Annals of R.S.C.B., ISSN:1583-6258, Vol. 25, Issue 4, 2021, Pages.

16179 - 16189
Received 05 March 2021; Accepted 01 April 2021.

A Study on Recruitment Process at Msys Technologies

Mrs. Sunitha.V1, Kanaga Vardhini.P 2, Jayashree.S3, Kamalesh.B 4

1,2,3,4
Department of Master of Business Administration, 1,2,3,4 Easwari engineering college-
600089
1
sunithaparthu13@gmail.com, 2pkvardhini1998@gmail.com, 3shree8599@gmail.com,
4
Kamaleshdixon1998@gmail.com
ABSTRACT
The recruitment policy of an organization is determined by the nature of work and industry in
which it operates. Better recruitment strategies result in improved organizational outcomes.
With reference to this context, the research paper entitled “A study on Recruitment process at
MSys Technologies” has been prepared to put a light on Recruitment process. The purpose of
the study is to identify general practices that the company use to recruit and employees, to
find out the effectiveness of current recruitment process, the satisfaction of employees from
the recruitment process and, to determine how the recruitment practices affect organizational
outcomes at MSys Technologies, Chennai. The research methodology applied is descriptive
research. The data was collected through well structured questionnaires. The sources of data
were from both primary and secondary. The sample for this study is collected from 109
employees at MSys Technologies. Data analysis has been done with the help of SPSS
software. The data obtained through questionnaire were statistically analyzed using Simple
percentage analysis, Chi square test, one way ANOVA and Correlation.
With the help of analysis, feedback generated through questionnaire we can find whether
current recruitment process is effective or not and it would also provide us with strategies that
would help in making the recruitment process effective.
Keywords: Recruitment, Sources, Effectiveness, Organizational outcome, Process, Agency,
Employee Referral

1. INTRODUCTION
Recruitment is the process of identifying and attracting potential candidates from within and
outside an organization to begin evaluating them for future employment.In other words is the
discovering of potential candidates for actual or anticipated organizational vacancies. Or,
from another perspective, it's a linking activity bringing together those with jobs to fill and
people seeking job.
The recruitment process includes analyzing the requirements of a job, attracting employees to
that job, screening and selecting applicants, hiring, and adding the new employee to the
organization.
The success of any organization depends upon the proficient manpower working in it.
Recruitment and selection procedure plays a really important role within the present business
concept. Employers aim is to pick a proper candidate appropriate for that specific work.
Recruitment is the activity done by the HR's in numerous associations.
Since the company‟s functions starts with recruitment if that is not done in a systematic and
effective way, all other functions will get affected. Recruitment forms the first stage in the
process which is a pillar for the other processes that follows.

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The purpose of this study is to identify the overall recruitment process, and whether it causes
changes in the nature and grouping of undertakings related with the traditional recruitment of
external candidate
Recruitment process followed at numerous Indian associations is by framing the recruitment
strategy and afterward making the policy into action. Sourcing of the customary recruitment
are by employee references, transfers and promotions, walk-in and by the advertisements. In
the modern economy the recruitment interaction was definitely changed with the passage of
social media
The recruitment process can fluctuate in complexity and degree of difficulty depending on
the recruitment objectives and the recruitment sources chosen. The very common source for
external recruitment are newspaper ads, private and public employment agencies, Internet job
boards, corporate websites, employee referrals, college and university, search firms, job fairs,
etc.

2. SOURCES OF RECRUITMENT

A. INTERNAL SOURCES

Best employees are often found within the organization. When a vacancy arises within the
organization, it's going to tend to an employee who is already on the pay-roll. Internal sources
include promotion, transfer and in certain cases demotion. When a better post is given to
deserving employee, it motivates all other employees of the organization to figure hard. The
employees are often informed of such a vacancy by internal advertisement.

Methods of Internal Sources:

1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs. These don't
involve any change in rank, responsibility or prestige. The numbers of persons don't
increasewith transfers.

