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“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 1
Executive Summary
Manpower forms an integral part of the organisation. The efficiency and quality of the
manpower leads to the success of the organisation. Hence ensuring that right person is placed
for right job at a right time is very essential. The recruitment comes into picture at this point of
time as it is the strategic function of the human resource department.
L&T Infotech is a global IT services and solutions provider. They provide the winning edge to
their clients by leveraging their Business-to-IT Connect and Deeply Committed People. The
clients of L&T Infotech have found them as a right-size partner who combines scale, stability
and customer-centricity.
L&T Infotech is based in Mumbai, India. In the year 2012-2013 L&T was Ranked 8 in Indian
IT Companies. L&T has 39 registered offices in 22 countries.
Larsen & Toubro Ltd. (L&T) is the parent company for L&T Infotech, a technology,
engineering, manufacturing and construction conglomerate, with global operations. This rich
corporate heritage has given them many inherent advantages that translate into tangible
benefits for their clients.
The Project Report is all about “A Study on Lead Time in Recruitment & Selection
Process” This study will be helpful for the organization in understanding the strengths and
weakness of Recruitment and Selection process in terms of lead time taken in hiring a
candidate and the course of action need to be taken to overcome the issues related to
recruitment so that the process can effectively and efficiently cater to the recruitment related
needs of the individuals and the organization.
To effectively collet the data a well-structured questionnaire will be used to get response from
the employees directly. For the study a sample size of 100 respondents who are the main
recruiters and subordinate workers of Talent acquisition team will be considered
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 2
Analysis and interpretation of response was done using Microsoft Excel which was used to
tabulate and interpret the data via charts, questionnaire and statistical analysis with the help of
hypothesis.
Descriptive Research Methodology is used. This type of research is a combination of various
research methodologies and procedures, such as survey, observations and reports. Chi-square
test will be used for testing of hypothesis and to analyze the response given by different
respondents and their opinion about lead time in recruitment and selection process.
From the research it can be concluded that Lead Time in recruitment is a very critical part of
Information Technology (IT) organizations such as L&T Infotech. Thus Reducing the Lead
time in recruitment and selection will lead to increasing the manpower of the organization
which further leads to achieving the targets on time which enables the employees to be
profitable by being productive and generating revenue to the company.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 3
Chapter 1
Introduction to Internship
Title for the Study: “Lead Time in Recruitment & Selection Process”
As a part of my academic requirement I have completed 10 weeks internship in “Talent
Acquisition” team. During the tenure of 10 weeks i undertook a survey on” Lead Time in
Recruitment & Selection @ L&T Infotech.”
The internship in Talent Acquisition team helped me to understand the operations of
Recruitment & Selection functions, role of Recruitment & Selection in the context of strategic
objectives of the organization and exposure to the best practices. The internship also helped in
gaining experience of working in the HR function in industry. The opportunity to work in my
area of specialization and the experience was helpful to the growth of my professional career.
1.1. INTRODUCTION
Recruitment is a process of searching for suitable candidates and asking them to apply for
jobs. Receiving large number of applications to make selection from the most effective
recruitment and selection system is very important function of recruitment. Choosing the best
pool of candidates quickly and in cost effective manner will help to increase the competitive
advantage for this an effective recruitment and selection approach must be followed, but
successful recruitment and selection can be time-consuming and costly. The manpower of any
organization is the key factor for the organization success. As the companies functions starts
with recruitment and selection the recruiters must ensure that the recruitment and selection is
done effectively without any duplicate candidates involved in it if not all other functions will
get affected. The overall mission of the recruitment is to get the right people in the right place
at the right time. The strategies that organizations can apply to recruit the best pool of
candidates from which they can fill vacancies. It will identify the lead time taken to fill a
vacancy and offer suggestions for reduction of lead time in recruitment and selection process.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 4
1.2. Topic chosen for the study:
“Lead Time in Recruitment & Selection Process”
Recruitment Lead time can be calculated from the time the position is opened to the recruiters
till the position closed by offering the offer letter to the candidate.
