Summer Internship Project

Recruitment & Selection

(Different channels of Recruitment in Equity)
Submitted in partial fulfillment of PGD pro!ram
"#$%&$'
Submitted by
(ripti Sin!h
"$)$$*
+orporate entor, -aculty entor,
.i/hil Subrahmaniyam Prof0 Shriran! 1ha
Sr0 ana!er (2R)3 II-4 Professor3 5S
5peejay School of ana!ement
.e6 Delhi
1une "#$7
1
+ER(I-I+5(E
This is to certify that the project work done on Channel of Recruitments under gold loan
and broking vertical Submitted to 5peejay School of ana!ement , D6ar/a by (ripti
Sin!h in partial fulfillment of the reuirement for the award of !" #iploma in $usiness
%anagement, is a bonafide work carried out by her under my supervision and guidance&
This work has not been submitted anywhere else for any other degree'diploma& The
original work was carried out during $)#7)"#$7 to $8)#8)"#$7 in India Infoline 4imited&
Prof0 Shriran! 1ha
(peejay School of %anagement
#warka, )ew #elhi



*
5+9.:;4EDGE.(
+ e,press my heartfelt gratitude towards +ndia +nfoline ltd& for giving me the opportunity
to do my Summer +nternship !roject with the organi-ation and for providing an
opportunity to work on a challenging project& + would also like to e,tend my gratitude to
various people who provided their continuous support during the ten weeks of my project&
+ would also like to e,tend my sincere .Thanks/ to my faculty guide Prof0 Shriran! 1ha,
for his valuable guidance, suggestions, keen interest, cooperation, and of course moral
support throughout my internship and project session&
+ also e,press my sincere thanks to r0 .i/hil Subrahmaniyam 0my corporate mentor1
for his interest, constructive criticism, persistent encouragement and untiring guidance
throughout the development of the project& +t has been my great privilege to work under
his inspiring guidance&
2ast but not the least3 + want to pay acknowledgements to my institute 0(peejay School of
%anagement1 for instilling in me the confidence to work on such a wonderful project&
4
(5<4E :- +:.(E.(S
+25P(ER $,5RE5 :- I.(ER.S2IP 5.D 4E5R.I.G :<1E+(I=ES 5
1&16 Recruitment cycle and channels 5
1&*6!urpose 7 +mportance 1*
1&468actors 9ffecting Recruitment 14
1&:6Sources of Recruitment 14
1&;6Selection !rocess 1<
+25P(ER ", PR:-I4E :- (2E :RG5.I>5(I:. *1
*&16 =ey %ilestones *4
*&*6 >ision 7 %ission *:
*&46 %anagement *;
*&:6 $usiness %odel 7 Corporate Structure *?
*&;6 @rgani-ation Structure 41
*&A6 !roducts 7 Services 41
*&?6 !roblems within the @rgani-ation 4:
*&56 Competition +nformation 4;
*&<6 Swot (nalysis 4A

+25P(ER %, 1:< DES+RIP(I:. 5.D -?.+(I:.54 PR:-I4E 4?
4&16 9nd to 9nd Recruitment !rocess in +ndia +nfoline ::
4&*6 Recruitment Bierarchy in +ndia +nfoline ;5

+25P(ER 7, 4E5R.I.G E@PERIE.+E 5.D (2E I.SIG2(S ;<
G5I.ED

+25P(ER ', RE+:E.D5(I:.S & +:.+4?SI:.S ?*
+25P(ER 8, <I<4I:GRP2A 51
:
E@E+?(I=E S?5RA
+ am pleased to present a report titled Corking on different channel of recruitment and
selection in Gold loan and <ro/in! Bertical in India Infoline 4imitedC0
+n every sector human resource is an important part of an organi-ation& 8inancial sector in
+ndia is no different in this regards& There are certain ways that are to be followed by
every organi-ation, which ensure that it has right number and kind of people, at the right
place and right time, so that organi-ation can achieve its planned objective&
This report has been prepared to throw light on Recruitment 7 Selection process in +ndia
+nfoline& The report deals with the study of the company and the processes followed at
+ndia +nfoline, for recruitment and selection& +t is crucial to know about the reuirements
of the company 0for the post1, the nature of work being carried out and the skills or
knowledge that the company wants the selected candidates to acuire before they are
absorbed in for the job&
;
+25P(ER $,& I.(R:D?+(I:.

Introduction to the topic
9very organi-ation wants to be successful 7 dreams to be )umero Dno& $ut the most
important element of an organi-ation to achieve success is its human resource which
comes through the process of recruitment& Recruitment provides an organi-ation with a
pool of ualified candidates&The more ualified the pool, the better the success rate in
selection& +t helps the organi-ation to meet its goals and increases organi-ational
effectiveness
Bence, reali-ing the importance of this function in this !roject, + take a deep insight into
the 9nd to 9nd Recruitment !rocess in +ndia +nfoline 2td& which rails right from the
initiating step of recruitment i&e& the %anpower !lanningE till the concluding step of
recruitment i&e& the SelectionE
$y being a part of the (ctual Recruitment !rocess in +ndia +nfoline herein + present a
study of all the steps in Recruitment System of ++82
(ptly naming the !rojectFFFF&
D;or/in! on Different +hannels of Recruitment in India InfolineC
$0$,& Recruitment & +ycle & +hannels
Buman resource is a vital corporate asset and a company/s performance depends on the
way its human resource is utili-ed& +n order to reali-e company objectives, it is important
to recruit people with appropriate skills, ualification and e,perience& Chile doing that
we need to keep the reuirements of the company in mind&
Successful recruitment methods include a thorough analysis of market conditions&
Recruitment is very vital to the management process and failure in recruitment can create
a mess for any company including a bad effect on its profitability and inappropriate levels
A
of staffing or skills& +nadeuate recruitment can lead to employee shortages, or problems
in management decision making&
Recruitment isn/t just an easy selection process but also involves management decision
making and strict planning to employ the most suitable resource& Competition among
business organisations for recruiting the best potential has increased focus on innovation,
and management decision making and the selectors aim to recruit only the best candidates
who would suit the corporate culture, ethics and climate specific to the organisation&
+t does not end with application and selection of the apt candidates but involves
maintaining and retaining the employees selected& #espite a plan on recruitment and
selection and involvement of ualified management team, recruitment processes followed
by companies can face significant obstacles in implementation& Theories of BR% may
provide detail on the good approaches to recruitment although companies will have to use
their management skills to apply common theories within specific organi-ational
conte,ts&
Recruitment
Recruitment refers to the process of attracting, screening, and selecting ualified people
for a job at an organi-ation or firm& 8or some components of the recruitment process,
midG and largeGsi-e organi-ations often retain professional recruiters or outsource some of
the process to recruitment agencies&
The recruitment industry primarily has five types of agencies6 employment agencies,
recruitment websites, job search engines, headhunters6 G for e,ecutive and professional
recruitment, niche agencies which speciali-e in a specific area of staffing and inGhouse
recruitment& The stages in recruitment include sourcing candidates by advertising or other
measures, and screening and selecting potential candidates using tests or interviews&
5!ency types
The recruitment industry has the following types of agencies& Recruiters aim to channel
potential employees into the hiring organi-ations application process& (s a general rule,
the agencies get paid by the organi-ations not the candidates& #avid 2ord of 9,ecutive
Search +nformation Services suggests that Hretained search is a management consulting
service& Contingency recruiting is one of many forms of candidate identification, no
more, no less&H
1& Traditional agency
*& Beadhunters
?
4& )iche recruiters
:& +nGhouse recruitment
;& !assive candidate research firms and sourcing firms
Recruitment +ycle,
Recruitment is the process of selecting the right people at a right position&
1& +dentify vacancy
*& !repare job description and Iob specification
4& Search !ortals' (dvertising the vacancy
:& Selecting apt candidates'%anaging the response
;& ShortGlisting
A& Schedule interviews
?& Conducting interview and decision making
5& Sending offer letters
<& (cceptance from the candidates
$0 Identify Bacancy& Chen recruitment action is reuired on a vacant established position
a Reuest to (dvertise 8orm is prepared with a draft position description and
advertisement to Buman Resources&
"0 Prepare job description and person specification& >acancies canJt be filled
successfully unless the job has been accurately defined in the first place& This is as helpful
for the employer, as it is for potential candidates& +t is all thinking about what skills,
knowledge and e,perience an organi-ation is looking for&
The person specification includes the knowledge, e,perience and skills you would like
them to have& Separate these into those which are essential for the job and those which are
not essential but would be helpful&
%0 5dBertisin! the Bacancy& 9ual access to job opportunities should be reflected in all
company advertisements, job descriptions, personal specifications and application forms&
(ll advertisements should convey positive messages welcoming applications from people
with disabilities, and by stating in advertisements that necessary arrangements can be
5
made at interview stage to accommodate the needs of candidates with disabilities& Dsing
terms like .handicapped/ and .disabled people/ in an advertisement& The correct term is
.people with disabilities/& The job profile should be reviewed to make sure that it is clear
and easy to understand&
70 ana!in! the response& Cith the media sector growing fast and in a job market with
very high levels of talent recruiting demand and supply, there are more advertisements for
jobs than ever before& Bowever managing the responses to these ads, given the huge
number of applications for every open position is a big challenge& +t includes attending
the calls made by the candidates regarding the job profile and the resumes sent by the
applicants through eGmails and reverting them with the suitable answers of their ueries&
'0 Short&listin!& Chen shortlisting applicants, all criteria should be taken in the
consideration& 9ach selection panel member should read the applications and rate
applicants according to the selection criteria& These must be consistent with the advertised
reuirements& To assist members of the panel to work more effectively at the shortlisting
task a matri, may be developed plotting each applicant against each criterion on a grading
scale agreed by the selection committee& Space for comments and a final applicant
ranking should also be included& Iustification of the individual member/s ranking
decisions will assist the committee to address issues essential to reaching consensus&
80 5rran!e interBie6s& +nterview dates should be agreed at the earliest opportunity and
ideally published in the job advertisement to ensure candidates will be available for the
selection process& +f for legitimate reasons, a candidate is unable to attend for face to face
interview on the stipulated date, and if their e,clusion from the competition due to
unavailability would otherwise contravene then the selection process should be
postponed& (lternatively a preliminary interview may be conducted via telephone or
video conference, but the candidate must at a future date be present before the full
committee for the entire selection process before a decision to appoint that candidate can
be reached and the recruitment competition progressed&
*0 +onductin! interBie6 and decision ma/in!& (fter getting the candidates known
about the interview schedule, the successful conduction of the interview is very important
<
and that should be done very efficiently& Chile conducting the interview, the panel taking
the interview should observe all the verbal and non verbal aspects of the candidate&
E0 Sendin! offers& (fter selecting the right candidate for the right position, an offer is to
be made regarding the joining in the organi-ation&
F0 5cceptance from the candidates& (fter the offering made by the organi-ation, the
candidate has to accept it and then join the organi-ation&
$0",& P?RP:SE 5.D IP:R(5.+E
The general purpose of recruitment is to provide a pool of potentially ualified
candidates& Specifically, the purposes and need s of recruitment are6
#etermine the overall reuirements of the organi-ation in sync with its personnelG
planning and jobGanalysis activities&
+ncrease the pool of job candidates in a cost effective manner
Belp increase the success rate of the selection process by reducing the number of
visibly, under or overualified job applicants&
Belp reduce the probability that job applicants, once recruited and selected, will
leave the organi-ation only after a short period of time&
Start identifying and preparing potential job applicants who will be appropriate
candidates&
+nduct the new manpower with a new perspective to lead the company&
+nfuse freshness at all levels of the organi-ation&
#evelop an organi-ational culture that attracts competent people to the company&
Search for talent globally and not just within the company&
1K
$0%,& -5+(:RS 5--E+(I.G RE+R?I(E.(
The following are the * important factors affecting Recruitment6 G
$) I.(ER.54 -5+(:RS
Company !olicy
)onG!ermanent employees
Recruitment of domestic citi-ens
9ngagement in Buman Resource !lanning
Company/s si-e
Recruitment Cost
"rowth and e,pansion of the company