2. Promotions:
Promotions ask shifting of persons to positions carrying better prestige, high responsibilities
and more pay. the upper positions falling vacant could also be filled up from within the
organization. A promotion doesn't increase the amount of persons within the organization. A
person getting to get a better position will vacate his present position. Promotion will
motivate employees to enhance their performance in order that they will also get promotion.

3. Present Employees:
The present employees of a priority are informed about likely vacant positions. The
employees recommend their relations or persons intimately known to them. Management is
relieved of searching prospective candidates

B. EXTERNAL SOURCES

All organizations need to use external sources for recruitment to higher positions when
existing employees are not suitable. More persons are needed when expansions are
undertaken.

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Methods of External Sources:

1. Advertisement:
Preparing good advertisement is a specialized task. If a company wants to conceal its name, a
„blind advertisement‟ could also be given asking the applicants to use to Post Bag or Box
Number or to some advertising agency.

2. Employee skilled:
It is a way of recruitment frequently used for skilled workers, clerical and better staff.
Advertisement are often given in newspapers and professional journals. These advertisements
attract applicants in sizable amount of highly variable quality.

3.Employment Exchanges:
Employment exchanges in India are travel by the govt . For unskilled, semi skilled,skilled,
clerical posts etc., it's often used as a source of recruitment. In certain cases it has been
made obligatory for the business concerns to notify their vacancies to the utilization
exchange. In the past, employers wont to address these agencies only as a final resort. The
job-seekers and job-givers are brought into contact by the utilization exchanges.

4. Schools, Colleges and Universities:

Direct recruitment from educational institutions surely jobs (i.e. placement) which require
technical or professional qualification has become a standard practice. A close liaisonbetween
the corporate and academic institutions helps in getting suitable candidates. Thestudents are
spotted during the course of their studies. Junior level executives or managerial
trainees may be recruited in this way.

5. Recommendation of Existing Employees:

The present employees know both the corporate and therefore the candidate being
recommended. Hence some companies encourage their existing employees to help them in
getting applications from persons who are known to them. In certain cases rewards can also
tend if candidates recommended by them are literally selected by the corporate . If
recommendation leads to favoritism, it will impair the morale of employees.

3. NEED OF THE STUDY

Corresponding to finding a job that meets the needs, the recruitment should consider the
requirements of the individual who will occupy the position. In this manner, the
recruitment plans to pull in both HR expected to create sufficient movement of
association and HR pulled in expanding their chance to stay in the organization as far as
might be possible. This can be accomplished just if the recruits have qualities,
perspectives and characters that fit the hierarchical culture exist in the association. The
Need of the recruitment cycle is,
 Determine current and future recruitment needs corresponding to human resource
arranging and job analysis activities;
 Increasing the quantity of potential candidate qualified with least expenses;
 Recruiting those candidates who can possibly increase the value of the association, they
can work in a group;
 Increased adequacy and effectiveness across the association and workers on short,
medium and long terms;

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 Assessing the adequacy of different recruitment sources and strategies;

4. SCOPE OF THE STUDY

Recruitment is a process to discover the sources of manpower to meet the requirements of the
company in facilitation an efficient working force. The present research is confined to study
the recruitment process followed at MSys Technologies, Chennai. The study reveals the
recruitment process followed in the organization and whether employees are satisfied with
the recruitment process. The study also helps in finding out the various sources of recruitment
used and their effectiveness. The study also provides valuable suggestion for further
improvement on the recruitment process.
The scope of the study is wide and it comprises of an variety of operations. Resources are
considered as most significant resource for any association. Subsequently, employing right
resources is the main part of Recruitment. Each organization has its own example of
enrolment according to their enlistment strategies and systems.
The scope of Recruitment Process includes the following operations


Managing the excess or shortage of resources

Setting up the Recruitment strategy for various classifications of workers

Investigating the recruitment policies, processes, and procedures of the association