Usually the time is more due to the following reasons:
Late feedback from the line manager / functional head;
Non availability of the panel members,
Requirement is for very rare skill.
Recruiting out location candidates.
Delay in scheduling interviews due to unavailability of candidates in job portals.
Salary negotiations and Notice period.
Competitors may hire the same candidate paying higher CTC.
Position to go slow and other external factors.
The same can be traced by highlighting the following:
Date of profiles shared,
Date of interview done.(Technical, HR and Client Interviews)
Date of feedback shared
Date of candidate details sent for approval.
Date of candidate accepting the offer.
Date of position closed.
Date of Joining of candidate.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 5
1.3. IDENTIFIED PROBLEM:
Recruiters may not be following up with candidates in a timely manner.
Hiring managers may not be reviewing candidates as quickly as necessary.
Getting Counter offer from competitors with higher CTC’s.
Few cases are not getting approved by C&B team due to high expectation
3 month’s Notice Period(most of the resources working with Tier 1 company)
All candidates CTC’s are on higher side when compare to company standards.
Unavailability of resources in job portals.
1.4. NEED FOR STUDY:
A rapidly growing software company faced a problem of not being able to recruit and fill up
positions in all sections of its operation.
The causes were:
o Huge resource crunch
o Serious impact on project deliveries,
o Resulting in client dissatisfaction
o Employee stress
Lead-time to recruit candidates for all functions was approximately taking more than 3
Months. Reducing the lead time in recruiting was very important for the smooth flow of the
organization for achieving the targets on time which further helps in the growth of the
organization.
This study will be beneficial for the organisation in understanding the strengths and weakness
of Recruitment and selection process and the course of action need to be taken to enable the
process to work effectively and efficiently which leads to fulfillment of recruitment related
needs for individuals and organisation.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 6
1.5. Objective of the Study:
To identify the actual lead time taken to recruit a candidate in L&T Infotech.
To understand how important it is to close the requirement within the SLA.
To understand how the reduction of lead time in recruitment and selection contributes
to the organization growth.
To show difference between adopted procedures and actual practices and resultant
consequences.
To show how important it is to have HR professionals and thereby adopt best HR
practices for organizational advantages especially in the area of talent acquisition
manpower planning.
1.6. Scope of the study:
The study was conducted with specific reference to the employees of L&T Infotech Bangalore
based on responses of survey from the members of Talent Acquisition team which involves
managers, team leads, HR executives and trainees.
Understanding the relevance of recruitment in IT industry.
Understanding how staffing helps in getting outcomes at multiple levels of analysis.
Understanding the staffing needs which impact on organizational effectiveness.
To recognize that staffing needs to reduce that gap for lead time in effective
recruitment.
1.7. RESEARCH METHODOLOGY:
It is based on primary and secondary data available through various tools such as
questionnaire, website portals, e-articles and books. The analysis of the information is used to
suggest ways and means to face the arising challenges due to increase in lead time in
recruitment and selection process. Research methodology is used to systematically outline the
approach that will be used to solve the research problem.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 7
RESEARCH DESIGN
Descriptive Research Methodology is used. This type of research is a combination of various
research methodologies and procedures, such as survey, observations and reports.
SAMPLING SIZE
The sampling size for the study was 100 employees from various organizational roles –
namely Members of the Talent acquisition team, Managers, Trainers and Trainees.
QUESTIONNAIRE DESIGN
A structured questionnaire will be used because it would be convenient and an efficient way of
gathering response from the target audience. It is cost effective as well.
A structured questionnaire will be used to interview a respondents belonging to talent
acquisition team– namely Members of the TA team, Managers, Trainers and Trainees.