") E@(ER.54 -5+(:RS
Supply 7 #emand
Dnemployment Ratio
2abourGmarket scenario
!olitical and legal considerations
SocioG9conomic factors
Technological factors

$07,& S:?R+ES :- RE+R?I(E.(
The sources of recruitment may be broadly divided into two categories6 internal sources
and e,ternal sources& $oth have their own merits and demerits&
Internal Sources,
!ersons who are already working in an organi-ation comprise the .internal sources/&
Retrenched employees, retired employees, dependent people of these employees,
whenever any vacancy arises, someone from within the organi-ation is upgraded,
transferred, promoted or even demoted&
11
:utside Sources,
9,ternal sources are those that are found outside an organi-ation& Bere the organi-ation
can take the services of6 0a1 9mployees working in other companies3 0b1 !otential
candidates registered with employment e,changes3 0c1 Students from reputed institutes
and colleges3 0d1 Candidates referred by professional friends and e,isting employees3 0e1
Candidates forwarded by consultants 0f1 Candidates found from advertisements, issued by
the organi-ation3 and 0g1 Dnsolicited walkGins&


1*
erits and Demerits of Internal sources of Recruitment,
erits Demerits
11 +ost EffectiBe, The cost of recruiting
internal candidates is minimal& )o
e,penses are incurred on advertising&
*1 EGact, The organi-ation can pick the
right candidates having the reuisite skills&
The candidate can choose a right vacancy
where their talents can be fully utili-ed&
41 (rust6orthy, The organi-ation has the
knowledge about suitability of a candidate
for a position& .=nown devils are better
than unknown angelsL/
:1 Satisfyin!, ( policy of preferring
people from within offers regular
promotional avenues for employees& +t
motivates them to work hard and earn
promotions& They will work with loyalty
commitment and enthusiasm&
11 4imited :ptions, The organi-ation is
forced to select candidates from a limited
pool& +t may have to sacrifice uality and
settle down for less ualified candidates&
*1 Inbreed, +t discourages entry for
talented people, available outside an
organi-ation& 9,isting employees may fail
to behave in innovative ways and inject
necessary dynamism to enterprise
activities&
41 Inefficient, !romotions based on
length of service rather than merit, may
prove to be a blessing for inefficient
candidate& They do not work hard and
prove their worth&
:1 +ontention, Recruitment from within
may lead to infighting among employees
aspiring for limited, higher level positions
in an organi-ation& (s years roll by, the race
for premium positions may end up in a
bitter race&
The merits and demerits of recruiting candidates from outside an organi-ation may be
stated thus6

14
erits and Demerits of EGternal sources of Recruitment,
erits Demerits
11 4ar!e Pool, The organi-ation has the
freedom to select candidates from a large
pool& !ersons with reuisite ualifications
could be picked up&
*1 .e6 2irin!, !eople with special skills
and knowledge could be hired to stir up the
e,isting employees and pave the way for
innovative ways of working&
41 otiBational factor, +t helps in
boosting the confidence of internal
employees to work harder and compete
with e,ternal candidates while continuing
career growth& Such a competitive
atmosphere would help an employee to
work to the best of his abilities&
:1 -uture <enefits, Talented people could
join the ranks, new ideas could find
meaningful e,pression, a competitive
atmosphere would force people to give out
their best and rewards in return&
11 EGpenses, Biring costs could go up
substantially& Tapping multifarious sources
of recruitment is not an easy task either&
*1 (ime&(a/in!, +t takes time to advertise,
screen, to test and test and to select suitable
employees& Chere suitable ones are not
available, the process has to be repeated&
41 .o otiBation, Current employees who
have put in considerable service may resist
the process of filling up vacancies from
outside& The feeling that their services have
not been recogni-ed by the organi-ation,
forces then to work with less enthusiasm
and motivation&
:1 2irin! ?ncertainty, There is no
guarantee that the organi-ation ultimately
will be able to hire the services of suitable
candidates& +t may end up hiring someone
who does not fit and who may not be able
to adjust in the new setup&
1:
Purpose and Importance of Recruitment,
The general purpose of recruitment is to provide a pool of potential ualified job
candidates&
The purposes are6
To determine the current 7 future reuirement of an organi-ation&
+ncrease the pool of job candidates in a cost effective way
%eet the organi-ations legal and social obligations regarding the composition of
its work force&
+dentifying the potential job applicants who will be appropriate for the job&
The recruitment process should inform ualified individuals about employment
opportunities, create a positive image of the company, provide information about
the job so that the application generates enthusiasm among the best candidate to
apply for the vacant job&
Recruitment lends itself as a potential source of competitive advantage to a firm&
(n effective approach to recruitment can help a company successfully compete
for limited human resource&
( Recruitment !rogram helps the firm in at least four ways6
(ttract highly ualified and competent people
9nsure that the selected candidates stay longer with the company&
%ake sure that there is a match between cost and benefit&
Belps the firm create more culturally diverse work force&
The conseuences of poor recruitment process speak a lot about its roles in an
organi-ation& The failure to create an adeuate number of well ualified applicants can
prove to be harmful for the organi-ation in numerous ways& The poor uality of selection
means increase in cost on training and supervision&
The effectiveness of the recruitment process in an organi-ation can play a vital role in
determining the resources that must be used on other BR functions and their ultimate
success&
1;

Recruitment Process -lo6chart
1A
(pproved @rg& Structure
>acant !osition
Sourcing Resumes
BR Shortlist
8unctional shortlist
t
@nline Registration email to Candidates
2ining Dp the Candidates for +nterview
Critten Test 7 !&+
8unctional +nterview
BR +nterview
Salary #ocuments Submission
Salary )egotiation
@ffer "eneration
B@ (pproval %umbai
@ffer
(cceptance
Rejected
Mes
)o
)o
)o
)o
)o
)o
)o
)o
)o
Mes
Mes
)o
SE4E+(I:.6
E5.I.G 5.D DE-I.I(I:.6
Selection is the process of picking individuals out of potential candidates with appropriate
ualifications and skill set to fill in the organi-ation&
R:4E :- SE4E+(I:.6
Cork performance of individuals
Cost incurred in recruitment
$0',& SE4E+(I:. PR:+ESS,


1?
9,ternal environment
+nternal environment
!reliminary interview
Selection tests
9mployment interview
Reference and background
analysis
Selection decision
!hysical e,amination
Iob offer
9mployment contract
9valuation
Rejected
(pplicants
The selection process is a decision making process& This step consists of a number of
activities&
( candidate who fails to ualify for a particular step is no eligible for appearing for the
subseuent step& 9mployee selection is the process of putting right men on job&
+t is a procedure of matching organi-ational reuirements with the skills and ualification
of people& 9ffective selection can be done only when there is effective matching& $y
selecting best candidate for the reuired job, the organi-ation will get uality performance
of employees& %oreover organi-ation will face less of absenteeism and employee
turnover problems& $y selecting right candidate for the reuired job, organi-ation will
also save time and money& !roper screening of candidates takes place during selection
procedure& (ll the potential candidates who can apply for given job are tested&
The above table describes the selection process of an organi-ation& +t comprise of the
following steps6G
!re +nterview Screening 7 !reliminary +nterview
(pplication 8orm
!ersonal +nterview
Checking References
Credit Checks
Tests
!hysical 9,amination
15

1<
+25P(ER ",& +:P5.A PR:-I4E

I.DI5 I.-:4I.E 4(D
+ndia +nfoline is one of the fastest growing companies in financial services in +ndia, which
is an ideal place for individuals with high ambitions& Chile financial services industry has
been growing at a fast clip of 1;N p&a&, +ndia +nfoline has been growing at a compounded
annual rate of over 1KKN for the last 4 years& +t/s a Rs& ;,KKK crores company and looking
forward to Rs& 1K,KKK crores business in the coming years& +t/s a one stop investment shop
wherein customers can meet all their advisory, investing and borrowing needs under one
roof, ranging from 9uities and Commodities to 2ife +nsurance and %utual 8unds to
!ersonal loans and %ortgages& They provide advice, offer a range of products 0$roking
Retail 7 institutional, euities and commodities1, Credit and finance, (sset management,
Cealth management, +nsurance distribution and +nvestment banking to customers to
choose from, e,ecute the orders and complete the value chain by providing constant
services to all their customers& &
The working atmosphere is highly charged with a young and energetic team of ualified
professionals& The average age of the team is *5& 8urther it provides an environment
where conventions, protocols do not come in the way of good ideas& +ndividuals who are
dynamic and result oriented will find their own niche in this environment& The strength of
the organi-ation has been to continuously innovate and reinvent itself& They, as a team are
continuously learning and are in sync with the rapidly charging environment& Cith them
you can be sure that tomorrow will not be just another day&
+t is one of the leading financial intermediaries and +ndiaJs most popular website for
business and investment& +ts Cebsite has been rated as H<est of the ;ebH by 8orbes,
under the (sia +nvesting category& +ndia +nfoline also won an award for the .<est <ro/er
in IndiaI for the year Iune *KK?G%ay *KK5 by -inance 5sia +ountry 56ards0
$esides providing upGtoGdate and comprehensive information on business and industry,
they are also a leading investment intermediary for %utual 8unds, $onds, +C+C+ ' +#$+
$onds, "ovt& Relief $onds, +nsurance, +!@s and 8i,ed #eposits in +ndia& They are direct
brokers' agents with leading financial institutions like R$+, DT+, 2+C, "+C, +C+C+, +#$+
and other private mutual fund like B#8C, (lliance, !rudential +C+C+, Templeton, T(T(,
BS$C, Standard 7 Chartered, Sun 87C, $irla, #S! %errill 2ynch, =otak, +278S,
Sundaram, Ourich and Reliance& They have memberships in )S9, $S9 0securities
*K
trading1, %CP, )C#9P, #"CP 0commodities trading1 and )S#2 and C#S2
0depository participant1& They are registered as a CategoryG+ %erchant $anker, S9$+G
registered !ortfolio %anager, apart from that +ndia +nfoline +nvestment Services 2td& and
%oneyline Credit 2td& are registered with R$+ as nonGdeposit accepting nonGbanking
financial companies&
They have more than AKK +nvestor points i&e& multiple interaction points across mediums
in all the leading cities across +ndia, with a team of trained and ualified investment
advisors and 1;KKQassociates 0sub brokers1& They have multiple customers touch points&
Their eGbroking web site ;paisa&com, which deals in shares, provides one fast, secure and
easy to use trading facility combined with a wealth of outstanding products and features
which has revolutioni-ed brokerage rates& Thus, they are uniuely placed with both online
and offline presence to ma,imi-e customer satisfaction& They have leveraged their
content to create the +ndia +nfoline brand, which is synonymous with high uality and
credible information on business and finance& @ur top management team represents a skill
set, which is mutually e,clusive but collectively e,haustive& +t/s basically a knowledge
based, technology driven, service industry&