Distinguishing the area, where there could be an extent of progress

Smoothing out the recruiting interaction with suitable recommendations

Picking the best suitable process of recruitment for effective recruiting of resources

Any association needs it future to be acceptable and safe hands. Consequently,
recruiting the right resource is very important task for any association.
5. OBJECTIVES OF THE STUDY
Primary Objective:
 The primary objective of this study is to analyze the recruitment process followed in
MSys Technologies to map the right candidates

Secondary Objective
 To understand the various Recruitment sources used by MSys Technologies and to
evaluate their effectiveness
 To determine the impact of recruitment process on Organizational performance
 To measure the satisfaction level of the employees from the recruitment process
 To analyse the effectiveness of current recruitment process at MSys Technologies
 To provide valuable suggestions for further improvement
6. REVIEW OF LITERATURE

 Sangeetha, K., Effective Recruitment: A Framework (2010).

In this study they have analyzed the effectiveness of a good recruitment process.The
study revealed that Decisions made in the recruitment process will impact on the

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company in the future. Bad decisions made in the recruitment process can create serious
costs for an organization.

 Ekwoaba, Ikeije, and Ufoma (2015)The Impact Of Recruitment Criteria On

Organizational Performance
In this study they have analyzed the relationship between the recruitment process and the
organizational performance. The study revealed that recruitment criteria have a
significant effect on organization‟s performance that the more objective the recruitment
criteria, the better the organization‟s performance.

 Henry and Temtime 2009

Firm‟s performance usually relates to the people who work in it. Similarly, hiring
someone new is also an expensive process for an organization. Hiring a new individual
might be a difficult job, but ultimately it will benefit the organization

 Miyake 2002
In this study it is shown that while advertising is regular for job opening, candidates were
in some cases recruited by listening in on others' conversations, through existing
employee. Beside being less expensive, the "grapevine" discovers workers who stay
longer (low deliberate turnover) and who are more averse to be excused (low compulsory
turnover). People recruited by word of mouth stay longer because they have a clearer idea
of what the job really involves.People who were suggested by other employees were
better and more reasonably educated about the work than the individuals who applied
through papers and offices. Thus, they were in a better position to assess their own
suitability. Better informed candidates are likely to have a more realistic view of the job,
culture of the organization and job prospects.
 Stephen, Cowgill, Hoffman, and Housman (2013) The Value of Hiring through
referrals
The study shows that employee referrals enhance monitoring and coaching and makes the
work environment more enjoyable as they work with friends because workers refer others
like themselves, not only in characteristics but in behavior. Employee referrals are a very
common means by which firms hire new workers. Past work proposes that laborers
employed by means of references frequently perform better compared to non-referred
workers, that this is fundamentally on the grounds that references permit firms to choose
laborers more qualified for specific jobs. The study revealed that Referred laborers are
10-30% less inclined to stop and have generously better on uncommon "high-sway
measurements.

7. SPSS TOOLS

7.1 QUALIFICATION OF THE RESPONDENTS

QUALIFICATION NO OF RESPONDENTS PERCENTAGE

UG 34 31.19%

PG 73 66.97%

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Post PG 2 1.83%

Total 109 100

Table 7.1 Showing qualification of the respondents

Figure 7.1 Showing Experience of the respondents

INFERENCE:
According to the research taken majority of the employees have completed their Post
Graduate course (66.97%) , some of the employees have joined after completing their Under
Graduate course ( 31.19%) and only 1.83% of the employees have post PG qualification.

7.2 KARL PEARSON’S CORRELATION

HO: There is no relationship between current effectiveness of recruitment process and the
idea of recommending the company to friends/Colleagues

H1: There is a relationship between current effectiveness of recruitment process and the idea
of recommending the company to friends/Colleagues
Correlations

Current Idea of
effectiveness recommendi
of recruitment ng the
process company

Current Pearson 1 -.232*

effectiveness Correlation
of recruitment
Sig. (2-tailed) .015
process

N 109 109

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Idea of Pearson -.232* 1

recommending Correlation
the company
Sig. (2-tailed) .015

N 109 109

*. Correlation is significant at the 0.05 level (2-tailed).