Where responses are expected to have clear options Yes-No option will be provided to the
respondents. In case some amount of ambiguity is expected in the responses, 3 response
options e.g. Yes- Maybe-No will be provided to the respondents.
In case there could be difference in view of the respondent’s 5-response options e.g. Strongly
Agree-Agree-Neutral-Disagree-Strongly Disagree will be provided.
METHOD OF DATA COLLECTION
The source of information is generally divided into primary and secondary sources:
PRIMARY DATA
The questionnaire will be handed over to the respondents with an explanation of the questions
and method of response. In case of non-availability of a respondent, the questionnaire will be
sent to them via email or telephonic interview will be conducted. Questionnaires for various
categories of respondents will also be used to gain insight on the following aspects:
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 8
SECONDARY DATA
Secondary research will be carried out to understand the nature of the industry and to gather
details about Recruitment and Selection and the best practices in context to the IT & ITes
industry. The insight from secondary research was useful to build the framework and the
structure of the questionnaire. The secondary data collected includes company website,
business magazines, E-articles, books.
DATA ANALYSIS TECHNIQUE:
The number of respondents will be tabulated in an excel file which will be used to generate the
charts and visual reports. The responses will be collected, analyzed and represented visually
using various charts such as bar charts, column charts and pie-charts.
Based on responses received, analysis will be carried out to measure the contribution of lead
time in recruitment and selection process towards business growth.
A statistical hypothesis will be carried out using the testing of hypothesis method to analyze
the response given by different respondents and their opinion about lead time in recruitment
and selection process. The statistical test used was chi-square test
Chi-Square Test:
Formulae:
O = Observed frequency
E = Expected frequency
Based on the relationship between calculated value and table value x2 we either accept or
reject our original hypothesis.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 9
1.8. Literature review
“According to Lauren weber and Rachel Feintzeig” at the point when there's a bigger pool out
there you can commit errors and there's another remaining in the line," he says. Presently,
"when you hire somebody you need to ensure they're the right one. It's getting harder for
organizations to say "You're recruited.
Open Text Corp., a product organization situated in Ontario, diminished its opportunity to
procure by around 30% in the course of the last a few years by bringing recruiting in-house for
most positions and cutting the quantity of approvals expected to secure another contract.
(Source: An article “Why companies are taking longer to hire” Published on Sept 1st 2014)
“According to Ruth Mantell” Longer opportunity spans are an indication that labor markets
are getting to be more tightly, making it harder for managers to fill the vacancies.
The compotator understood that the company is taking more than week to respond to resume
which was sent for a general manager position and he was dropped out from the quest.
Dislike I require their employment. On the off chance that it takes them more than seven days
to respond for a profile like mine for the requirement in this significance, I feel that this
organisation is not the one which I am looking to work. I do things quickly and I feel that my
style of working will not fit their way of life. –Wind River Associates
(Source: An article “Employers take record time to fill job openings” Published on Oct 8th
2014)
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 10
“According to Dr. John Sullivan” The reasons for delay in recruiting which damages the
organization growth:
Losing of candidates who are in high demand during the late stages of recruitment.
No improvement in the quality of employees as new candidate is not hired.
Losing revenue and productivity as the position remain vacant for a long time.
Paying high CTC’s for new candidate as they are in demand.
Decision making process must be faster which leads to both individual and organisation
growth.
Delay in decision making will lead to loosing of more number of candidates.
Delay in hiring reduces hiring manager and recruiters interest.
Delay in hiring creates a negative impact on customers and employees.
Delay in recruiting has impact on the external employer brand image and the candidate’s
experience.
If you are focusing on "passive prospects," understand that delay in recruiting may result
rather in recruiting of actives
Delay in recruiting can lead to hidden recruiting costs.
Keeping the prescribed time for recruiting will help to reduce lead time.
(Source: An article “reasons for delay in recruiting which damages the organisation growth”
Published on April 21 2014)
1.9. Limitations to study:
The study was conducted within a limited geographical area; a larger sample size
would have made the study more effective.