*1
"0$,&9EA I4ES(:.ES
1<<; +ncorporated on @ctober 15, 1<<; as !robity Research 7 Services&
1<<< 2aunched +nternet portal www&indiainfoline&com in %ay 1<<<&
*KKK Commenced distribution of personal financial products like %utual 8unds
and R$+ $onds in (pril *KKK&
*KKK 2aunched online trading in shares and securities branded as www&;paisa&com
in Iuly *KKK&
*KKK Started life insurance agency business in #ecember *KKK as a Corporate
(gent of +C+C+ !rudential 2ife +nsurance&
*KK1 $ecame a depository participant of )S#2 in September *KK1&
*KK4 2aunched stock messaging service in %ay *KK4&
*KK: (cuired commodities broking license in %arch *KK:&
*KK: 2aunched !ortfolio management services in (ugust *KK:&
*KK; "ot listed on )S9 and $S9 on %ay 1?, *KK;&
*KK; (cuired )$8C license in %ay *KK;&
*KK; (cuired ?;N stake holdings in %oneytree Consultancy Services, which is a
distributor of %ortgages and other 2oan products, in @ctober *KK;&
*KK; (cuired 1KKN euity of %archmont Capital (dvisors !vt& 2td in #ecember
*KK; through which they have ventured into %erchant $anking&
**
*KK? %erger of +ndia +nfoline securities !vt 2td with +ndia +nfoline 2td in Ianuary
*KK?&
*KK? #S! %errill 2ynch Capital subscribed to convertible bonds aggregating Rs&
5K crores in #ecember *KK;& Their current stake in +ndia +nfoline is a little
over 1:N as on 41
st
%arch *KK?&
*KK? $ennett Coleman 7 Co 2td 0$CC21 invested Rs& *K crores in +ndia +nfoline
by way of preferential allotment in #ecember *KK;&
*KK? $ecame a depository participant of C#S2 in Iune *KKA&
*KK? +R#( license for +nsurance $roking in (pril *KK?&

"0",& =ISI:. & ISSI:.
=ISI:.
To be the most respected company in the financial services spaceE&
>ision elaborated from the perspective of various constituencies,
ISSI:.
To become a fullGfledged financial services company known for its uality of advice,
personali-ed service and cuttingGedge technology&
+?4(?RE 5.D +:RE =54?ES
@C)9R %+)#S9T 0@%1 G 9very member of team +ndia +nfoline behaves, thinks and
acts as owners not as employees&
(!!2+C(T+@) @8 %+)# 0(@%1 G 9very employee should apply their mind on how
their efforts and goals be aligned to that of the company and how they contribute to the
final business goal, like an owner and come with outGofGbo, solutions&
+t believes in building an entrepreneurial workforce and wants to inculcate the essentials
of an entrepreneur in all team members which are6
*4
*KK5 2aunched ++82 Cealth, Transitioned to insurance 3broking model
*KK< (cuired registration for Bousing, 8inance, S9$+ inGprinciple approval for
%utual 8und
*K1K Received inGprinciple approval for, membership of the Singapore, Colombo
Stock 9,change
9nergy6 )obody can drive a business of his own or feel like an owner unless he is gifted
with unbounded energy&
9,ecution6 +t is the difference between dreaming and making things happen& (t +ndia
+nfoline, all activities are assessed on the basis of K and 1 where K signifies work not done
and 1 signifies work completed fully and on time&
9ffort6 +t/s not the )D%$9R of hours you spend at work that matter, but the RD(2+TM
of work that you put into those hours&
9thics6 9thics pertains to the character of the person& 9very employee should understand
and fit into the culture of the organi-ation which follows a set of core values and ethics&
9,cellence6 9,cellence is all about the uality of work& +t is a matter of attitude which all
the employees should strive for&
The keywords for the strategy and planning are6 11 people and *1 technology&
"0%,& 5.5GEE.(
%r& )irmal Iain
)irmal Iain, %$( 0++%, (hmedabad1 and a Chartered and Cost (ccountant, founded
+ndia/s leading financial services company +ndia +nfoline 2td& in 1<<;, providing globally
acclaimed financial services in euities and commodities broking, life insurance and
mutual funds distribution, among others& %r& Iain began his career in 1<5< with
Bindustan 2ever/s commodity e,port business, contributing tremendously to its growth&
Be was also associated with +nuireG+ndian 9uity Research, which he coGfounded in
1<<: to set new standards in euity research in +ndia&
%r& R >enkataraman
R >enkataraman, coGpromoter and 9,ecutive #irector of +ndia +nfoline 2td&, is a $& Tech
09lectronics and 9lectrical Communications 9ngineering, ++T =haragpur1 and an %$(
0++% $angalore1& Be joined the +ndia +nfoline board in Iuly 1<<<& Be previously held
senior managerial positions in +C+C+ 2imited, including +C+C+ Securities 2imited, their
investment banking joint venture with I ! %organ of DS( and with $OC and Taib
Capital Corporation 2imited& Be was also (ssistant >ice !resident with " 9 Capital
Services +ndia 2imited in their private euity division, possessing a varied e,perience of
more than 1A years in the financial services sector&
*:
(he <oard of Directors
(part from )irmal Iain and R >enkataraman, the $oard of #irectors of +ndia +nfoline
comprises6
%r& Sat !al =hattar 0)on 9,ecutive #irector1
%r& Sat !al =hattar, G $oard member since (pril *KK1 G !residential Council of %inority
Rights member, Chairman of the $oard of Trustee of Singapore $usiness 8ederation, is
also a life trustee of S+)#(, a non profit body, helping the underGprivileged +ndians in
Singapore& Be joined the +ndia +nfoline board in (pril *KK1& %r =hattar is a #irector of
public and private companies in Singapore, +ndia and Bong =ong3 Chairman of
"uocoland 2imited listed in Singapore and its parent "uoco "roup 2td listed in Bong
=ong, a leading property company of Singapore, China and %alaysia& ( $oard member
of +ndia +nfoline 2td, "ateway #istriparks 2td S both listed S and a number of other
companies he is also the Chairman of the =hattar Bolding "roup of Companies with
investments in Singapore, +ndia, D= and across the world&
%r& )ilesh >ikamsey 0+ndependent #irector1
%r& >ikamsey, $oard member since 8ebruary *KK; G a practising Chartered (ccountant
and partner 0=himji =unverji 7 Co&, Chartered (ccountants1, a member firm of B2$
+nternational, headed the audit department till 1<<K and thereafter also handles financial
services, consultancy, investigations, mergers and acuisitions, valuations etc3 an +C(+
study group member for !roposed (ccounting Standard S 4K on 8inancial +nstruments
S Recognition and %anagement, 8inance Committee of The Chamber of Ta,
Consultants 0CTC1, 2aw Review, Reforms and Rationali-ation Committee and
+nfotainment and %edia Committee of +ndian %erchants/ Chamber 0+%C1 and +nsurance
Committee and 2egal (ffairs Committee of $ombay Chamber of Commerce and +ndustry
0$CC+1&
%r& >ikamsey is a director of %iloni Consultants !rivate 2imited, B2$ Technologies
0%umbai1 !rivate 2imited and Chairman of B2$ +ndia&
%r& =ranti Sinha 0+ndependent #irector1
%r& =ranti Sinha S $oard member since Ianuary *KK; S completed his masters from
the (gra Dniversity and started his career as a Class + officer with 2ife +nsurance
Corporation of +ndia& Be served as the #irector and Chief 9,ecutive of 2+C Bousing
8inance 2imited from (ugust 1<<5 to #ecember *KK* and concurrently as the %anaging
#irector of 2+CB82 Care Bomes 0a wholly owned subsidiary of 2+C Bousing 8inance
2imited1& Be retired from the permanent cadre of the 9,ecutive #irector of 2+C3 served
*;
as the #eputy !resident of the "overning Council of +nsurance +nstitute of +ndia and as a
member of the "overning Council of )ational +nsurance (cademy, !une apart from
various other such bodies& %r& Sinha is also on the $oard of #irectors of Bindustan
%otors 2imited, 2arsen 7 Toubro 2imited, 2+CB82 Care Bomes 2imited, "remach
+nfrastructure 9uipments and !rojects 2imited and Cinema, 0+ndia1 2imited&
"07,& <?SI.ESS :DE4 & +:RP:R5(E S(R?+(?RE
$DS+)9SS %@#92
They are a oneGstop financial services shop, most respected for uality of its advice,
personali-ed service and cuttingGedge technology& +n a nutshell, their business provides
advisory and transaction e,ecution services for the entire gamut of financial services&
Their edge is driven by their twin core competencies of6
CorldGclass research that powers their advisory services, and
CuttingGedge technology and motivated people, driving flawless online and offline
e,ecution respectively&
They cover the entire gamut of financial services, e,cept commercial banking&
+:RP:R5(E S(R?+(?RE
The +ndia +nfoline group, comprising the holding company, +ndia +nfoline 2imited and its
whollyGowned subsidiaries, straddle the entire financial services space with offerings
ranging from 9uity research, 9uities and derivatives trading, Commodities trading,
!ortfolio %anagement Services, %utual 8unds, 2ife +nsurance, 8i,ed deposits, "o+ bonds
and other small savings instruments to loan products and +nvestment banking& +ndia
*A
+nfoline also owns and manages the websites www&indiainfoline&com and
www&;paisa&com&
The company has a network of ;<A branches spread across 4:; cities and towns& +t has
more than ;KK,KKK customers&

