PROJECT REPORT ON

“IMPROVISATION OF RECRUITMENT PRACTISES BY USING

APPLICATION TRACKING SYSTEM”

AT

TECHMAHINDRA , HINJEWADI

SUBMITTED TO

UNIVERSITY OF PUNE

SUBMITTED BY

ASHWINI.S.MAHAJAN

MBA(HR)

UNDERGUIDANCE OF

PROF. PRIYA GOLE

SUBMITTED IN PARTIAL FULFILLMENT OF

THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

UNIVERSITY OF PUNE

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DECLARATION

I , Ashwini.S.Mahajan, hereby declare that this project report titled “IMPROVISATION OF

RECRUITMENT PRACTISES BY USING APPLICATION TRACKING SYSTEM, Tech

Mahindra, Hinjewadi” is executed as per the course requirement for postgraduate program

in management . This project is my own research work and the same has not been previously

submitted to any examination of this university. This project report is totally on the empirical

finding which I found out through my research work.

Signature of the candidate

Ashwini.S.Mahajan

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ACKNOWLEDGEMENT

It takes an immense pleasure for me to express my sincere gratitude to all the helping hands who

have guided me in completion of this project. The feeling of esteem and euphoria on the

completion of this project will be worthless without thanking all who have helped me in

completing this project. It was a great learning experience for me to work on this project.

The project undertaken by me is “IMPROVISATION OF RECRUITMENT PRACTISES BY

USING APPLICATION TRACKING SYSTEM” Tech Mahindra, Hinjewadi”

My special thanks to my company guide MR SAYAN JANA. And my project guide at college

PROF.PRIYA GOLE who spared their precious time in providing me with the real insights into

the project. I would also like to thank Dr. H.D. Thorat, Director of S.B. Patil Institute of Management.

My sincere thanks to all the people for their guidance, support and encouragement, which has

enabled me to complete the project successfully.

Thank you

Date:

Place:

Ashwini.S.Mahajan

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INDEX

SR.NO CONTENTS PAGE NO

1 EXECUTIVE SUMMARY 5-7

2 INTRODUCTION 8-9

3OBJECTIVE OF THE STUDY AND

SCOPE OF THE STUDY10-11

4 COMPANY PROFILE 12-27

5 REVIEW OF LITERATURE 28-42

6 RESEARCH METHODOLOGY 43-46

7 DATA ANALYSIS 48-60

8 CONCLUSION 61-62

9 OBSERVATIONS 63-64

10 SUGGESTIONS 65-66

11 BIBLIOGRAPHY 67-68

12 ANNEXURE 69-72

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Abbreviations:-

Application Tracking System (ATS)

Non Technical Recruitments (NTR)

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EXECUTIVE

SUMMARY

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EXECUTIVE SUMMARY

Introduction:

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For

some components of the recruitment process, mid- and large-size organizations often

retain professional recruiters or outsource some of the process to recruitment agencies.

The recruitment industry has four main types of agencies: employment agencies, recruitment

websites and job search engines, "headhunters" for executive and professional recruitment, and

niche agencies which specialize in a particular area of staffing. Some organizations use employer

branding strategy and in-house recruitment instead of agencies. Recruitment-related functions

are generally carried out by an organization's human resources staff.

The stages in recruitment include sourcing candidates by advertising or other methods, screening

potential candidates using tests and/or interviews, selecting candidates based on the results of the

tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role

effectively.

The recruitment process carried in Tech Mahindra is carried in both the ways.

1) Traditional

2) Application Tracking System

Objectives:

The objective of this project is to improvisation of recruitment practices by using application

tracking system.

1. To study comparative benefit of Application Tracking System implementation for Non

Technical Recruitments

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2. To study improvising parameters of recruitment process in context to traditional vs

modern

Company profile:

The company profile includes the history of the company, the hierarchy and the services offered

by the company.

Research methodology:

The research methodology includes the method through which the data is collected for the

project and theory regarding research methodology which could be used.

Data analysis:

Data analysis includes the representation of the data collected through observations and study

conducted for the project work.

Suggestions:

This chapter consists of the changes that the researcher is going to suggest to the company.

Bibliography:

Websites and references used to carry out the study.

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INTRODUCTION

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Introduction:-

Recruitment represents the first contact that a company makes with potential employees. It is

through recruitments that many individuals will come to know a company and eventually decide

whether they wish to work for it. The recruitment process should inform qualified individuals

about employment opportunities, create a positive image of the company, provide enough

information about the job so that applicants can make comparisons with their qualifications and

interests. Recruitment lends itself as a potential source of competitive advantage to a firm.

A recruiting program helps the firm in atleast 4 ways:

1. Attract highly qualified and competent people.

2. Ensure that the selected candidates stay longer with the company.

3. Make sure that there is match between cost and benefit.

4. Help the firm create more culturally diverse work force.

Thus the effectiveness of the recruitment process can play a major role in determining the

resources that must be expended on other HR activities and their ultimate success.

An Applicant Tracking System (ATS) is a software application that enables the electronic

handling of recruitment needs. An ATS can be implemented on an Enterprise or small business

level, depending on the needs of the company. ATS systems are very similar to Customer

Relationship Management Systems, but are designed for recruitment tracking purposes.

Nearly all major corporations use some form of Applicant Tracking Systems to handle job

applications and to manage resume data. A dedicated ATS is not uncommon for recruitment

specific needs.