The study was also conducted within a limited timeframe, more time and resources
would have made the data more comprehensive.
The main limitation was to get the response from the employees in the organization. It
was a challenge to get questionnaire filled by the employees on time.
Another major limitation was of the basis response given by the employees.
Lack of interest from the employees in filling the questionnaire
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 11
Chapter 2
Industry Profile & Company Profile
2.1. Industry Profile
The fastest growing sector in the country is IT sector. It was in the year 1990’s. Most of
the Software companies offered only limited services such as banking and engineering
software. The organization is forced to cut down the cost of product Due to the market
competition. GDP has gone up significantly from 1.8% in FY 2000 to around 5.4% in
FY 2007 in India due to its leadership in IT and business outsourcing.
IT is becoming expensive day by day. The availability of manpower and quality of
service has been higher in Indian IT companies which are globally established. The
captive centers of Microsoft, oracle, SAP, Lenovo has already been established in India.
India is the fastest growing IT markets in Asia pacific region.
Introduction
The greatest sourcing area in the world for IT sector is India. Around 67% of the US$
124-130 billion industry segment. The industry uses around ten million workforces; the
business has driven the money related change of the nation & balancing perspective of
our country in the overall economy. Our countries cost forcefulness in giving
information technology organizations, as it is around 3-4 times less costly compare to
US, continues being the mainstay of its extraordinary offering proposal (USP) in the
overall sourcing market. Regardless, Our country is moreover grabbing unmistakable
quality in regards to academic capital with a couple of overall IT firms setting up their
headway centers in India.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 12
The IT-BPM part in our country created at CAGR of 15% more than 2010-2015, as it is
three to four times higher compare to overall IT-BPM spend, and is assessed to reach
out at a compound annual growth rate of 9.5% to US$ 300 billion by 2020. 10 million
Indians are utilized by the business and consequently, it has essentially contributed to
the nation’s social change. Our country is one of the fastest developing information
technology administrations markets on the world.
Destination, representing around 52% of the US$ 124-130 billion business sector. The
nation's cost intensity in giving IT administrations keeps on being its USP in the global
sourcing market. India can possibly construct a US$ 100 billion programming item
industry by 2025, as indicated by Indian Software Product Industry Roundtable
(iSPIRT). The product items market in India, which incorporates bookkeeping
programming and distributed computing based telephony administrations, is relied upon
to develop at 14% in 2014.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 13
2.2. IT INDUSTRY IN INDIA -HISTORY
In 1965, movement laws in USA were adjusted and the limitations on workers were
decreased significantly. Thus a considerable measure of Indian experts moved for
exploration opportunities in USA. The IT upheaval in USA and the tremendously
fancied Silicon Valley in the US amid the 80s and 90s couldn't have been conceivable
without the work of these relocated Indians. This movement enabled the Indian IT
sector to get into USA IT industry. As the USA IT was growing quickly the need of IT
people outside USA raised. As India had good number of individuals with very good
talent and skills and mainly Indian were trained to speak in English. This period was
totally controlled by Indian government and they formed strict rules and regulations for
private business in India, as a result the Indian IT was not so well developed till 1991
Indian talent pool:
The major reason for India’s development in global outsourcing is availability of
workforce and their ability to speak English.
From the year 2008 to 2015 the number of graduates coming out every year
made our county grow at the compounded annual growth rate of 9.4%
In the year 2015 our county has added 5.8 million graduates to the talent pool.
The Research and development, innovation in the IT-BPM depends upon the
growing talent pool of our country.
(Source:http://www.ibef.org/industry/informationtechnologyindia.aspx#sthash.yOjRT0LK.dpuf)
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 14
2.3. Company Profile
Larsen & Toubro Infotech Ltd.
Parent Company Larson and Turbo
Category IT programming and services
Sector IT and Technology
Tagline/ Slogan NA
USPA well-known Indian software company which provides software services &
solutions.