+ndia +nfoline 2imited is listed on both the leading stock e,changes in +ndia, vi-& the
Stock 9,change, %umbai 0$S91 and the )ational Stock 9,change 0)S91 and is also a
member of both the e,changes& +t is engaged in the businesses of 9uities broking,
Cealth (dvisory Services and !ortfolio %anagement Services& +t offers broking services
in the Cash and #erivatives segments of the )S9 as well as the Cash segment of the $S9&
+t is registered with )S#2 as well as C#S2 as a depository participant, providing a oneG
stop solution for clients trading in the euities market& +t has recently launched its
+nvestment banking and +nstitutional $roking business&
( S9$+ authori-ed !ortfolio %anager3 it offers !ortfolio %anagement Services to clients&
These services are offered to clients as different schemes, which are based on differing
investment strategies made to reflect the varied riskGreturn preferences of clients&
India Infoline edia and Research SerBices 4imited
The content services represent a strong support that drives the broking, commodities,
mutual fund and portfolio management services businesses& Revenue generation is
through the sale of content to financial and media houses, +ndian as well as global&
+t undertakes euities research which is acknowledged by none other than 8orbes as J$est
of the CebJ and JFa must read for investors in (siaJ& +ndia +nfolineJs research is available
not just over the internet but also on international wire services like $loomberg 0Code6
++221, Thomson 8irst Call and +nternet Securities where +ndia +nfoline is amongst the
most read +ndian brokers&
+ndia +nfoline Commodities !vt& 2imited&
+ndia +nfoline Commodities !vt& 2imited is engaged in the business of commodities
broking& @ur e,perience in securities broking empowered us with the reuisite skills and
technologies to allow us offer commodities broking as a contraGcyclical alternative to
euities broking& Ce enjoy memberships with the %CP and )C#9P, two leading +ndian
commodities e,changes, and recently acuired membership of #"CP& Ce have a multiG
channel delivery model, making it among the select few to offer online as well as offline
trading facilities&
*?
+ndia +nfoline %arketing 7 Services
+ndia +nfoline %arketing and Services 2imited is the holding company of +ndia +nfoline
+nsurance Services 2imited and +ndia +nfoline +nsurance $rokers 2imited&
0a1 India Infoline Insurance SerBices 4imited is a registered Corporate (gent with the
+nsurance Regulatory and #evelopment (uthority 0+R#(1& +t is the largest Corporate
(gent for +C+C+ !rudential 2ife +nsurance Co 2imited, which is +ndiaJs largest private
2ife +nsurance Company& +ndia +nfoline was the first corporate agent to get licensed by
+R#( in early *KK1&
0b1 India Infoline Insurance <ro/ers 4imited is a newly formed subsidiary which will
carry out the business of +nsurance broking& +t has applied to +R#( for the insurance
broking licence and the clearance for the same is awaited& !ost the grant of license, it
proposes to commence the general insurance distribution business&
+ndia +nfoline +nvestment Services 2imited
Consolidated shareholdings of all the subsidiary companies engaged in loans and
financing activities under one subsidiary& Recently, @rient "lobal, a SingaporeGbased
investment institution invested DS# ?A&? million for a **&;N stake in +ndia +nfoline
+nvestment Services& This will help focused e,pansion and capital raising in the said
subsidiaries for various lending businesses like loans against securities, S%9 financing,
distribution of retail loan products, consumer finance business and housing finance
business& +ndia +nfoline +nvestment Services !rivate 2imited consists of the following
stepGdown subsidiaries&
0a1 India Infoline Distribution +ompany 4imited 0distribution of retail loan products1
0b1 oneyline +redit 4imited 0consumer finance1
0c1 India Infoline 2ousin! -inance 4imited 0housing finance1
II-4 (5sia) PriBate 4imited
++82 0(sia1 !rivate 2imited is wholly owned subsidiary which has been incorporated in
Singapore to pursue financial sector activities in other (sian markets& 8urther to obtaining
the necessary regulatory approvals, the company has been initially capitali-ed at 1 million
Singapore dollars& +t has been awarded with the J<ES( <R:9ER I. I.DI5I by
-inance 5sia +ountry for the year Iune/K?G %ay/K5&

+:RP:R5(E S(R?+(?RE
*5
(he aboBe chart depicts only the major subsidiaries of the +ompany0 :ther
subsidiaries include India Infoline 2ousin! -inance 4imitedK India Infoline
+ommodities3 D++3 Dubai and oney line +redit PriBate 4imited&

*<
"0',&:RG5.I>5(I:. S(R?+(?RE
"08,& PR:D?+(S 5.D SER=I+ES
They are a oneGstop financial services shop, most respected for uality of its advice,
personali-ed service and cuttingGedge technology&
4K
EL?I(IES6
+ndia +nfoline provided the prospect of researched investing to its clients, which was
hitherto restricted only to the institutions& Research for the retail investor did not e,ist
prior to +ndia +nfoline& +ndia +nfoline leveraged technology to bring the convenience of
trading to the investor/s location of preference 0residence or office1 through computeri-ed
access& +ndia +nfoline made it possible for clients to view transaction costs and ledger
updates in real time&
PS6
@ur !ortfolio %anagement Service is a product wherein an euity investment portfolio is
created to suit the investment objectives of a client& Ce at +ndia +nfoline invest your
resources into stocks from different sectors, depending on your riskGreturn profile& This
service is particularly advisable for investors who cannot afford to give time or donJt have
that e,pertise for dayGtoGday management of their euity portfolio&
RESE5R+26
Sound investment decisions depend upon reliable fundamental data and stock selection
techniues& +ndia +nfoline 9uity Research is proud of its reputation for, and we want you
to find the facts that you need& 9uity investment professionals routinely use our research
and models as integral tools in their work&
They choose 8ord 9uity Research when they can clear your doubts&
+::DI(IES6
+ndia +nfoline/s e,tension into commodities trading reconciles its strategic intent to
emerge as a oneGstop solutions financial intermediary& +ts e,perience in securities broking
has empowered it with reuisite skills and technologies& The Company/s commodities
business provides a contraGcyclical alternative to euities broking& The Company was
among the first to offer the facility of commodities trading in +ndia/s young commodities
market 0the %CP commenced operations only in *KK41& (verage monthly turnover on the
commodity e,changes increased from Rs K&4: bn to Rs *K&K* bn& The commodities
market has several products with different and nonGcorrelated cycles& @n the whole, the
business is fairly insulated against cyclical gyrations in the business&
:R(G5GES6
#uring the year under review, +ndia +nfoline acuired a ?;N stake in %oneytree
Consultancy Services to mark its foray into the business of mortgages and other loan
products distribution& The business is still in the investing phase and at the time of the
acuisition was present only in the cities of %umbai and !une& The Company brings on
41
board e,pertise in the loans business coupled with e,isting relationships across a number
of principals in the mortgage and personal loans businesses& +ndia +nfoline now has plans
to roll the business out across its panG+ndian network to provide it with a truly national
scale in operations& The employees who are undergraduates or are hired on a test basis
are taken on .(/ Code 0%oneytree1 and the employees who are graduates are taken on a
company/s payroll i&e& on .C/ Code 0+ndia +nfoline1&
2:E 4:5.S6
"et e,pert advice that suits your needs
2oan against residential and commercial property
9,pert recommendations
9asy documentation
Ruick processing and disbursal
)o guarantor reuirement
PERS:.54 4:5.S6
8reedom to choose from four fle,ible options to repay
9,pert recommendations
9asy documentation
Ruick processing and disbursal
)o guarantor reuirement
I.=ES( :.4I.E6
+ndia +nfoline has made investing in %utual funds and primary market so effortless& (ll
you have to do is register with us and that/s all& )o paperwork no ueues and )o
registration charges&
I.=ES( I. -6
+ndia +nfoline offers a host of mutual fund choices under one roof, backed by inGdepth
research and advice from research house and tools configured as investor friendly&
5PP4A I. IP:s6
Mou could also invest in +nitial !ublic @ffers 0+!@/s1 online without going through the
hassles of filling any application form' paperwork&
4*
SS6
0Stay connected to the market1
The trader of today is constantly on the move so it is vital for him to stay connected to the
market while on the move by subscribing to +ndia +nfolineJs Stock %essaging Service and
get %arket on your %obile&
There are three products under S%S Service6
%arket on the move
$est of the lot
>(S 0>alue (dded Service1
I.S?R5.+E6
(n entry into this segment helped complete the client/s product basket3 concurrently, it
graduated the Company into a oneGstop retail financial solutions provider& To ensure
ma,imum reach to customers across +ndia, it has employed a multi pronged approach and
reach out to customers via its )etwork, #irect and (ffiliate channels& 8ollowing the
opening of the sector in 1<<<G*KKK, a number of private sector insurance service
providers commenced operations aggressively and helped grow the market&
The Company/s entry into the insurance sector derisked the company from a predominant
dependence on broking and euityGlinked revenues& The annuity based income generated
from insurance intermediation result in solid core revenues across the tenure of the policy&
"0*,& Problems 6ithin the or!aniMation
0i1 There is a lack of understanding amongst employees 7 B@#/s regarding the process
of appraisal system& Bence the employees and their B@#/s should be given proper
training to understand the importance of performance appraisal&
0ii1 There is a lack of interest in employees for attending the training program &+n order to
overcome this, efforts should be made to make the training program interesting&
0iii1 Records including the candidate information sheet and references are assembled
manually on papers& 9fforts should be made to handle this process electronically right
from the commencement to the final step&
44
0iv1 Sometimes the interviewees are left waiting for a lot of time, which hampers their
image about the company 7 its functioning& Bence, the waiting time should be reduced
by increasing the number of BR personnel at the time of interview&
"0E,& +ompetition Information
RE4IG5RE
( diversified financial services group with a panG+ndia presence and presence in
multiple international locations, Religare 9nterprises 2imited 0HR92H1 offers a
comprehensive suite of customerGfocused financial products and services targeted at retail
investors, high net worth individuals and corporate and institutional clients&
R92, along with its joint venture partners, offers a range of products and services in
+ndia, including asset management, life insurance, wealth management, euity and
commodity broking, investment banking, lending services, private euity and venture
capital& Religare has also ventured into the alternative investments sphere through its
holistic arts initiative and film fund&
I.DI5<?44S
+ndiabulls is one of the top +ndian business houses with business interests in real estate,
infrastructure, financial services, securities, retail, multiple, and power sectors& "roup
companies are listed in +ndian and overseas financial markets& +ndiabulls was founded by
Sameer "ehlaut, Rajiv Rattan and Saurabh %ittal who are engineering graduates from the
+ndian +nstitute of Technology in #elhi&
+ndiabulls has been conferred the status of a $usiness SuperbrandE by The $rand
Council, Superbrands +ndia
S25RE925.
Share khan is online stock trading company of SS=+ "roup, provider of +ndiaGbased
investment banking and corporate finance service& Share=han is one of the largest stock
broking houses in the country& S&S& =antilal +shwarlal Securities 2imited 0SS=+1 has been
among +ndia/s leading broking houses for more than a century&


4:
"0F,& S;:( 5nalysis
Stren!ths,
Barmonious relationship between %anagement and 9mployees&
+nternal trade union for decades&
2ow employee turnover&
Strong sense of +)#+( +)8@2+)9 values at all levels
;ea/nesses,
Surplus manpower
Resistance to change
Bigher age of employees
2ess (ccountability
:pportunity,
(mple scope for the product diversification
@pportunity for top performers to move across group companies
>ast potential in tapping new sales territories&
(hreats,
Severe competition from the e,isting competitors
The Company may lose highly trained staff to its competitors