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OBJECTIVES AND

SCOPE OF THE

STUDY

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OBJECTIVES:-

3. To study comparative benefit of Application Tracking System implementation for Non

Technical Recruitments

4. To study improvising parameters of recruitment process in context to traditional vs

modern

SCOPE:-

1. This work is confined to study the recruitment process of Non Technical Recruitment

present at Tech Mahindra

2. This study visualizes the real time scenarios and efforts which are been taken in order

to enhance the recruitment practices in Tech Mahindra

3. This study also defines the improvisation resulted after implementation of Application

Tracking System.

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COMPANY

PROFILE

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COMPANY PROFILE:-

Our Vision

• To be the most respected solution provider in the communications ecosystem

• Anticipating and enabling change

• Admired for technology, agility, innovation, business models and the quality of its talent

Values

Tech Mahindra is focused on creating sustainable value growth through innovative solutions and

unique partnerships. Our values are at the heart of our business reputation and are essential to our

continued success. We foster an environment to instill these values in every facet of our

organization.

Customer first

Good corporate citizenship

Professionalism

Commitment to quality

Dignity of the individual

Our Brand Promise

We have been growing rapidly, and capturing mind-share in specific communities. Tech fastest

growing provider of IT Solutions & Services in the Telecom space. The positioning exemplifies

Mahindra’s brand positioning highlights the success of the company which has emerged as the

performance of Tech Mahindra, as a success system, which is powering the growth of its

customers and employees. We are a part of the exhilarating Telecom technology space that is

characterized by highly innovative, speed-of-response based solutions, delivered with agility and

flexibility and the new brand reflects this true character of the telecom world. The positioning

incorporates both the success of the past and the promise of the future, where we are going to

‘Create the next wave’ - our brand mnemonic. Our brand echoes our commitment to not only

creating solutions, but to creating the next wave in targeted and focused solutions guaranteed to

propel our customers into the next generation.

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A visionary Management team coupled with an equally brilliant team of professionals is what

we believe will make us the global leaders of the new age.

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Tech Mahindra Ltd.

Type Public (NSE: TECHM)

Industry IT services

Founded 1986

Headquarters Pune, India

Key people Anand Mahindra (Chairman)

Vineet Nayyar (Vice Chairman, MD & CEO)

Products Telecom Software & Solutions

Services Information technology services,BPO and solutions

Revenue 5,080.72 crore (US$1.13 billion)(2011) [1]

Net income 696.72 crore (US$155.37 million)(2011)

Employees 38,300 (as of Q4’10-11)

Parent Mahindra Group (44%)

BT Group plc (39%)

Website TechMahindra.com

Founded in 1986, (Tech Mahindra Ltd.) Mahindra British Telecom (MBT) is an Information

Technology service Provider Company headquartered in Pune, India. It is a joint venture

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between the Mahindra Group and BT Group plc, UK with M&M (Mahindra and Mahindra)

holding 44% and BT holding 39% of the equity.

Tech Mahindra clocks revenues over USD 1 billion, offering end-to-end IT solutions across the

value chain to world’s leading telecommunications companies. Its capabilities spread across a

broad spectrum, including Business Support Systems (BSS), Operations Support Systems (OSS),

Network Design & Engineering, Next Generation Networks, Mobility Solutions, Security

consulting and testing. The solutions portfolio includes Consulting, Application Development &

Management, Network Services, Solution Integration, Product Engineering, Infrastructure

Managed Services, Remote Infrastructure Management and BSG (comprises BPO, Services and

Consulting).

Tech Mahindra has successfully implemented more than 15 Greenfield Operations globally and

has over 128 active customer engagements mostly in the Telecom sector. The company has been

involved in about 8 transformation programs of incumbent telecom operators. With an array of

service offerings for TSPs, TEMs and ISVs, Tech Mahindra serves:

3 of top 3 TSPs in Europe

6 of top 8 operators in North America

13 of top 14 TSPs in India

12 of op 20 wireless TSPs

5 of top 5 TEMs

Tech Mahindra has been recognized as 2011 Microsoft Communications Sector Partner of the

Year and is the winner of 2011 AT&T Supplier award for outstanding performance & service to

AT&T and its affiliates for second year in a row. CanvasM, the VAS arm of Tech Mahindra, is

the recipient of CMAI 5th National Telecom Awards for ‘Excellence in Innovation with Rural

Telecom Focus’.

Tech Mahindra has a global footprint through operations in more than 30 countries with 17 sales

offices and 13 delivery centers. Tech Mahindra's track record for value delivery is supported by

over 38,300 professionals who provide a unique blend of culture, domain expertise and in depth

technology skill sets.

Its development centers are ISO 9001:2008 & BS7799 certified.

Executive Management Team

Its executive management team consists of

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Vineet Nayyar Vice Chairman, MD and CEO

Sujit Baksi President – Corporate Affairs & Business

Services Group

Sonjoy Anand Chief Financial Officer

L. Ravichandran President - IT Services

Amitava Roy Chief Operating Officer

Milestones

1986 - Incorporation in India

1987 - Commencement of Business

1993 - Incorporation of MBT International Inc., the first overseas subsidiary

1994 - Awarded the ISO 9009 certification by BVQI

1995 - Established the UK branch office

2001 - Incorporated MBT GmbH, Germany incorporated. Re-certified to ISO 9001:1994 by

BVQI

2002 - Assessed at Level 2 of SEI CMM by KPMG. Incorporated MBT Software

Technologies Pte. Limited, Singapore

2005 - Acquired Axes Technologies (India) Private Limited,including its US and Singapore

subsidiaries.Assessed at Level 3 of SEI CMMI by KPMG

2006 - Name changed to Tech Mahindra Limited. Assessed at Level 4 of SEI People-CMM

(P-CMM) by QAI India. Raised Rs46.5 million ($1 million) from a hugely successful IPO to

build a new facility in Pune, to house about 9,000 staff. Formed a JV with Motorola Inc.

under the name CanvasM.