STP
Segment Providing IT solutions, business outsourcing & consulting.
Target Group Vast abroad endeavors
Positioning Prominent provider of Information technology(IT) services and solutions
SWOT Analysis
Expanded income stream
Strong client base
Worldwide presenceStrengths
Good budgetary execution, income of US $ 650 million and employee strength of
15K
Reliance on adult business sectorWeaknesses
High client focus
Developing marketsOpportunities
Developing Cloud processing innovation
High introduction to the remote markets
Greater MNC's entering India and vieing for worldwide customersThreats
Financial lull and vulnerability in USA and Europe separately
Competition
1. HCL
2. TCS
3. WiproCompetitors
4. Mahindra Sathyam
Product
1. AccuRUSIProducts
2. Unitrax
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 15
L&T Infotech is global IT Service Company based in Mumbai, India. In the year 2012-
2013 L&T was Ranked 8 in Indian IT Companies. L& T has 39 registered offices in 22
countries. Larsen & Toubro Ltd. is the parent company for L&T Infotech.
2.4. Our Vision
At L&T Infotech, our vision envelops our creative arrangements and modern way to
deal with help our customers accomplish their business objectives. Our quality lies in
our drive to exceed expectations, which makes an interpretation of to our will to give
the best-in-class administrations to our customers crosswise over businesses.
Our Values
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 16
2.5. Industries:
Industries
Automotive & Aerospace
Insurance
Bankinf & Financial services
Life sciences
Consumer Packeged goods
Health care
Retail
Engineering & Construction
Process Manufacturing
Energy
Plant Equipment & Industrial Machinery
Digital Platform
Media & Entertainment
Utilities
Hi-Tech & Consumer Electronics
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 17
Technologies:
Technologies
Technology Office Technologies
Microsoft Technologies
BIG data
IBM Technologies
Open source technologies
Offerings
Service oriented arcitecture
Performance engineering
Legacy Modernisation
Brouchores
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 18
Strategic Alliances:
Strategic Alliences
Microsoft partnerSAPIBMOracleHPREDHAT
Clients for L&T Infotech:
Johnson & JohnsonTravelersASG GroupMunich R
Clients for L&T Infotech
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 19
Services:
Services
Analytics & Information Management
Cloud computing
Enterprise Intergration
Application Management
Geographical Information Sustem
Infrastructure Management
Internet of Things
Consulting
Sales force
Oracle
Open source Technologies
Microsoft Dynamics
Maximo
Manufacturing Execution System
Smart Devices & Channels
System Integration & Testing
SAP
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 20
2.6. L&T Infotech is located in the following areas:
India:
Mumbai, Navi Mumbai
Pune
Bangalore
Chennai
North America
Europe
Middle east
New Zealand
Australia
South America
Africa
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 21
2.7. Subsidiaries:
Subsidiaries
L&T Infotech GmnH
L&T Infotech Canada
GDA Technologies Inc
GDA technologies Limited
L&T Infotech LLC
L&T Infotech Financial servicesTechnologies Inc
2.8. Acquisitions:
Acquisitions
GDA TechnologiesCapitive technology center of citigroup fund servicesInformation systems resource centre Pvt Ltd(ISRC)
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 22
2.9. INFRASTRUCTURE
The Company has been expanding its facilities to keep pace with revenue growth.
Emphasis has been on adding capacity in SEZ locations for the new & incremental
business. The new facilities at Mind space SEZ- Airoli, Navi Mumbai, Hinjewadi-Pune
and DLF SEZ Chennai were made operational during the FY15. Total capacity at Indian
centers stands at 19401 Seats as on March 31, 2015. Work is in progress to add further
capacity of 889 seats in Chennai, 1266 seats at Pune and 941 seats in Airoli which will
be completed in second half of the FY 16.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 23
Chapter 3
Theoretical Background of the study
3.1. Introduction to Recruitment & Selection:
Recruitment is a process of finding out prospective candidates for filling actual or
projected vacancies in an organization. It in an effort to gain the interest of the candidate
looking for jobs; By choosing the right pool of candidates it increases the competitive
advantage of the organization, this is possible because of effective approach to
recruitment & Selection. The efficient manpower of an organization is one of the main
reasons for the success of the organization.