4;
+25P(ER %
1:< DES+RIP(I:. & -?.+(I:.54 PR:-I4E
anpo6er Plannin!3 Recruitment3 Selection & Induction are collectiBely called as
DProcurement of PeopleC
$0 anpo6er Plannin!
%anpower planning is the process by which an organi-ation ensures that it has the right
number 7 right uality of people at the right place 7 at the right time&E
%anpower !lanning makes for different purposes at #ifferent 2evels&&&
)ational
SectorGwise
+ndustry wise
+ndividual unit based&
Determinin! anpo6er Requirements6
%anpower reuirements are determined by the supply against the predicted demand and
looking for manpower in future& This would give the number of people to be recruited or
made redundant and will form the basis for manpower plan&
:bjectiBes,
@ne of the fundamentals objectives of a manpower plan for a manager is its utility as a
planning control techniue &The purpose of having a manpower planning either in short
run or in the long run is to have a estimate of the number of employees reuired with
matching skill reuirements to accomplish organi-ational goals&
+t is determined on the following basis in an organi-ation6
@rgani-ation Chart
(ttrition
Restructuring
4A
#iversification
9,pansion
(dvantages
%aintains right no& of people
%onitors e,cess 7 deficit
9stimates of Total, temporary 7 permanent people
%aleGfemale work force ratio
#etermines trend of promotions, transfers 7 dismissals
Belps in determining attrition
Check status of recruitment pool
$oosts "eographical mobility of labour
8acilitating smooth working even after e,pansions, mergers, diversification etc
Belps in recogni-ing training reuirements
!rovides support in career development of employee
4?
"0 Recruitment
%eaning6 Recruitment is the process of identifying sources for prospective candidates
and encouraging them to apply for a particular job or jobs in an organi-ation&
!urpose6 The aim of recruitment is to develop and maintain adeuate manpower
resources upon which an organi-ation can depend& +t involves seeking and attracting a
pool of people from which ualified candidate for job vacancies can be chosen&
)ature6 +t is a DPositiBe ProcessC because it encourages people to apply and is
concerned with adding more and more people to the pool&
S:?R+ES :- RE+R?I(E.(,
I.(ER.54 S:?R+ES
0i1 Transfers 7 !romotions
Sometimes employees are availed in the company by internally moving them from
one department to other, one branch to other 0transfers1, or at higher levels in the
hierarchy 0promotions10
0ii1 ReGemployment
!eople who have worked with the company can be brought in again depending on the
situation& +n this case it also becomes very easy to track these people as their records
already e,ist with the company&
45
+nternal Sources 9,ternal Sources
E@(ER.54 S:?R+ES
0i1 (dvertisements
( well thought out and planned advertisement for an appointment reduces the
possibility of unualified people applying& @rganisations often spend large amounts of
money and time in shifting and processing applications&
0ii1 9mployment e,change and agencies
9mployment e,changes, with branches in the most cities can also generate
applications& Their main functions are registration of job seekers and their placement
in notified vacancies&
+n addition to government agencies, there are several private employment agencies
especially retained by organi-ations at certain fee, usually to select personnel for
supervisory and higher levels&
0iii1 !resent employees 0Referrals1
>ery often, selection has to be made from within the organi-ation because of contracts
with unions 7 officers (ssociations&
0iv1 #eputation
(nother source of recruitment is deputation from other organi-ation& Since the person
possess certain abilities useful to another organi-ation& Be is deputed to it for a
specified duration& #eputation is useful because it provide ready e,pertise&
0v1 Campus Recruitment
Some organi-ation has recently started visiting college campuses for recruitment
purpose&
0vi1 Cord of %outh
+ndian organi-ation also practiced the word of mouth method of recruitment present
employees tell and acuaintance of the vacancies in the company& (nother form of
recruitment is employee pinching&
0vii1 !oaching
4<
+t is the infamous act of attracting competitor/s employees in to your company by
offering a better salary package or other attractive opportunities&
%0 Selection
%eaning6 +t refers to the process of offering jobs to one or more applicants from the
applications& "reat attention has to be paid to the selection because it means
establishing the best fitE between job reuirement on one hand and candidates
ualification on the other hand&
!urpose6 To select the most suitable candidates from among the applicants keeping in
view the job analysis information&
)ature6 +t is a D.e!atiBe ProcessC in the sense that it involves rejection of unsuitable
or less suitable candidates&
:K
-i!0 Process of Selection
InterBie6 (the most common tool for Selection),
+t consists of interaction between interviewer and the applicant& +f handled properly, it
can be powerful techniue in achieving accurate information and getting e,cess to
material otherwise unavailable&
: =inds of +nterviews for Selection have been identified6
1& Preliminary interBie6G these interviews are the preliminary screening of the
applicant to decide whether a more detailed interview will be worthwhile&
*0 Stress interBie6& +t is the deliberate attempt to create pressure to observe how an
applicant performs under stress& +t helps to demonstrate candidate/s personality&
:1
Screening +nterview
(pplication $lank 7 Scrutiny
Selection Tests
Selection +nterview
Dse of References
!hysical 9,amination
Select
in
Select
in
Select
Select
in
Select
in
Select
in
Reject
@ut
Reject
@ut
Reject @ut
Reject
@ut
Reject
@ut
Reject
@ut
8inal #ecision on basis of
Bighest Score @btained by
an (pplicant
40 Depth interBie6G +t goes into the complete life history of the applicant& +t is costly
and time consuming&
:0 Patterned interBie6G They are combination of direct and indirect uestioning of
the applicant& This interview also encourages the candidate to e,press the relevant
information freely&
:*
Induction or :rientation
+t is the process of introducing the new employee to the job and the organi-ation& +t is
also a process of sociali-ing the new employee with his fellow employees, superiors
and subordinates&
:bjectiBes
%ake the new employee feel acuainted to the company/s business,
procedures and processes&
To give inputs to the individual about his'her privileges as an employee and
duties that accompany them
To familiari-e the new employee with various functions at metropolitan
To help define the individual role in the organi-ation
5dBanta!es
9nables employee to settle in the company and become productive
9nsures that entrants are highly euipped ,prepared and motivated
(ssists in reducing staff turnover, costs associated with recruitment, training,
lost productivity
%0$,&End to End Recruitment Process (5ctual) in India Infoline
Recruitment or !rocurement of peopleE !rocess T
anpo6er Plannin! NO Recruitment NOSelection NO Induction
+t is one of the most imperative and innate process of BR#&
+ndia +nfoline operates from different locations but its employees are being managed
from the Centrali-ed B@& 8or strengthening its backbone the company has a very well
built recruitment system weaved on strong and reliable processes&
:4
$0 5.P:;ER P45..I.G
%anpower !lanning in +ndia +nfoline is structured on the following 4 !arameters6
ChenU
ChyU
BowU
(ime InterBal 0CB9)U1
+t means the periodicity or the time intervals at which the %anpower !lanning takes
place&
0i1 Continuous $asis
This type of planning keeps on happening on a regular basis 0may be weekly or
monthly1 wherein the recruitment reuirements keep on flowing simultaneously to the
recruitment team from different departments
0ii1 Scheduled $asis
+n the beginning of every year the %anagement forecasts the %anpower reuirement
of the whole organi-ation, based on certain information like the branches they to be
opened in different locations in the current year ,the daily activities 0Cork load1, the
facility to be provided to assist clients, and the new activities ' new products to be
launched&
0iii1 @n the @ccurrence of an 9vent' Change
+f the company is planning to undergo some kind of change 0e,pansion, restructuring
or diversification1 then they would need to plan accordingly if this particular change
does not fall in the Mearly Schedule of %anpower !lanning&
(he <asis 0CBMU1
::
+t refers to the reasons, criteria or the basis for the manpower planning being done in
the company&
0i1 @rgani-ation Chart
+t is a flowchart' tree representation containing the information of the minimum
positions reuired to function the organi-ation effectively and efficiently&
So, the organi-ation first looks at filling in these minimum reuired positions and then
looks at other reuirements&
0ii1 (ttrition
The BR (udit team maintains the numbers such as6
!eople leaving every month
!eople joining every month
Total head count at the beginning of the month
Total head Count at the end of the month
@n the basis of this data attrition is calculated every month with the help of following
formula6
5ttrition Ratio P Q(:penin! 2+&+losin! 2+)):penin! 2+RS $##
The trend in the attrition rate is studied for a period of time which supports the basis
for manpower planning&
0iii1 9,pansion
Chen the company decides to undergo large scale operations in the same business
they need more than e,isting workforce to carry out the increased set of activities,
which becomes a basis for manpower planning&
0iv1 #iversification
Chen the company decides to e,pand or grow by adding a new type of business to
their e,isting business profile then the company is diversifying and needs e,tra people
from that field to run the business&
:;
0v1 Restructuring
Chen company undertakes some right si-ing or downsi-ing or anything else then the
company reuires a sound manpower plan for doing it effectively&
(he Process 0B@CU1
+t means how this planning is done&
+t is done at the corporate levelE and not at the BR# level& The !lanning includes the
top heads of all the departments including the BR head and recruitment head&
:A
"0 RE+R?I(E.( & SE4E+(I:.
RE+R?I(E.(
+t includes reuisition from the branches communicated to recruitment team wherein
the entire manpower reuirement has to go through Buman Resource #epartment&
The monthly reuirements are sent by the $ranch head, gets approved by Regional
Bead')ational sales Bead before being sent to the recruitment team&
The branch head sends the reuirements with the following details6
)o& of reuirements specified with positions and departments
Iob description
The ualification, personality, location, e,perience reuirements and also the
salary to be paid&
Drgency 2evel 0i&e& 2ow, %edium, Bigh1
The reuisitions are filled in on the basis of their urgency levels&
:?
Reuisition from $ranches
communicated to Recruitment
Team
Sources of Recruitment
Sourcing 7 Selection !rocess
@n $oarding
2i!hG !erson very urgently reuired, it means T(T 0turn around time1 is *G4 days&
Such reuisition will be filled above all other reuirements&
ediumG !erson reuired urgently but not as urgent as the high level reuirement, it
means T(T is ?G1K days& Such reuirement will be filled after filling the high level
reuirements&
4o6G !erson reuired but not urgently, it means T(T is around 1;G*K or more days&
Such reuirements will be filled after the high and medium level reuirements&
$ranch Bead then finally sends the reuisitions to Recruitment Team i&e& the
Recruitment Bead located in %umbai or may directly send to the sourcing Team in
#elhi')oida $ranch depending on the situation&
Sources of Recruitment
Recruitment Team decides out of the following Sources of Recruitment
(i) 1ob Portals
This is the most largely used source by the +ndia +nfoline Recruitment Team& +ndia
+nfoline has a tieGup with * portals from which the most commonly used is
www&naukri&com
Payment made to the 1ob Portal,
( Iob portal normally charges between Rs& 1KKKKKG1;KKKK from the company for the
duration of one year& #uring this period the company can download any no& of
resumes from the website which means it provides for unlimited use&
The !ortal provides the company with a uniue 2ogin )ameE and !asswordE
through which the company can use the !ortal&
?ses of portals,
The company uses this portal to
!ost Reuirements through the !@ST R9SD%9E
Search Resumes with the R9S#9PE feature on the naukri portal
:5
(ii) +onsultants
Consultants are normally used in * cases6
Chen there is a shortage of good uality resumes on the portal
Chen the reuirement includes senior posts like B@#, >!, 9>! etc
Process for empanellin! consultants for India Infoline
9very Consultant has to agree on the company/s terms and conditions&
They need to send their company profile, and the signed copy of the agreed
vendor form&
Consultants are judged on the basis of their performance in the trial period 7
the uality of C>s they send in order to maintain future contracts with them&

+onsultantIs fee chart
!articulars N of CTC Service Ta,
9,perience up to ; yrs 5&44 1*&*:
9,perience b'w ;G5 yrs 1K&44 1*&*:
9,perience more than 5 yrs 1*&44 1*&*:

Process of payment of consultantIs fee
@nce the person is finali-ed, the Consultant gets in touch with Recruitment
Team, but payment is made only after the candidate has completes 4 months in the
organi-ation&
Receiving invoices from consultants against the placements of their candidates
in +ndia +nfoline family&
!roviding bills to Recruitment team member for checking details through
focus' duplicacy check up
!rovision of the bills by the team members with candidate details 0checked
through focus1
(pproval mail from branch manager
"etting cheues against the bills
"iving cheues to team member for dispatching&
"etting %+S of replacement 'pending payment on weekly basis&
:<
!rovision of invoices to the team members for cross verification by branch
manager and T2
Cross verification of the employee/s joining
!rovision of the bills by a team member with candidate details 0checked
through 8ocus1 and an approval mail from branch
"etting cheues against the bills
"iving cheues to the team members for dispatching
Sending report for payment done on daily basis
Sending %+S of pending payment to recruitment T2 on weekly basis
+onditions Settled 6ith +onsultants
!ayment will be made to the consultants after the candidate
completes 4 months with the company
+n case the employee leaves the company before completing 4 months in the
company then the consultancy will have to provide a replacement for him
+n the above cases if the employee leaves within 1 month, the payment of the
consultant will be withheld and if he leaves after 1 month and before
completion of 4 months then his further payments due in the company will be
withheld
(iii) +ampus Placement
9very year the @rgani-ation hires from Campus !lacement&
The recruitment team decides the campuses to visit
The campus placement starts from )ovember to 8ebruary every year
#ifferent colleges get in touch with +ndia +nfoline recruitment team&
+ampus Placement Process
Communicating with different colleges for the placement
Coordinating between branches and the colleges followed with chalking out
;K
dates to finali-e the interview dates
Conducting campus interviews and filtering the candidates
!roviding a list of filtered candidates to the branch head for final round of
interview
Collecting the list of finally selected candidates
Serving the filtered candidates to the respective branches
(iB) Employee Referrals
+ndia +nfoline welcomes references given by its e,isting employees& +t forms a sound
source of recruitment&
(B) 5dBertisement
+t is also used for certain types of positions depending on the reuirement
5ssi!nin! 6or/ to (eam embers
The Total no& of Reuirement to be filled are assigned by the Recruitment
Bead 0situated in %umbai1 to the Recruitment Team in #elhi')oida branch
The Team then decides the reuirements to be worked on first and hence forth
depending on the specified urgency 2evel 0i&e& high, medium, low1
Then the reuirements to be worked upon are divided among team members on the
basis of * factors
(bility of the recruitment team member to handle a particular reuirement
Seniority of the reuirement being worked upon
0vi1 ;al/&Ins 0this is need based16 Calk V+n drive is initiated in case the demand for
man power gets beyond control&
;1
SE4E+(I:.
+t comprises of the following steps6
0i1 The recruitment team shortlists or screens the Resumes 0from the decided Source
of Recruitment1 matching them up with the I# 0Iob #escription1 provided& This falls
in the daily activity of the recruitment team&
0ii1 These short listed resumes are forwarded to the concerned departments or to the
concerned departments in the concerned branches for further short listing &The person
who has the reuirement scrutinises the resumes more specifically 0closer to the
reuirement1 and hence minimises e,tra time, effort money being wasted on the
company/s and the candidate/s part
!lacement ratio 0i&e& Resumes to be forwarded per Reuirement1 to be achieved by the
recruitment team is 4 per Reuirement&
0iii1 Receiving back the further short listed resumes and calling up the candidates to
ask for their availability 0willingness for the job1 and finali-ing the list of willing
Candidates
Rounds of InterBie6s
&&(elephonic InterBie6,
Screening is done by calling the candidates
Screened candidates are then lined up on a particular date by calling them up
The candidate arrives 7 fills up a Candidate +nformation SheetE and a Reference
8ormE
&&;ritten (est 0where reuired1
Chen candidates arrive in the company a written test is taken in the BR#
itself for departments where reuired 0like accounts, +T etc1
&&InterBie6
These candidates are then made to face the 1
st
face to face interview
;*
Then candidates are further short listed on the basis of the telephonic
interview and the 1
st
round of interview
Resumes of selected candidates are shown to the #epartment Beads from
where the reuirements have flown in
(vailability of time is then discussed with them to coGordinate the
interview
#ate and time with the selected candidates
The candidates are then called and lined for the final interviews with the
concerned department heads
&&-inal InterBie6
The final interviews are then conducted in the respective departments and the final list
of selected candidates is prepared on the basis of final interview&
0v1 Reference Check
( reference check is made for the employee selected from the references
specified in the reference form filled by the candidate
Checking whether the candidate selected has applied for any job in +ndia
+nfoline earlier or not 0as a person rejected earlier in the company/s selection
process cannot be selected before A months1
0vi1 @ffer
@ffer letter is issued to the people selected
0vii1 Recruitment Tracker
9very week the team 2eader prepares the Recruitment Tracker, which
gives the status of the open and closed positions&
;4
:n& <oardin!
0i1 (ppointments
+f the candidate accepts the offer given by the company within the time specified he is
onGboarded and issued the appointment letter including all the Terms 7 Conditions of
employment and the Salary $reakGDp attached along with it&
0ii1 Ioining
The Ioining team then takes up the employee/s case and e,ecutes all his joining
process including obtaining his documents, employee code generation, eGmail id
generation etc&
0iii1 Dpdating the %+S
The joining team provides all the data and documents obtained from the candidate and
update all the information in the %+S maintained by the #ata Dpdation Team&
0iv1 @pening of $ank a'c and other details regarding salary processing
;:
%0 I.D?+(I:.
(fter the employee is onGboarded and has joined he needs to be introduced to the
organi-ation, his work environment and his colleagues&
!reG Ioining
The !reGIoining formalities are taken care by the Ioining Team
!ostG Ioining
(fter the employee has been onGboarded and has joined he is forwarded to the
concerned department by the Recruiting %anager from the BR# where he is
introduced to the organi-ation, work environment and his colleagues&
Be is attended by his reporting manager in the concerned department
Be is then taken through T(R 0take a round1 in the department where he is
introduced to the employees of the department
Be is given a separate area of work 0including his !C, stationery, etc1
Be is informed about the company/s normal routine as well as specific
guidelines
Be is also made to read 0if reuired1 the writeGups concerned with his work
area
Be is also supported by the Reporting %anger for some time for all kinds of
help
;;
Summary of the End to End Recruitment Process in India Infoline
;A
Recruitment
team decides the
sources of data
(ssigning work to
team members
0BR1
$ank (ccount and
other details
reuired for
Salary !rocessing
Conducting
Telecoms 7
!&+nterviews
Short
2isting
Resumes
8orwarding Resumes
to Concerned #ept&
for Short 2isting
Receiving back the
short listed Resumes
+nuiring availability
of these candidates
via !hone
8inal round
managers
2ining up for
+nterviews
8inal
Selection
Reference Checks
@ffers
@n $oarding
(ppointments
Ioining
Dpdating the
BRG%+S
9mployee code
"eneration 9Gmail
generation
+nduction
"etting
reuirement from
$ranch
%0",& Recruitment 2ierarchy in India Infoline
+nterface of Recruitment 8unction with other #ivisions
+25P(ER7
;?
(%G T7#
#elhi
(%G T7#
#elhi
(%G Recruitments 08!#1
#elhi
(%G Recruitments
0)onG8!#1
)oida
>!G Recruitments
0%umbai1
Sr& %anager V Recruitments W
)orthW
Recruitment
Ioining @ffers
BR (udit
Training
7 #evelopment
(ppointments
4E5R.I.G E@PERIE.+E & I.SIG2(S G5I.ED
Buman %anagement resource approaches within any business organisation are
focused on meeting corporate objectives and reali-ation of strategic plans through
training of personnel to ultimately improve company performance and profits
09orsten3 "##%1
Buman Resource %anagement theories focus on methods of recruitment and selection
and highlight the advantages of interviews, general assessment and psychometric
testing as employee selection processes& The recruitment process could be internal or
e,ternal or could also be online and involves the stages of recruitment policies,
advertising, job description, job application process, interviews, assessment, decision
making, legislation selection and training 09orsten "##%3 1ones et al3 "##81
RE+R?I(E.(
!eople are integral part of an organi-ation& Recruitment and selection forms the
foundation of the core activities and processes underlying human resource
management and such activities include the acuisition, training and development,
and rewarding performance of workers (Gilmore3 and ;illiams3 "##F)& )o
organi-ation can run in the absence of its human resources&
The success and sustainability of most organi-ations is directly proportional to skills
and competencies of the employees& 9ually, the entry point into any organi-ation is
dependent on the effectiveness of the recruitment and selection practices of the hiring
team within the organi-ation& +n today/s highly competitive and comple, world choice
of apt person at the right place and right time is vital for an organi-ation/s functioning&
( well selected employee would not only facilitate efficient running of the
organi-ation but also offer potential for future& Thus in such environment hiring
becomes an important function& The process of hiring commences from human
resource planning 0BR!1 with the help of which we can determine the manpower
reuirements of a company& Iob (nalysis and Iob #escription helps in specifying the
kind of people reuired in organi-ation and hence hiring& The hiring function is
ongoing and stops only when an organi-ation ceases to e,istE
;5
eanin! of Recruitment
(ccording to Ed6in <0-lippo Recruitment is the process of searching the candidate
for employment and stimulating them to apply for jobs in the organi-ation& 08lippo,
1<5:1E& +t is the activity which links the employer and job seekers&
(ccording to Aoder, Recruitment is a process to discover the sources of manpower
to meet the reuirements of the staffing schedule and to employ effective measures for
attracting that manpower in adeuate numbers to facilitate effective selection of an
efficient working force&E
Thus, we can say that6
Recruitment is the activity that links the employers and the job seekers&
+t is a process of finding and attracting capable applicants for employment&
+t 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&
+t is the process to discover sources of manpower to meet the reuirement of
staffing schedule and to employ effective measures for attracting that
manpower in adeuate numbers to facilitate effective selection of an efficient
working force&
Recruitment of candidates is the function preceding the selection, which helps
to create a pool of prospective employees for the organi-ation so that the
management can select the right candidate for the right job from this pool& The
main objective of the recruitment process is to e,pedite the selection process&
Recruitment is a continuous process whereby the firm attempts to develop a
pool of ualified applicants for the future human resources needs even though
specific vacancies do not e,ist& Dsually, the recruitment process starts when a
manger initiates an employee reuisition for a specific vacancy or an
anticipated vacancy
;<

SE4E+(I:.
Selecting a suitable candidate can be the biggest challenge for any
organisation& 5ccordin! to Dale Aoder & HSelection is the process in which
candidates for employment are divided into * classes G those who are to be offered
employment and those who are not&H The success of a sales organisation largely
depends on its staff& Selection of the right candidate builds the foundation of any
organi-ationJs success and helps in reducing turnovers&
(ccording to 01ean 0 <arclay3 Glas!o6 +aledonian ?niBersity3 $FF*)
+nterviewing is still the most commonly used method of selection in employment, in
spite of the fact that many studies have shown it to be a very flawed techniueE
Chile some human resource managers are aware of the interview/s shortcomings,
they nevertheless believe it to be effective in their own e,perience 09umra and
<eech3 $FF71&
+nterviewers maintain great faith and confidence in their own judgements and create
an illusion of validityE 0Einhorn and 2o!arth3 $F*E1
+nterviewers can influence applicants/ job choices by increasing the perceived
attractiveness of the job, not just by indicating obvious factors such as salary, but also
through more indirect signallingE 0Rynes3 $FEF1
!ractitioners therefore need to be aware of the dual purposes of applicant attraction
and selection in interviewing 0Eder3 $FEFK (o6nley3 $FF$1
$ehavioural interviews are based on the principle that the best predictor of future
behaviour is past behaviourE 0Green and 2or!an3 $FE"1& (nother perspective
suggests that psychologists overemphasise the importance of assessmentE in the
selection procedure 02erriot3 $FE*3 $FEF1
Though there is no fool proof selection procedure that will ensure low turnover and
high profits, the following steps are given by Dale Aoder to make up the selection
process for the right sales personnel&
AK
Pre InterBie6 Screenin! & Preliminary InterBie6
This is generally the starting point of any employee selection process& !re +nterview
Screening eliminates unualified applicants and helps save time& (pplications
received from various sources are scrutini-ed and irrelevant ones are discarded&
( preliminary +nterview may be conducted as well&
+hec/in! References
%ost application forms include a section that reuires prospective candidates to put
down names of a few references& References can be classified into G former
employer, former customers, business references, reputable persons& Such
references are contacted to get a feedback on the person in uestion including
his behaviour, skills, conduct etc&
+redit +hec/s
%any Companies check the financial condition of a prospective employee& +f a person
faces the burden of heavy loan or debt, a prospective employer would want to know
that&
(ests
#ifferent types of tests are conducted to evaluate the capabilities of an applicant, his
behaviour, special ualities etc& Separate tests are conducted for various types of jobs&
Physical EGamination
+f all goes well then at this stage physical e,amination is conducted to make sure that
the candidate enjoys sound health and does not suffer from any serious ailment&
1ob :ffer
The candidate who clears all the steps is finally considered right for a particular job
and is presented with the job offer& (n applicant can be dropped at any given stage if
considered unfit for the job& @nly after successfully clearing all the hurdles, an
applicant can enjoy the feeling of being selected for a particular job&
A1
A*