2007 - Acquired iPolicy Networks Private Limited. Launched the Tech M Foundation to

address the needs of the underprivileged in our society.

2009 -Tech M wins bid for Satyam.Tech Mahindra has won the bid for Satyam Computer

Services. Tech M bid for Satyam at Rs 58.90 per share, while Larsen & Toubro, the other

player in the fray, bid at Rs 45.90

After the Satyam scandal of 2008-09, Tech Mahindra bid for Satyam Computer Services, and

emerged as a top bidder with an offer of Rs 59 a share for a 31 per cent stake in the company,

beating a strong rival Larsen & Toubro.

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Competitors

Its competitors are

Tata Consultancy Services Cognizant Technology Solutions

Aricent Wipro

Infosys HCL Technologies

Tech Mahindra, India’s fifth largest software exporter and part of the US$ 11.1 Billion Mahindra

Group, announced its plans to set up BPO operations in Philippines. The company recently

signed a multi-million dollar deal, as one of the preferred BPO partners for strategic outsourcing

with a leading full-service telecommunications company in the Philippines. Tech Mahindra will

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provide the client with contact center support for sales and back office, customer care and

technical support for their wireless postpaid, landline and broadband customers. The end-

customer mix will include both retail as well as high-end business customers of the client.

Mr. Sujit Baksi, President - Corporate Affairs & BPO, Tech Mahindra, said, “Philippines is not

only a key market for us, but also a strategic location from where we plan to service our global

clients. We look forward to strengthening our presence in Philippines through our engagement

with one of the leading players in the Philippines telecom industry and will actively support our

client’s innovative plans to address the mobile telephony and broadband services market.

Similarly, Africa is also one of our key growth markets and we have opened centers in seven

countries to serve our clients in the region. We are excited to bring our best practices in customer

service, which would accelerate growth for our clients in this region. Backed with global telecom

experience and streamlined processes, Tech Mahindra will help clients enhance end-customer

experience.” 

Tech Mahindra has successfully implemented more than 15 Greenfield Operations globally and

has over 128 active customer engagements mostly in the Telecom sector. The company has been

involved in about 8 transformation programs of incumbent telecom operators. In the Telecom

sector, Tech Mahindra has niche and proven domain expertise, distinctive IT skills, research and

development, innovative delivery models and approach to off-shoring. Company’s solutions

enable clients to maximize returns on IT investment by achieving faster time to market, reduced

total cost of ownership resulting into high levels of customer satisfaction. Tech Mahindra’s

achievements have been recognized by various industry analysts, forums and clients – winning

several prestigious awards and accolades.

Tech Mahindra is a leading provider of solutions and services to the telecommunications

industry, majority stake owned by Mahindra & Mahindra Limited, in partnership with British

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Telecommunications plc. With total revenues of INR 4625.4 crores in the year ended March 31,

2010, Tech Mahindra serves telecom service providers, telecom equipment manufacturers, and

software vendors. Tech Mahindra enables clients to maximize return on IT investment by

providing solutions which help the clients achieve shorter time-to-market, reduced total cost of

ownership, and high customer satisfaction. Tech Mahindra achieves this through its domain and

process expertise, distinctive IT skills, research and development, and proven innovative delivery

models. Tech Mahindra's track record for value-delivery is supported by 34,000-plus

professionals who provide a unique blend of culture, domain expertise and in-depth technology

skill-sets. Tech Mahindra has principal offices in the UK, United States, Germany, UAE, Egypt,

Singapore, India, Thailand, Taiwan, Malaysia, Philippines, Canada, and Australia.

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TECH MAHINDRA, HINJEWADI PREMISES

Tech Mahindra has augmented its capabilities by adding service offerings in IT and other areas

in which its customers have significant expenses. Tech Mahindra’s strategy is now based on the

six pillars of significant expenditure within its customer base namely, IT applications, Network

Technology Solutions and Services, BPO, Infrastructure Management Services, Security

Services and Value Added Services. Tech Mahindra services span a wide range, from

applications development and maintenance, solution integration, network services, remote

infrastructure management, BPO, product engineering and lifecycle management and testing to

high end, higher value added offerings such as consulting, managed platforms and managed

services. Tech Mahindra provides these services to its clients in the form of telecommunications

specific offerings and through a delivery model which efficiently combines service delivery with

domain knowledge.

Tech Mahindra has emerged as the leading telecommunications focused BPO Company which

caters to the diverse needs of the telecommunications eco-system. Tech Mahindra continues to

invest in developing service offerings in areas like network services, infrastructure management,

Security services and VAS.

During the year under review, Tech Mahindra has also been able to address the various

technological changes in the industry, and has invested in the ability to provide solutions that

support voice- data convergent systems and next generation services. Tech Mahindra’s

Capabilities have been strengthened through its involvement in major transformation initiatives

of its key customers.

During the year under review, Tech Mahindra has also broadened its relationship with its key

customers by expanding its service offerings to cover a wide range of the customers businesses.

As a result of continued focus on its sales & marketing strategy, Tech Mahindra has developed a

3-layered marketing and delivery structure which enables it to be more responsive to its

customers’ needs. Such a delivery has enabled faster execution of client engagements, delivery

Of quality of services and facilitated the efficient use of the resource pool.