According to Edwin B. Flippo “Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization”.
According to Barber, “Recruitment includes those practices and activities carried out by
the organization with the primary purpose of identifying and attracting potential
employees”.
According to dale Yoder, “Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers facilitate effective selection
of an efficient working force”.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 24
3.2. Types of Recruitment
Internal Hiring
In means hiring candidates internally. Employees currently working in the organisation
are given an opportunity to get into higher position by hiring internally. If the
employees are doing well with the responsibilities assigned to them, they will be offered
various other benefits for the work done by them. If the management feels that the
employees need various other skills and abilities they are ready to provide training as
well. This is one of the easiest ways of selecting candidates as the management is aware
about his ability.
External Hiring
In means hiring candidates externally for increasing the productivity. External
employees are more beneficial to the companies as they come up with the new ideas and
skills which help for the organizational growth. These candidates will be more capable
of finding solutions for the raised business problems. Hiring externally is a difficult task
but it is very beneficial for the organizational growth compared to internal source.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 25
3.3. Sources of Recruitment:
Sources of Recruitment
Internal sources of
Selecting top talents withinthe organisation
Temporary employees topermanent
InternalAdvertisement
Promotions
Retaired employees to freelancerposition
External Sources of
Job Portals,Social Media& Website
News papers &
CampusRecruitment
Direct walk-in
Recruitment agencies &Employee Referral
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 26
3.4. Recruitment Process:
Identify VacencyAnalyze Job
Description &Specification
Advertise Managing theresponse
Short-listingReferencesConductInterview
DecisionMakingConvey
Convey thefeedback
AppointmentAction
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 27
3.5. Selection
Selection refers to the process in which individuals are picked up from the pool o job
applicants possessing the required knowledge and skills for the job to be performed in
an organization.
According to terrie Nolinske,“Selection is the process of making a hire or no-hire
decision regarding each applicant for a job”.
According to schermerhorn, hunt, and osborn,“Selection is a series of steps from initial
applicant screening to final hiring of the new employee”.
According to steven P. Robbins and Mary Coulter,“ Selection is the process of
screening Job applications to ensure that the most appropriate candidates are hired”.
3.5.1. Selection Process:
The selection process consists of various barriers or stages. Selection aims at generating
full information regarding the candidates in order to determine whether they are
appropriate for the job or not. The selection process varies from organisation to
organisation and from job to job. Therefore, an ideal process of selection includes the
following steps:
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 28
Screening ofapplicants
SelectionTests
SelectionInterviews
MedicalExamination
Referancecheck
Hiringdecision
3.5.2. Factors affecting Selection:
Factors AffectingSelection
Internal Factors
Size of the
Type of the
Nature of social
Applicant Pool
Speed of decision
External Factors
Nature of labour
Trade Union
Government Regulation
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 29
3.6. Lead Time:
The recruitment process which goes through plenty of stages and the delay in process
which leads to the increase in lead time has been observed.
Improvement of any process in the organisation is the responsibility of all those who are
associated with that process. Therefore to reduce the lead time support from all the head
of the department is required.
Jac Fitz-Enz
Manpower is the key resource for any organisation in today’s competitive world. All
other substantial resources are idle and subject to depreciation. Just the manpower can
lead to achievement of organisation goals, provide good business results and contribute
to business outcomes. These and the key assets for the organisation and acquiring them
is very important for any organisation.