RE+R?I(E.(S 25.D4ED D?RI.G I.(ER.S2IP
#uring the course of internship, + encountered an erratic flow of recruitment
reuirements& This was probably due to the huge recruitment reuirements of the
organi-ation !() +ndia and high attrition rate of the financial industry& ++82 has
diversified itself into many non banking financial areas& Bowever + was able to source
candidates for the following profiles&
11 Relationship %anager 0R%1, Sales %anager0S%1, Team %anager 0T%1 in
financial product distribution 08!#1 like +nsurance, %utual fund, euity 2oans for
#elhi')CR,Chandigarh, 2ucknow, =anpur, Iaipur&
*1 R%, S%, T% in )on 8!# sector like Real estate and 9uity for 2ucknow, Iaipur
41 Sub G $rokers 0euity1 for the alternate channel for #elhi
:1 BR e,ecutives 0+nsurance1 for )oida $ranch
;1 9uity #ealers for Iaipur 7 2ucknow
(ll the above profiles had their own criteria for selection which depended upon their
uniue Iob descriptions 0I#1& &Candidates were sourced according to their I# and
further + was reuired to follow up with them till their selection or rejection&
$elow are the steps that were involved for the end to end recruitment of a candidate,
which can be well described by taking an e,ample
A4
IDE.(I-I+5(I:. :- =5+5.+A
Chen + joined +ndia +nfoline 2td as a summer intern, the recruitment for 2R&
<usiness Partner had already started& BR $usiness partner is a senior officer grade
profile resembling the job responsibilities of a generalist profile& Ce were only
looking for candidates who were e,perienced in BR Recruitments in $8S+ sector& +
had to find the resumes by searching on portals like www&naukri&com and
www&timesjob&com & (fter the training provided, + was all set to search appropriate
candidates for the profile&
PREP5R5(I:. :- 1:< DES+RIP(I:. (1D) 5.D PERS:.
SPE+I-I+5(I:.
+n order to search the apt candidates, understanding the job description and
specification is e,tremely vital& )o candidate appears for an interview without going
through the I# properly& + was provided with the job description of the profile by my
mentor& Ce reuired post graduates in BR with minimum 4 years of e,perience in
$8S+ recruitments
+= S+REE.I.G (2R:?G2 1:< P:R(54S
The ne,t step was screening of appropriate resumes through Resede,& Resede, is a
portal form which is filled in order to filter the search according to preference of
position and the company& +t has various type of searches e,6G intello search,
advanced search 7 manual search&
+544I.G (2E +5.DID5(ES
(fter shortlisting, the calling process started, and all the shortlisted candidates were
given a call& (fter taking their BR rounds the appropriate candidates if interested were
informed about the date, time and venue of the interview&
@rgani-ing and aligning candidates for interviews, giving dates to the candidates,
scheduling their interview, maintaining e,cel sheets for evaluation was done me and
A:
my colleague& Ce were responsible for coordinating the entire interview specifically
for the positions handled by us&
PREP5RI.G 4IS( :- SE4E+(ED +5.DID5(ES
(fter making the results and mentioning them on the candidate information forms, the
information is entered into the recruitment trackers& + was told to maintain the
recruitment tracker by my mentor so that it becomes easy for him to compile the
results of weekly recruitment drives&
SE.DI.G :--ERS (: (2E SE4E+(ED +5.DID5(ES
(fter the final round of interview by the business heads, the selected candidates are
called for video conferencing with the >!& +n case of junior and middle level profiles
they are directly given offer letters once they submit there salary slips and other
reuired documents&
5++EP(5.+E <A (2E +5.DID5(ES
(fter the offering made by the organi-ation, the candidate has to accept it and then
join the organi-ation&

A;
REP:R( :. <?SI.ESS ?.I(
The internship was done under the guidance of %r& )ikhil Subrahmaniyam, Sr&
%anager BR in the BR department of the company i&e& +ndia +nfoline 2imited& BR
department is an integral part of any organi-ation, which takes care of the human
resources 0i&e& the employees1, keeps motivating them so that the personnel can
perform consistently to achieve the goal of the organi-ation collectively& BR% is the
legal liaison between the organi-ation and the employees, they are to uphold the
employment and safety laws 0@SB(, and civil rights act1 as well as follow the
practices, which may differ within federal guidelines, that the employer authori-es&
Corporations are always searching for better ways to produce goods and services&
Chen new technological developments give some organi-ations a competitive
advantage, their rivals try to catch up by adopting and improving on the new
technologies&
( large part of the growth is the Buman Resources department of the company, who
are responsible for hiring the people with the knowledge to bring new technology into
the company& To be successful in the market, the company needs a highly skilled,
fle,ible and committed work force, a fle,ible and innovative management, the ability
to retain developed talent, and a strong partnership between management and labor
unions&
To achieve these goals, the company needs a talented BR department& $esides hiring
the right people to manage and perform specific jobs, BR managers have to build up
commitment and loyalty among the workforce by keeping them up to date about
company plans, and laying out the implications for job security and working
conditions& Such 6as the case 6hen I 6or/ed at India Infoline&
8rom the interview process to my e,it interview at the end of the summer, the
BR department was every employeeJs main connection between the
production floor and the upper management&
The BR department kept us informed via biGweekly meetings, a company
newsletter, and bulletinGboard postings throughout the office&
Chenever a uestion arose, instead of asking middleGmanagement, an employee could
go straight to the BR representative they were assigned to&
AA
BR #epartment is the backbone of any successful company, and without a talented
group of people to hire, culture, and inform employees, the company is a sure shot
failure& The business unit of +ndia +nfoline primarily includes )on banking financial
Services and the business concentration is on euity, mutual funds and other financial
products&
The objective of the company is to provide satisfaction to its customer by providing
an easy access to broking and dealing& India Infoline (II-4) group is a brokerage
firm dealing in retail brokerage, institutional brokerage, consumer lending,
institutional lending, realty and wealth management& +t has a network of *,;KK
business locations spread over more than ;KK cities and towns across +ndia.
A?

?.DERS(5.DI.G :- -?.+(I:.54 PR:+ESS
(2E PR:+ESSES S(?DIED D?RI.G I.(ER.S2IP
R9CRD+T%9)T
Recruitment refers to the process of attracting, screening, and selecting ualified
people for a job at an organi-ation or firm& The recruitment and selection is the major
function of the human resource department and recruitment process is the first step
towards creating the competitive strength and the recruitment strategic advantage for
the organi-ations&
Recruitment process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and reuires many resources and time& 8or
some components of the recruitment process, midG and largeGsi-e organi-ations often
retain professional recruiters or outsource some of the process to recruitment
agencies&
The recruitment industry has five main types of agencies6 employment agencies&
Recruitment websites and job search engines, HheadhuntersH for e,ecutive and
professional recruitment, niche agencies which speciali-e in a particular area of
staffing and inGhouse recruitment& The stages in recruitment include sourcing
candidates by advertising or other methods, and screening and selecting potential
candidates using tests or interviews&
5 -E; IP:R(5.( (ERS RE45(ED (: RE+R?I(E.(,
1:< 5.54ASIS
The proper start to a recruitment effort is to perform a job analysis, to document the
actual or intended reuirement of the job to be performed& This information is
captured in a job description and provides the recruitment effort with the boundaries
A5
and objectives of the search&