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Tech Mahindra now has 13 delivery centers supported by the competency and solutions units and

it strongly believes that this model enables it to deliver superior solutions to its clients. Tech

Mahindra has offices in 25 countries and has clients in over 40 countries.

UPDATE ON SATYAM

As reported in the previous years Directors Report, Tech Mahindra participated in the Satyam

bidding process, through its wholly owned subsidiary, Venturbay, and was declared as the

highest bidder on 13th April 2009 and as the winning bidder post approval by the Honourable

Company Law Board on 16th April 2009. Satyam is one of the largest Indian IT software and

services companies with a well-diversified client base spread across Banking, Financial Services

& Insurance (BFSI), manufacturing, retail, transport, logistics, telecom, media, healthcare and

pharma etc. The Company believes that the acquisition presented a compelling strategic

opportunity.

The rationale behind the acquisition was:

Diversification into multiple verticals like Banking and Insurance, Manufacturing and

Retail

Ability to offer a wider range of service offerings like Enterprise Services and

Engineering Services to current and future customers

Derisked business model with balanced exposure across geographies and currencies

Utilize Mahindra Satyams pool of highly experienced, well- trained professional

employees

Scale benefits due to substantially larger size of the business

Post acquisition, the new management of Satyam has brought about significant changes

in operating policies and procedure to facilitate the revival of the company.

MANAGEMENT DISCUSSION AND ANALYSIS REPORT

A detailed analysis of Tech Mahindra’s performance is discussed in the Management Discussion

and Analysis Report, which forms part of this Annual Report.

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QUALITY

Tech Mahindra continues its focus on quality through a very robust process framework

implementation. Continuous process improvements in developing solutions that meet client

expectations is a way of life in Tech Mahindra. The objective is to ensure greater customer

satisfaction through improved quality, higher productivity and reduced cycle time.

TALENT MANAGEMENT

Tech Mahindra believes in nurturing talent, motivating indigenous innovation and promoting

leadership development. Tech Mahindra’s talent management and leadership development

programs have been running for several years and Tech Mahindra’s employees look forward to

Participating in them.

This year, Tech Mahindra initiated two new talent management programs. The Mature Talent

program is designed to tap the talent which employees bring in from different industries. The

participants in this program are typically employees who have experience in other industries

and which help incubate best practices across industries. The Yuva Neta (YuN) program will

focus on mentoring Tech Mahindra’s young graduate leaders at an early stage of their career.

The Global Leadership Cadre (GLC) program, which Tech Mahindra has been running for the

past five years, continues to infuse fresh ideas and young talent into the Company. Participants in

this program are typically management graduates from Tier I Business institutes across

the globe and select technical specialists from within the organization. These highly talented

participants have demonstrated the ability to learn quickly and we have been able to provide

them faster career progression. This program has helped the Company to create a pool of highly

talented candidates who can also be successors to senior management in the organization.

Complementing the GLC program is the Management Trainee (MT) program in which

candidates from Business Schools across India are recruited and groomed for future GLC roles.

Hence during the FY 09-10 concerted efforts were made to ensure that the targets are met

over the committed time horizon with the following thrust areas:

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The new Campus at Hinjewadi near Pune, has been developed with a focus on

Sustainability principles, the important ones being

Renewable energy using Wind & Solar for generating electricity for the utility block.

Rainwater Harvesting & Sewage Treatment Plant.

Eco-friendly e-waste disposal systems.

Since awareness of these challenges is a major issue, focused efforts were made to

enhance the awareness of employees as well communities around which we operate by

conducting simple online tests to organizing Green walkathon & Cycle rallies and

training school teachers on Climate Change & Environment who in-turn educate the

children on these concerns.

CORPORATE GOVERNANCE PHILOSOPHY

Tech Mahindra believes that Corporate Governance is a voluntary code of self-discipline. In line

with this philosophy, it follows healthy Corporate Governance practices and reports to the

shareholders the progress made on the various measures undertaken. Directors have reported the

initiatives on Corporate Governance adopted by the Company in the section Corporate

Governance in the Annual Report.

Corporate governance is a reflection of the company’s culture, policies, relationship with

stakeholders, commitment to values and ethical business conduct. In the same spirit, timely and

accurate disclosure of information regarding the financial situation, performance, ownership and

governance of the company is an important part of corporate governance. Tech Mahindra

benchmarks its corporate governance practices with the best in the world.

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SOCIAL RESPONSIBILITY

At Tech Mahindra, ‘community work’ is not just an act of favour or charity, directed towards

doing something for the welfare of the needy. It is, in fact, an initiative that is voluntarily

undertaken to improve the quality of life around us. As an active corporate member of society,

Tech Mahindra is committed to building relationships with local communities and the society as

a whole. Corporate social responsibility reflects both our brand and our values by addressing

some of society's most complex problems and striving to bring about a sustainable solution.

We at Tech Mahindra have given Corporate Social Responsibility its due importance with the

creation of a foundation dedicated to funding and helping various programs in the education of

the underprivileged which will help in reducing socio-economic disparities

Tech Mahindra is committed to earmarking 1.5% of its Profit After Tax for CSR activities.

Our Aim

To inspire and motivate people around us via effective use of our resources in a rational manner

and with humility.