𝐍∑𝐗𝐘 − ∑𝐗∑𝐘
𝐫=
𝐍∑𝐗 𝟐 − (∑𝐗)² 𝐍∑𝐘 𝟐 − (∑𝐘)²

r= - 0.232

INFERENCE:
From the above correlation test we can come to know that there is no significant relationship
betweenCurrent effectiveness of recruitment process and the Idea of recommending the
company
7.3 CHI-SQUARE TESTS
H0: There is no relationship between employment of competent staff and impact of
organizational performance

H1: There is a relationship between employment of

competent staff and impact of organizational
performance Chi-Square Tests

Asymptoti
c
Significan
ce (2-
Value df sided)

Pearson Chi-Square 51.306a 12 .000

Likelihood Ratio 37.796 12 .000

Linear-by-Linear 24.184 1 .000

Association

N of Valid Cases 109

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a. 13 cells (65.0%) have expected count less than 5. The

minimum expected count is .03.

INFERENCE:
There is a significant relationship between employment of competent staff and impact of
organizational performance

7.3 ONE WAY ANOVA

H0: There is no significant difference between gender and satisfaction of the recruitment
process they attended

H1: There is a significant difference between gender and satisfaction of the recruitment
process they attended
ANOVA

Satisfaction Level Of Recruitment Process

Sum of Mean
Squares Df Square F Sig.

Between .324 1 .324 .566 .454

Groups

Within 61.345 107 .573

Groups

Total 61.670 108

P Value=0.454>0.05
INFERENCE:
From the above test ,we can infer that there is no significant difference between gender and
satisfaction of the recruitment process they attended

8. FINDINGS
1. According to the study, the respondents of the questionnaire were 49.5% male and 50.5%
female.
2. Most of the responses have been received from the age group 18-25 years(67.9%).25.7% of
the respondents are between the age group of 26-35 years

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3. It is observed that Aptitude test, technical round and HR round are the Recruitment
procedures implemented by organization to attain qualified employees
4. According to the study 38.5% of the respondents say that current recruitment process is
effective and 33.9% have given their opinion as neutral
5. It is also observed from the study that referral is most effective and often used as an internal
source of recruitment and educational institutions are often used as external source of
recruitment
6. When asked about rating the satisfaction 58.7% have given that recruitment process followed
by organization is satisfactory and 19.3% have given that recruitment process followed by
organization is not satisfactory
7. From this research it is observed that 26.6% of employees strongly agree that recruitment
process has an impact on organizational performance 43.1% agree and 27.5% are neutral on
the opinion that recruitment process has an impact on organizational performance.
8. With regard to overall experience, 18.3% of the respondents strongly agree to recommend the
Company to friends/Colleagues followed by 39.4% who agree to recommend. Apart from
that 40.4% are neutral to recommend.
9. This study shows that 51.4% are neutral on the opinion that there are methods to check staff
performance followed by 23.9% of the respondents who agree that there are methods to
check staff performance at MSys Technologies and 12.8% of the respondents disagree that
there are methods to check staff performance.
10. The study revealed that 16.5% of the employees strongly agree and 46.8% agree and 3.9%
are neutral to the fact that Recruitment led to the employment of competent staff
11. On a scale of 1 to 5 majority of the employees accept that The organization clearly define
the position, objectives, requirements and candidate specifications in the recruitment process
12. Majority of the respondents strongly agree that communication is the most important quality
that the organization looks for in a candidate and many respondents agree that optimistic
nature is the most important quality that the organization looks for in a candidate
13. Majority of the respondents have said that the recruitment process currently being followed
should not be modified
14. From the Correlation test, it is found out that there is no significant relationship between
current effectiveness of recruitment process and the idea of recommending the company
to friends/Colleagues
15. From the Chi square test, it is found out that there is a relationship between employment
of competent staff and impact of organizational performance
16. From the Anova test, it is found that there is no significant difference between gender
and satisfaction of the recruitment process they attended