@ftentimes a company will have job descriptions that
represent a historical collection of tasks performed in the past& These job descriptions
need to be reviewed or updated prior to a recruitment effort to reflect present day
reuirements& Starting recruitment with an accurate job analysis and job description
insures the recruitment effort starts off on a proper track for success&
S:?R+I.G
Sourcing involves
11 5dBertisin!, a common part of the recruiting process, often encompassing multiple
media, such as the +nternet, general newspapers, job ad newspapers, professional
publications, window advertisements, job centers, and campus graduate recruitment
programs&
*1 Recruitin! research, which is the proactive identification of relevant talent who
may not respond to job postings and other recruitment advertising methods done&
This initial research for soGcalled passive prospects, also called nameGgeneration,
results in a list of prospects who can then be contacted to solicit interest, obtain a
resume'C>, and be screened&
S+REE.I.G 5.D SE4E+(I:.
Suitability for a job is typically assessed by looking for skills, e&g&
communication, typing, and computer skills& Rualifications may be shown
through rXsumXs, job applications, interviews, educational or professional e,perience,
the testimony of references, or inGhouse testing, such as for software knowledge,
typing skills, numeracy, and literacy, through psychological tests or employment
testing& @ther resume screening criteria may include length of service, job titles and
length of time at a job& +n some countries, employers are legally mandated to
provide eual opportunity in hiring& $usiness management software is used by many
recruitment agencies to automate the testing process& %any recruiters and agencies
are using an applicant tracking system to perform many of the filtering tasks, along
with software tools for psychometric testing&
A<
:.<:5RDI.G
H@n boardingH is a term which describes the process of helping new employees
become productive members of an organi-ation& ( wellGplanned introduction helps
new employees become fully operational uickly and is often integrated with a new
company and environment& @nboarding is included in the recruitment process for
retention purposes& %any companies have onboarding campaigns in hopes to retain
top talent that is new to the company, campaigns may last anywhere from 1 week to A
months&
SE4E+(I:.
9mployee Selection is the process of putting right men on right job& +t is a procedure
of matching organi-ational reuirements with the skills and ualifications of people&
9ffective selection can be done only when there is effective matching& $y selecting
best candidate for the reuired job, the organi-ation will get uality performance of
employees& %oreover, organi-ation will face less of absenteeism and employee
turnover problems& $y selecting right candidate for the reuired job, organi-ation will
also save time and money& !roper screening of candidates takes place during
selection procedure& (ll the potential candidates who apply for the given job are
tested&
$ut selection must be differentiated from recruitment, though these are two phases of
employment process& Recruitment is considered to be a positive process as it
motivates more of candidates to apply for the job& +t creates a pool of applicants& +t is
just sourcing of data& Chile selection is a negative process as the inappropriate
candidates are rejected here& Recruitment precedes selection in staffing process&
Selection involves choosing the best candidate with best abilities, skills and
knowledge for the reuired job&
The 9mployee selection !rocess takes place in following orderG
Preliminary InterBie6s& +t is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organi-ation& The skills, academic and
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family background, competencies and interests of the candidate are e,amined during
preliminary interview& !reliminary interviews are less formali-ed and planned than
the final interviews& The candidates are given a brief up about the company and the
job profile3 and it is also e,amined how much the candidate knows about the
company& !reliminary interviews are also called screening interviews&
5pplication blan/s& The candidates who clear the preliminary interview are reuired
to fill application blank& +t contains data record of the candidates such as details about
age, ualifications, reason for leaving previous job, e,perience, etc&
;ritten (ests& >arious written tests conducted during selection procedure are
aptitude test, intelligence test, reasoning test, personality test, etc& These tests are
used to objectively assess the potential candidate& They should not be biased&
Employment InterBie6s& +t is a one to one interaction between the interviewer and
the potential candidate& +t is used to find whether the candidate is best suited for the
reuired job or not& $ut such interviews consume time and money both& %oreover
the competencies of the candidate cannot be judged& Such interviews may be biased
at times& Such interviews should be conducted properly& )o distractions should be
there in room& There should be an honest communication between candidate and
interviewer&
edical eGamination& %edical tests are conducted to ensure physical fitness of the
potential employee& +t will decrease chances of employee absenteeism&
5ppointment 4etter& ( reference check is made about the candidate selected and
then finally he is appointed by giving a formal appointment letter&
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RE+:E.D5(I:.S & +:.+4?SI:.S
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(fter being a part of recruitment and selection process of +ndia +nfoline, following are
the recommendations 7 conclusions of the problems that i encountered and observed
in the BR #epartment&
$0 Increase no0 of people in the Recruitment team,
Problem6 +ndia +nfoline is a company with more than *;KKK employees all recruited
from the B@ but the number of people recruiting such massive number of workforce
is just around ? which causes e,cessive burden per recruiter& This is one of the biggest
reasons for the delays, inefficiency and incompetence shown by the Recruitment
Team&
Solution6 The no& of team members in the Recruitment Team should be increased to a
satisfactory count so that a healthy Recruiter, Recruitee Ratio could be achieved&
<enefits6
2esser work load on each recruiter
+ncreased efficiency
Time saving
Bence better uality personnel recruited
"0 andatory sendin! of 1ob Descriptions 6ith the requisitions from all
Departments,
Problem6 The process also surfaces inefficiency when the process recruitment chain
breaks at a particular point and this has been clearly reported as one of the major
problems by the recruitment team that departments do not attach I#s with reuisitions
and also take a lot of time in responding back when resumes are sent for more refined
screening to them after the initial screenings done by the Recruitment Team&
Solution, The Beads of all the #epartments could be invited for a meet where they
will be given a $rief about the Recruitment !rocess emphasi-ing on the link in the
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chain where their role comes& This can be done by assigning the responsibility to a
representative from the BR# of making a presentation to them about the Recruitment
System&
<enefits,
Cill solve the process breakage problem
Reduce the delays caused due to this
%0 Study of :r!aniMation +hart 6hile anpo6er Plannin!,
Problem, The recruitment team is being demanded to a lot of reuirements cropping
from here and there all the time, this highlights that probably during the manpower
planning all the concerned factors are not properly studied which is why there is a
very unorgani-ed pattern of reuisitions coming in&
Solution, The first thing that should be done while planning for the personnel every
year is considering the basics i&e& is the study of the @rgani-ation Chart, this will
certainly lead to the control on the pattern of reuisitions coming in&
<enefits,
9ven pressure on each recruiter increases their efficiency as the
recruitment team will have a prior set of chart as to what, when and how much they
have to recruit, hence lessening the delays&

70 (o +onduct a ;or/& Shop in 2RD 6ith 2R representatiBes from each
DiBision,
Problem, BR# in +ndia +nfoline has a total no& of 1* divisions and all the people
recruited for all BR functionalities are inducted and trained only about the particular
division they will be a part of, which restricts their scope& So, a very major problem of
coGordination is that the person sitting in a particular division knows only about his
part of work and not that how is his work division will interface with other divisions
leading to less understanding and importance of work&
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Solution, (ppoint a representative from each division and assign the responsibility of
making a presentation containing the brief about his respective division 0its role,
connection with all the other divisions and contribution to the entire recruitment
process1&The %anager BR should support the entire activity and make an overall brief
of the #epartment& Be should also try to conduct a work shop 0probably on Saturday,
so that regular work does not get affected1 to combine and discuss all these
presentations together in order to form the complete picture of the BR# to be
understood by everyone&
<enefits,
+ncreases awareness
Creates synergy among the department people
!eople participating in the activity can be evaluated on this basis at the
time of appraisals
Cill also work as an induction tool
%otivate people at work
'0 ImproBe the Luality of Recruiters
Problem, The recruiters/ uality needs to be worked on to improve the uality of new
people coming in as only quality can recruit quality&
Solution, Chile appointing additional recruiters for the team, more emphasis should
be paid on the skills like communication, analytical ability, personality etc so that
they bring in value to the entire system&
80 ReBisin! the laid do6n Systems,
Problem6 There is a lot of unclearness and confusion regarding the systems,
especially because
The entire process is divided into 1* divisions
The BR# is the focal point for all the branches in !an +ndia
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The employees are not properly briefed about their roles
Solution6 +t may be a mind boggling and tiring process but the %anagement urgently
needs to undertake the revision of all recruitment systems and policies&
<enefits,
Reduced wastage of resources 0time, money and effort1
)o #elays and confusions
+ncreased efficiency
*0 Proper Induction Pro!ram should be implemented
Problem6 The Company does have a formal induction program running& )ew
employees are attended in a very casual manner and pre and post joining formalities
are done by the Ioining Team which again leads to the employee feeling confused in
understanding his roles and responsibilities properly&
Solution6 The management should work out a proper +nduction !olicy as soon as
possible as it is one of the most affecting drawbacks in the system& The biggest
evidence for this is the (ttrition Rate 0currently **N1
<enefits,
9mployees will know their roles and responsibilities properly
(ttrition rate will be controlled
9mployees will be motivated
9mployees will be able to make their own comfort -one and will adapt to the
new environment easily
E0 (&D also for Recruiters
?;
Problem, Training and #evelopment !rograms are running only for the Sales
personnel in the organi-ation, but sometimes Recruiters should also be trained&
Solution, Recruitment team should be trained in various areas like
Dpdating knowledge on working on %icrosoft @ffice
Communication Skills
2atest +nterview %ethods
Time %anagement
%+S %aintenance
<enefits,
Time Saving
%aking the Selection !rocess 0specially interviewing part more
competent1
!ersonality #evelopment and growth of recruiters
F0 a/e ReserBe for Sales Personnel
Problem6 The ma,imum no& of reuisitions come from the sales department 0%ore
than ;KN of the total1 which is uite difficult to handle& This is a fact that the entire
business depends on this category of personnel so the people reuired need to be very
competent&
Solution6 GG Recruitment Team can make an +nitial Reserve for this category of
employees& !ercentage of candidates taken from the campuses should be increased as
management students are generally good with sales and marketing skills
<enefits6
%anaging delays
%anaging Cork !ressure
?A
$#0 Selection Process should be made more competent,
Problem6 The selection rounds taken for most of the reuisitions are uite easy and
casual which leads to the selection of incompetent employees&
Solution6 The Selection procedure should be made more difficult 7 competent& +t
should be divided into number of rounds with varied judging criteria
<enefits6
The uality of candidates will become worth the cost incurred on recruitment
+ncreasing the efficiency 7 uality of the entire recruitment activity
110 <rand Ima!e should be made stron!er
!roblem6 The company/s ignorance towards its brand image6
Solution6 The company should go for reGbranding or promotional activities in order to
enhance its public image
<enefits6 The company/s improved public image would help it in attracting more
talented pool of candidates for recruitment resulting in selection of uality human
resource&
$$0 Reconsider the brea/ up in 6hich Recruitment Sources are used,
Problem6 %ajor share of recruitment is done through job portals like .au/ri0com&
@ther sources are used very rarely&
Solution6 Reliability on one source is highly inadvisable if the organi-ation wants to
have a uality recruitment process& So they should increase the proportions of other
sources specially advertisements and campus hiring, poaching could also be increased
slightly for certain positions&
??
<enefits6
(dvertisements if used for positions too large in number will save the money
and effort of screening portals
Campus Biring will bring in uality employees
!oaching will increase strategic competence
+t would also bring some relief for the recruiters from the monotonous work
process of the portal
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9EA 4E5R.I.GS
Studying the recruitment and selection process in +ndia +nfoline, + came to a
conclusion that the human resource department does great efforts to provide a
company with efficient workers& +t continuously strives to improve their working& +t is
a separate department which is entrusted with the task of giving the company best
possible technical workers which it performs pretty well&& The company is
continuously providing facilities to its BR# in order to improve its functioning&
(fter the completion of my internship, + have learnt a lot about the actual practices
taking place in the corporate world& + came to know that the work done in any
organi-ation has to be done with full dedication and sincerity, because even a minor
mistake could result in huge confusions and losses in the company& Sometimes, the
effect of not meeting the deadlines on the lower level could be seen up to the highest
level and thus the position of an employee in the hierarchy doesn/t matter& Cork
should be given priority and the deadlines should be met accordingly&
( dignity of the post should be maintained and a specific distance should be kept
between a senior and junior during office hours no matter how casual the relationship
is outside the organi-ation&
+ got a chance to report to two different mentors during my internship, and both of
them had different working styles, and thus + came to know a lot about what a senior
wants from the subordinate& )o matter what, one should try to please your immediate
reporting head with your work&
(part from these + also learnt the recruitment, selection process, and how these
processes are implemented practically& + reali-ed that when practically done, these
processes are very different from the theoretical descriptions read in the books,
however most of the steps of recruitment go simultaneously&
(t ++82, + learnt a lot about corporate culture, professional interactions and dealings
as + was also given the chance to attend interviews, specifically of the profiles
recruited by me& @ne has to work with full dedication 7 sincerity during work hours
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and always try to complete the work assigned on time so that the pending work
doesn/t lead to an interruption in contributing towards the success of the organi-ation&


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5K
<::9S& 1:?R.54S
11 =orsten *KK4, Iones et al, *KKA
*1 Iean %& $arclay, "lasgow Caledonian Dniversity, 1<<?
41 =umra and $eech, 1<<:
:1 9inhorn and Bogarth, 1<?5
;1 Berriot, 1<5?, 1<5<
A1 Rynes, 1<5<
?1 9der, 1<5<3 Townley, 1<<1
51 "reen and Borgan, 1<5*
<1 9dwin $&8lippo, 1<5:
1K1 "ilmore, and Cilliams, *KK<
111 #ale Moder, Selection !rocess
1*1 9ssentials of @rgani-ational behaviourG$y Stephen ! Robbins
141 CriteGups obtained by +)#+( +)8@2+)9 i&e& BR B()#$@@=
I.(ER.E(
www&indiainfoline&com
http6''www&ibef&org'
www&wikipedia&org'
51
http6''www&emeraldinsight&com'
http6''www&citehr&com
www&google&com
5*