Focus Areas

Education

Woman empowerment

Computer donations

At Tech Mahindra, we endeavor to make a positive contribution to the underprivileged by

Supporting a wide range of educational and socio economic initiatives. Community projects and

programs are driven by active participation from Tech Mahindra employees. Our commitment to

address important community needs extends throughout our philanthropic outreach programs

driven by the Tech Mahindra Foundation

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An employee initiative on Independence Day Celebrations at Tech Mahindra, where children

from Doorstep school (our partner NGO) Pune were invited

Students at the National Open Schooling Centre – National Association for the Blind

L to R: Ben Verwaayen, Keshub Mahindra and Anand Mahindra giving away the cheque to

NGO Voice, on the occasion of the launch of the Tech Mahindra Foundation

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REVIEW OF

LITERATURE

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Review of Literature

Definition of Recruitment:-

Edwin B Flippo:- “Recruitment is the process of searching the candidates for

employement and stimulating them to apply for jobs in the organization”

Dale S. Beach: - “Recruitment is the development and maintenance of adequate

manpower resources. It Involves the criterion of a pool of available labour upon whom

the organization can draw when it needs additional employees”

The process of identifying and hiring the best-qualified candidate (from within

or outside of an organization) for a job vacancy, in a most timely and cost

effective manner.

According to Edwin B. Flippo, “Recruitment is the process of searching the candidates

for employment and stimulating them to apply for jobs in the organisation”. Recruitment

is the activity that links the employers and the job seekers.

A process of finding and attracting capable applicants for employment. The process

begins when new recruits are sought and ends when their applications are submitted. The

result is a pool of applications from which new employees are selected.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

i.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

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IDEAL RECRUITMENT LIFE CYCLE:-

STEP 1:- DATABASE SEARCH

The first step of recruitment and selection is Database Search. The recruiters first search the

resumes from the company’s database. Company’s database consists of resumes having similar

job descriptions.

STEP 2:- ADVERTISEMENT

When there is hiring for any particular position the company gives advertisements in

newspapers, job portals, company websites, corporate magazines etc.

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STEP 3:-NETWORKING AND REFERRALS

Employee referrals can be a good source of recruitment. When employees recommend successful

referrals they are paid monetary incentives which are called “Finders Fees”.

Most employees know from their own experiences about the requirements of the job and what

sort of persons the company is looking for.

STEP 4:-PROCESSING OF APPLICANTS

After the resumes are shortlisted they are then forwarded to the top management. The top

management further shortlists some applicants who are called for Face to Face interviews.

STEP 5 :- SUBMISSION AND INTERVIEWS

When the resumes are shortlisted by the top management, the applicants further go through

Telephonic Interview and later Face to Face interviews are conducted. Interviews consist of

preliminary interviews, Selection tests, HR rounds, Physical Examinations.

STEP 6:-FEEDBACK AND OFFER

After the selection process applicants are given Job Offer who has crossed the previous rounds.

The letter includes the date of joining on which the applicants must report on duty.

STEP 7:- COMMENCEMENT

Commencement is the date on which the applicant joins the company and takes up his

company’s responsibilities.

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PURPOSE:-

Determine the present and future requirements of the firm in conjunction with its

personnel planning and job-analysis activities

Increase the pool of job candidates at minimum cost

Help increase the success rate of Selection process by reducing the number of visibility

under qualified job applicants

Help reduce the probability that job applicants, once recruited and selected, will leave the

organization only after a short period of time

Evaluate the effectiveness of various recruitment techniques and sources for all types of

organization

Recruitment represents the first contact that the company makes with the potential employees. It

is through recruitment that many individuals will come to know a company, and eventually

decide whether they wish to work for it. A well planned and well managed recruiting effort will

result in high quality applicants, whereas, a haphazard and piecemeal effort will result in

mediocre ones

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RECRUITMENT PRACTICES IN TECH MAHINDRA

Ideal Recruitment Process in Tech Mahindra:-

DEMAND

REQUIREMENT GATHERING

SOURCING

SCREENING

SELECTION

NEGOTIATION

OFFER

IF ACCEPTS:- CLOSURE (Employee of Tech M)

IF REJECTS:- Resume the process from Sourcing

1) Demand

In simple words Recruitment is understood as, the process of searching for obtaining

applicants for job, from among whom the right people can be selected. Thus when there is a

need to hunt for an applicant for a particular position in the company the demand takes place.

Thus demand is the first step which initiates the recruitment process. Thus for any

recruitment to take place Demand is the first and foremost thing which should take place

2) Requirement gathering:-

When demand for any particular position arises, all the necessary data required is gathered

like job description, years of experience, compensation limit, skill set required

3) Sourcing:-

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Once the job description is generated sourcing for the resumes as per the parameters begins.

Resumes from various sources are found. Internal Job Posting and referrals are given major

priority in Tech Mahindra. Thus also job portals like naukri, monster are used in case of

certain posts

4) Screening:-

After the relevant resumes are shortlisted the applicants are then called and the initial

screening calls are done and all the information and expectations are taken down of the

interested and competent applicants

5) Selection:-

After screening the candidates are then interviewed. They follow the traditional recruitment

process in which they are been interviewed by Telephonic Interviews first and then face to

face. They are then filtered and only the competent applicants are selected

6) Negotiation:-

After the eligible candidates are selected negotiation regarding the compensation takes place.

The company offers the compensation according to the position given to him.

If the candidate accepts to what company is giving then the offer letter is given to him after a

short notice and a thorough background verification check, If not the expectations of the

applicant is understood and if reasonable and worth to his position negotiation is accepted

7) Offer:-

When the applicant gets through the Negotiation stage he moves to the Offer stage. The

applicants are given their offer letters along with the date of joining.

