Best Practices." HR Technologist. Accessed
September 4, 2024. https://www.hrtechnologist.com/
Covers trends and technologies in recruitment, providing insights into innovative
selection processes.

NOTE: These sources offer a broad range of information on the recruitment and
selection process, including foundational texts, practical guides, and up-to-date
industry insights.

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 ANNEXURE QUESTIONNAIRE
Questionnaire for Summer Internship
Project Survey
“Your perception for recruitment and selection
process”.
Hi Dear sir/Madam,
We are pursuing MBA at Gandhinagar Institute of Management
affiliated to Gandhinagar University, Gandhinagar. As a part of our
Summer Internship Project (MBA-II, Semester-III),We have prepared a
brief questionnaire. We solicit your help for the same. We assure you
that the information provided by you will be used for academic
purposes only and will not be divulged to anybody.
Thanking you for your valuable time.
DIPAL Koradiya

______________________________________________________
QUESTIONNAIRE :
1. Name :
2. Email id:
3. Gender :
Male
Female
4. Age (in Years):
5. EDUCATION:

91
 SSC
HSC
GRADUATION
POST GRADUATION
OTHERS
6. NATURE OF THE JOB:
A) TEMPORARY
B) PERMANENT
7. IDENTIFY THE SOURCE FROM WHERE YOU CAME TO KNOW ABOUT
THE JOB ?
A) ADVERTISEMENT
B) PERSONAL REFRENCE
C) CAMPUS
D) E-RECRUITMENT
E) OTHERS
8. ARE YOU SATISFIED WITH THE RECRUITMENT PROCESS BY WHICH
YOU ARE SELECTED?
A) .YES
B) .NO
C) .MAY BE
D) OTHERS
9. WHICH ARE THE SOURCES FOR RECRUITMENT AND SELECTION ?
A) .INTERNAL
B) .EXTERNAL
C) .BOTH
10. HOW WAS THE APPROACH OF MANAGEMENT DURING THE
RECRUITMENT?
A) .SERIOUS & POSITIVE
B) .NEGATIVE
C) .CASUAL
D) .OTHERS
11. WHICH DIGITAL PLATFORMS ARE THE MOST EFFECTIVE FOR YOUR
RECRUITMENT NEED?
A) .LINKEDIN
B) .INDEED

92
 C) .GLASSDOOR
D) .CONPANY WEBSITE
E) .OTHERS
12. HOW SATISFIED ARE YOU WITH QUESS CORP’S EMPLOYER
BRANDING EFFORTS?
A) .SATISFIED
B) .VERY SATISFIED
C) .NEUTRAL
D) .DISSATISFIED
E) .OTHERS
13. WHICH METHOD SHOULD BE USED FOR RECRUITMENT?
A) .STRUCTURED
B) .UNSTRUCTURED
C) .PROBLEM QUESTIONS
D) .CASE STUDY QUESTIONS
E) .OTHERS
14. THE RESUME SCREENING AND SHORTLISTING METHOD USED BY
THE ORGANISATION IS SATISFACTORY?
A) .STRONGLY DISAGREE
B) .DISAGREE
C) .NEUTRAL
D) .AGREE
E) .STRONGLY AGREE
15. HOW DO YOU RATE THE SELECTION POLICY OF THE
ORGANISATION?
A) .GOOD
B) .AVERAGE
C) .POOR
D) .OTHERS
16. WHAT DOES THE BIGGEST RECRUITMENT CHALLENGE YOUR
INDUSTRY FACES?
A) .FINDING SKILLED CANDODATE
B) .HIGH EMPLOYEE TURNOVER
C) .COMPETITION FROM OTHER EMPLOYEE
D) .OTHERS

93
17. WHAT ARE THE MOST CRITICAL SKILLS REQUIRED FOR KEY ROLES
IN YOUR INDUSTRY?
A) .TECHNICAL SKILLS
B) .MANAGERIAL SKILLS
C) .SOFT SKILLS
D) .INDUSTRY SPECIFIC CEST
E) .OTHER
18. HOW DO YOU RATE THE ROLE OF DATA ANALTICS IN IMPROVING
RECRUITMENT STRATEGIES IN YOUR INDUSTRY?
A) .VERY HIGH
B) .HIGH IMPACT
C) .LOW IMPACT
D) .MODERATE IMPACT
E) .OTHERS

REMARKS

94