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9. SUGGESTIONS
1. As the company is using only Naukri to a great extent, considering acquisition of
candidates through job portal, the company is suggested to adopt some more job portals like
Monster, Linked in for recruiting the candidates
2. Since most of the employees came to know about the job through employee referral,the
company can increase the referral checks, as most of the employees feel that out of the kinds
of verification's done referral check is not given much importance
3. Organization can make use of web ie E-recruiting to large extent to make recruitment
simpler, faster, cheaper and effective as least number of employees came to know about the
job through E-recruitment platforms like Naukri
4. As only 3.66% of the employees came to know about the job through campus interview,
Company can initiate more campus recruitment process.
5. Even though most of the respondents feel that the recruitment process currently being
followed should not be modified changes would be required as currently recruitment process
has been conducted in virtual mode. When there is an in office recruitment process adopting
latest interview techniques can be followed to recruit prospective candidates
10. CONCLUSION
In every organization, recruitment processes play a vital role, It is not easy not an easy task as
organization future is depend on this activity, if suitable employees are selected which are
beneficial to the organization it is at safe side but if decision goes wrong it can be dangerous
to the organization.
A study on the Recruitment Process at MSys Technologies,Chennai has brought out various
information about the company‟s recruitment procedure.Using the result obtained from our
study we could identify the source of recruitment that were effective,whether the current
recruitment process were effective and were the employees satisfied.As per our study, the use
of recruitment agency and internal employee recommendation in the recruitment process
enables organization to recruit committed and productive employees .
The study revealed that the current recruitment process followed by MSys Technologies is
effective and satisfactory according to the employees and there is not a need to modify it.
As the Recruitment process led to the employment of competent staff and qualified
candidates it eventually has created an impact on organizational performance.I hope thatthe
organization will be benefited and with the help of the suggestions that has been provided and
that the recruitment process could be improved which would aid in organizational
performance
11. REFERENCES
[1] Sangeetha, K. (2010) “Effective Recruitment: A Framework”, IUP Journal of Business
Strategy, 7(1/2), pp. 93 -107, Business Source Complete, EBSCOhost.
[2] Ekwoaba, J. O., Ikeije, U. U, & Ufoma, N., (2015). “The impact of recruitment and
selection criteria on organizational performance” Global Journal of Human Resource
Management Vol.3, No.2, pp.22-33

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[3] Bala Koteswari, Kavya S “EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS AT MILLTEC MACHINERY PVT LTD” International Journal of Human
Resource & Industrial Research, Vol.4, Issue 4, Jun-2017, pp 475- 479 ISSN: 2349 –3593.
[4] G.KARTHIGA,Dr.R.Karthi,Ms.P.Balaishwarya“Recruitment and Selection
Process”International Journal of Scientific and Research Publications, Volume 5, Issue 4,
April 2015 1 ISSN 2250-3153
[5] Neeraj Kumari ,”A Study of the Recruitment and Selection process: SMC Global” ISSN
2224-6096 (print) ISSN 2225-0581 (online) Vol 2, No.1, 2012
[6] Adeyemi, O. S. Dumade, E. O, & Fadare, O. M. “The influence of recruitment and
selection on organizational performance the influence of recruitment and selection on
organizational performance” IJAAR2015
[7] Dr.Ravi.B “Recruitment and Selection Process in IT industries” .Vol 4, Issue 2 June
2016,pp ISSN: 2320-2882
[8] Henry, O., & Temtime, Z. (2009). Recruitment and selection practices in SMEs:
Empirical evidence from a developing country perspective. Advances in Management,
3(2)

Websites:

www.citehr.com

www.msystechnologies.com

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