The candidate either accepts or rejects:-

a) If Accepts:-he is supposed to join the organization as per the suitable date given by the

organization

b) If rejects:- Recruiters have to again start from the step of sourcing.

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Department Structure of Non Technical Recruitment

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MEANING OF APPLICATION TRACKING SYSTEM:-

An Applicant Tracking System (ATS) is a software application that enables the electronic

handling of recruitment needs.

On the enterprise level it may be offered as a module or functional addition to a Human

Resources Suite or Human Resource Information System (HRIS). The ATS is expanding

into Small and medium enterprises through Open Source or Software as a

service offerings (SaaS).

The principal function of an ATS is to provide a central location and database for a

company's recruitment efforts. ATS are built to better assist management of resumes and

applicant information.

Data is either collected from internal applications via the ATS front-end, located on the

company website or is extracted from applicants on job boards. The majority of job and

resume boards (Monster, Hotjobs, Career Builder) have partnerships with ATS software

providers to provide parsing support and ease of data migration from one system to

another.

Modern ATS systems, such as threehats, allow applicants to be sourced from the

company's own database of past job applicants.

Functionality of an ATS is not limited to data mining and collection, ATS applications in

the recruitment industry include the ability automate the Recruitment Process via a

defined workflow.

Another benefit of an applicant tracking system is analyzing and coordinating recruitment

efforts - managing the conceptual structure known as Human Capital. A corporate career

site or company specific job board module may be offered, allowing companies to

provide opportunities to internal candidates prior to external recruitment efforts.

Candidates may be identified via preexisting data or through information garnered

through other means. This data is typically stored for search and retrieval processes. ATS

systems have expanded ATS offerings that include off-site, encrypted resume and data

storage, legally required by Equal Opportunity Employment Laws.

Applicant Tracking Systems may also be referred to as a Talent Management

Systems (TMS) and/or Talent Platform and are often provided via an application service

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provider or software as a service (SaaS) model. The level of service and cost can vary

greatly across providers. In the UK and Ireland, Applicant Tracking Systems are often

referred to as Recruitment

APPLICATION TRACKING SYSTEM

PROCESS OF RECRUITMENT AFTER THE APPLICATION

TRACKING SYSTEM IS IMPLEMENTED IN TECH MAHINDRA

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REFERREL RECRUITMENT TRACKING SEARCH

EMPLOYEE EXTERNAL EXISTING UNUSED

REFERRAL APPLICANT EMPLOYEE RESUME

(CAREER PAGE)

DEMAND SPOOL OF TALENT RECRUITMENT LIFE CYCLE

REQUIREMENT RAISED

SEARCH EXTERNAL

INTERNAL (INTERNAL JOB POSTING)

INTERVIEW PROCESS APPLICATION TRACKING SYSTEM

INITIAL SCREENING

DECISION PANEL

HR ROUNDS

HIRING PROCESS

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DOCUMENTATION

BACKGROUND COMPENSATION &

VERIFICATION BENEFITS

FITNESS

NO YES OFFERED

ACCEPTS AND JOINS REJECTS

JOINS (CLOSURE EMPLOYEE OF TECH M)

RESOURCE GETS BLOCKED

Application Tracking System (Applicants Field)

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Application Tracking System (Prepare Job Offer)

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Application Tracking System in Tech Mahindra

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Application tracking system in Non Technical Recruitment at Tech Mahindra is in its Initial

stages.

In this process as soon as the job description is defined the sourcing is done the same way i.e

from internal and external sources as well as Application Tracking System. Application Tracking

System helps in providing the unused resumes having the similar job description and competent

employees. After sourcing the recruitment process undergoes the same process as the traditional

recruitment process.

As soon as the candidate gets selected his resume gets blocked as well as the candidate who is

not selected again is transferred to “unused resumes”. Application Tracking System is now

gaining impetus in Non Technical Recruitments and its results will soon gain an importance to

use Application Tracking System in all the sub-departments under recruitments.

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RESEARCH

METHODOLOGY

RESEARCH METHODOLOGY

Research is the process of systematic & in depth study or research for any particular topic.

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Subject or area of investigation, backed by collection, compilation, presentation & interpretation

of relevant details or data. Research methodology is a way to systematically solve the research

problem. It may be understood as science of studying how research is done, scientifically.

Research may develop hypothesis & test it. We study the various steps that are generally adopted

by the researcher in studying his research problem along with logic behind them.

Research must be based on fact observable data forms a sound basis for research inductive

investigation lead better support to research finding for analyzing facts. A scientific methodology

of analysis must be developed & result interpreted logically.

Research is important for systematic enquiry seeking facts through objective. The very common

meaning of research is a search for knowledge. Research is an art of scientific investigations.

Research is a careful investigation or enquiry. Especially through search for new facts in any

branch of knowledge. The purpose of research is to reach new conclusion to establish facts to

Study a subject scientifically & to verify the knowledge. It is necessary for the researcher to

know not only the research methods but also the methodology. Thus, when we talk of Research

Method we not only talk of research methods but also consider the logic behind the methods we

use in the context of our research study & explain why we are using a particular method

/technique & why we are not using others. So that research results are capable of being evaluated

either by the researcher himself or by others.

Research problems would result in certain conclusion by means of logical analysis which the

decision-maker may use for his action or solution.

1.1 Research Design

Research design is a logical & systematic planning & directing of a piece of a research. The

research design attempts to integrate various aspects of the research study. The design also

takes into account the availability of time, energy & other resources at disposal. Data were

gathered using survey instrument.

1.2Sample Size Determination

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I have collected the data from the company website and questionnaire.

Total Sample Size =20

1.3Sampling Method

For the research methodology we had the sample size which is done with the help of

Purposive or Judgmental Sampling under Non Probability Sampling Method.

Judgmental sampling or Purposive sampling 

The researcher chooses the sample based on who they think would be appropriate for the

study. This is used primarily when there is a limited number of people that have expertise in

the area being researched.

1.4Instruments

The research instrument used in my project was the Questionnaire.

Questionnaire was made by me & approved by concerned authorities.

1.5 Data Collection

Methods of collecting data:

The effectiveness of self directed team was evaluated with the help of feedback form

received from randomly selected team members.

Two types of methods adopted namely-

1. Primary Method

Tool for collecting primary data are as follows:-

Structured Questionnaire

Observation

2. Secondary Method

Under secondary method of data collection information & data from the following documentary

sources have been generated:

Research papers

Company guide

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Website(www.techmahindra.com)

Internet

1.6Flow of the Project

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Brief idea about Recruitment & Selection concept

Understanding the process of Recruitment& Selection

Studied the whole process in Tech Mahindra

Prepared a Questionnaire

Data Collection, Analysis & interpretation

Recommendation

LIMITATIONS:-

There were many limitations to the research done:

1. Project is carried out for 2 months which is very less to cover.

2. Answers given by some employees may be bias due to loyalty towards

organization.

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DATA ANALYSIS

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1) Which method of recruitment and selection are most preferable in Tech Mahindra?

Sample size=20

Sources Number of Respondents Percentage

Job Portals 8 40%

Internal Job Postings 5 25%

Head Hunting 4 20%

Referrals 3 15%

TOTAL 20 100%

40%

25%

20%

15%

Most preferred recruitment process

Job PortalsInternal Job PostingsHead HuntingReferrals

Interpretation:

In recruitment & selection process the sourcing is done through Job Portals where thousands of

competent applicants upload their resumes (Naukri, Monster and Shine). Internal Job Postings,

Head Hunting and Referrals are comparatively regularized in less percentage. Referrals are used

when top management people are to be hired.

For Eg:-Associate Director, CEO as their resumes are generally not found on job portals.

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2) Do you think there has been a change in recruitment & selection practice over the years in

Tech Mahindra?

Sample size=20

Options Number of repondents Percentage

Yes 14 70%

No 6 30%

TOTAL 20 100%

70%

30%

% employees who think there has been change in recruitment practises

YesNo

According to 70% of employees the recruitment tactics have been changed in these several years.

Some years ago “Referrals” was the criteria used more often. Later as there were improvisations

in Technology innovations like Job Portals and Campus Drives started in which bulk of

applicants could be short listed. Initially typical structured interview was followed which later

changed into unstructured and Stressed. Further the company is also looking for new innovations

like psychometric tests which will in turn help to judge the applicants correctly.

However 30% of the employees still think that there is no gradual change that has happened in

these years.

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3) Are you satisfied with current recruitment & selection procedure?

Sample size=20

Options Number of repondents Percentage

Yes 17 85%

No 3 25%

TOTAL 20 100%

85%

25%

% employees satisfied with current re-cruitment & selection

Yes

No

In most sub departments Non Technical Recruitments is carried out in a traditional way. 85% of

the employees are satisfied with the same. 25% of the employees think that the process is a bit

time consuming. Even if a single candidate is not selected the Recruiters have to start from step

1.

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4) How do you find the current recruitment system?

Sample size=20

Options Number of respondents Percentage

Flexible 13 65%

Not Flexible 7 35%

TOTAL 20 100%

65%

35%

% employees who find the current system flexible

Flexible

Not Flexible

65% of the recruiters think that the traditional process is flexible. On the contrary 45% recruiters

feel that innovative practices should be introduced in order to save time and complications

making it more efficient.

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5) In selection process do you think innovative techniques like stress level test, psychometric

test should be adopted?

Sample size=20

Options Number of respondents Percentage

Yes 15 75%

No 5 25%

TOTAL 20 100%

75%

25%

% employees think techniques should be adopted

YesNo

75% of the recruiters agree that innovative practices like stress level and psychometric tests

should be conducted. This will help them judge the applicants stress level and patience scale.

These will help more when it comes to hiring top management people.

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6) Do you face any problems/confusions in Recruitment and Selection process? What are they?

Sample size=20

Options Number of respondents Percentage

Yes 15 85%

No 5 15%

TOTAL 20 100%

85%

15%

% employees who face problems in the process

YesNo

85% of the recruiters have stated the following complications:

Job descriptions do not help to find the exact skill sets amongst candidates.

Data is not maintained properly and so repeated calls are made to candidates who are

already done with their initial screenings or interviews.

15% of the recruiters feel that there are no complications.

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7) Do you feel the need of maintaining database in a better way?

Sample size=20

Options Number of respondents Percentage

Yes 16 80%

No 4 20%

TOTAL 20 100%

80%

20%

% employees who feel the need of maintaining database

YesNo

80% of the recruiters feel the need for maintaining the database in a better way to reduce

complications.

20 % of the recruiters still can manage to complete and achieve their tasks without a support of

database.

8) Are you aware of application tracking system?

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Sample size=20

Options Number of respondents Percentage

Yes 19 95%

No 1 5%

TOTAL 20 100%

95%

5%

% employees who are aware of application tracking system

YesNo

95% of total recruiters are aware about Application Tracking System. According to them this

system would definitely minimize the time taken for recruitment.

5% of the recruiters who don’t have an idea regarding what application tracking system is are

new to the organization.

9) Do you think an applicant tracking system would help in reducing confusions and

complexity in the system?

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Sample size=20

Options Number of respondents Percentage

Yes 14 70%

No 6 30%

TOTAL 20 100%

70%

30%

% employees who feel ATS would help reduc-ing confusions

YesNo

70% of the recruiters feel that the complexities would be cleared as there will be separate folders

of unused and used resumes.

30% of the recruiters are yet not sure whether the Application Tracking System will work

efficiently or will turn out to be haphazard.

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10) Will application tracking system save the time as compared to now?

Sample size=20

Options Number of respondents Percentage

Yes 14 70%

No 6 30%

TOTAL 20 100%

70%

30%

% employees who feel ATS will save time ascompared to now

YesNo

30 % of the recruiters are not sure whether the Application Tracking System will be more

efficient than the traditional method.

70% of the recruiters feel that Application Tracking System would be more efficient in

completing the targets.

11. What is the SLA for recruitment and % achievement? Is it achieved in the framed parameters

(6 weeks?)

Sample size=20

Options Number of respondents Percentage

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Yes 12 60%

No 8 40%

TOTAL 20 100%

60%

40%

% employees who feel targets would be achieved as per framed parameters

YesNo

Ideally time taken by the Traditional Recruitment Process is 6 weeks.

60 % of the recruiters are sure that if the Application Tracking System is brought in regular use,

the targets would surely be achieved within 6 weeks.

40% of the recruiters may find complications if the Application Tracking System is

implemented.

12. Would you like to give any suggestion on Applicant Tracking System in Tech Mahindra?

Sample size=20

Options Number of respondents Percentage

Yes 20 100%

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No 0 0%

TOTAL 20 100%

1

% employees who gave suggestions on ATS

Yes

The suggestions of the employees were varied.

Some suggested that this application would save time and hence easy to achieve targets.

Whereas some suggested that the recruiters should undergo the training about how to use

and apply Application Tracking System

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OBSERVATIONS

AND FINDINGS

Observation and Findings:-

1. Traditional method is used

Job Description is not mentioned properly because of which recruiters face problems.

They find a problem in matching Job Description and skills required.

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It has been observed that same applicants received repeated calls for the same job

profiles.

2. ATS is being introduced and is in the testing stage.

3. As I have worked on ATS, it was found that it helps to reduce the time taken for

Recruitment and selection process.

4. ATS also minimizes the efforts of starting from the first step

5. ATS helps creating folders of used and unused resumes

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SUGGESTIONS

Suggestions:-

1. Additional information of skill sets should be added for a person after the interview. This will

help in scrutinizing people later on the basis of required skills

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2. As Application Tracking may be a bit difficult to understand, proper trainings should be

arranged for the recruiters to make them understand the application Tracking System

3. A thin line between Job Description and skills required should be mentioned in order to

avoid further confusions.

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CONCLUSION

Conclusion:

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

a job. For some components of the recruitment process, mid- and large-size organizations often

retain professional recruiters or outsource some of the process to recruitment agencies.

Traditional method is followed in the company which has certain limitations as the process is

lengthy.

Application Tracking System is initiated in the various departments of NTR which is useful and

helps in saving time and efforts.

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BIBLIOGRAPHY

Page | 68

BIBLIOGRAPHY AND REFERENCES.

Books

Human Resource Management- Aswathappa

Human Resource Management- T.N Chabbra

Websites:

www.techmahindra.com

www.citehr.com

www.google.com

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ANNEXURE

Page | 70

SAMPLE OF QUESTIONNAIRE

QUESTIONNAIRE

ON

‘Improvisation of the recruitment process of Non technical employees by using ‘Application

Tracking System’

While answering the questions please note that:-

Your answers are STRICTLY CONFIDENTIAL and intended for academic research-

study results will simply be exhibited in aggregate form.

Your contribution towards the successful outcome of this study is INVALUABLE please

answer all the questions as honestly as possible.

There is no right or wrong answer, please just answer according to your opinion.

Name:-

Job Title :-

Department:-

Number of years spent in the organization:-

Signature:-

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1. Which method of recruitment and selection are most preferable in Tech Mahindra?

Sr.no

Internal External

1 Internal Job Posting Job portals

2 Employee referrals Campus recruitments

3 Job rotation Head hunting

4 Succession planning Employee Agencies

2. Do you think there has been a change in recruitment & selection practice over the years in

Tech Mahindra?

a) Yes b) No

3. Are you satisfied with current recruitment & selection procedure?

a) Fully satisfied b) Satisfied

d) Not satisfied e) Up to some Extent

4. How do you find the current recruitment system?

a) Flexible b) not flexible (Why?)

5. In selection process do you think innovative techniques like stress level test, psychometric

test should be adopted?

a) Yes b) No

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6. What problems/confusion do you face in the entire process of recruitment and selection?

7. Do you feel the need of maintaining database in a better way?

a) Yes b) No

8. Are you aware of application tracking system?

a) Yes b) No

9. Do you think an applicant tracking system would help in reducing confusions and

complexity in the system?

a) Yes b) No

10. Will application tracking system save the time as compared to now?

a) Yes b) No

11. What is the SLA for recruitment and % achievement? Is it achieved in the framed parameters

(6 weeks)

12. Would you like to give any suggestion on Applicant Tracking System in Tech Mahindra?

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