According to Jac Fitz-Enz; The manpower planning and value adding functions of the
company depends upon how efficiently and effectively the HR work towards acquiring
them. This enables the HR people mainly the recruiters to take up more responsibilities
to increase the manpower of the organisation which leads to the business growth.
Some tools for measuring the effectiveness of the recruitment which may be applied to
all selection processes is discussed in this article. Employers are taking a long time to
fill the vacancies is a major challenge that companies face in a strengthening economy.
Longer opportunity terms are an indication that labor markets are getting to be more
tightly, making it harder for managers to fill job vacancies.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 30
3.6.1. Key performance indicators:
Responce timeTime to fillCost per hireOffer acceptance rateQuality of hireSatisfaction index
Keyperformanceindicators
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 31
Chapter 4
Data Analysis and Interpretation
Table 4.1:
Do you think Lead time contributes towards business growth?
Particulars Frequency Percentage (%)
Yes 52 52
No 24 24
May be 24 24
Total 100 100
52%
24%
24%
YesNoMay be
Lead time contribution towards business growth
Figure 1
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CMR Institute of Technology-Department of Management Studies 32
Interpretation:
52% of respondents agree that lead time contributes towards business growth.
24% of them are neutral with their opinion.
24% of respondents do not agree that lead time contributes towards business
growth.
Inference:
The respondents are of the opinion that lead time plays a very important role in the
growth of the organisation. As the recruiters end up loosing the candidates due to the
delay in the recruitment and selection process. The respondents must understand the
importance of lead time and try to reduce it by implimenting new strategies.
Table 4.2:
To reduce the lead time which type of hiring do you prefer the most?
Particulars Frequency Percentage (%)
Walk-in Interview 24 24
Support from Consultancy 24 24
Campus Interview 24 24
Scheduled interview 28 28
Total 100 100
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 33
24% 24% 24%
28%
Walk-in Interview Support fromConsultancy
Campus Interview Scheduledinterview
0
5
10
15
20
25
30
Preferable type of hiring to reduce Lead Time
Figure 2
Interpretation:
28% of the respondents prefer scheduled interview to reduce the lead time
24% of the respondents prefer walk-in interview, 24% prefer campus interview
and 24% prefer consultancy.
Inferance:
The respondents prefer scheduled interview to reduce the lead time but few respondents
are of different opinion that they give equal importance to other methods such as walk-
in nterview interview,campus interview and consultancy support. As we are getting a
mixed opinion from the respondents we can come to conclusion that the recruiter need
to analyze the situation properly and adopt the right method at the right time so that the
lead time will be reduced.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 34
Table 4.3:
Which among the following consumes more time in Recruitment process?
Praticulars Freqency Percentage (%)
Sourcing & Scheduling 20 20
Technical interview & HR Interview 32 32
Compensation & Benefits 36 36
Approval from management 12 12
Total 100 100
20%
32%
36%
12%
Sourcing &Scheduling
Technical interview& HR Interview
Compensation &Benefits
Approval frommanagement
0
5
10
15
20
25
30
35
40
Consuming more time in R&S Process
Figure 3
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 35
Interpretation:
36% of the respondents are of the opinion that C&B team consumes more time.
32% of the respondents tell that technical and HR interview will take more time.
Inference:
The table shows that the more time is consumed by C&B team and by Technical and
HR interviews. The recruiters must ensure that the interviews are done as per the
scheduled date and time which helps to reduce lead time. The recruiters must take
necessary measures so that the C&B team should not take more time to send approval
(Issue arises from C&B due to the high CTC expectation of the candidate). Recruiters
must try to negotiate CTC as much as possible
Table 4.4:
What are the different tools used to track the source of candidate?
Particulars Frequency Percentage(%)
Software 40 40
Microsoft Excel 52 52
Manual 8 8
Total 100 100
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 36
40%
52%
8%
SoftwareMicrosoft ExcelManual
Tool used to track the source of the candidate
Figure 4
Interpretation:
52% of respondents prefer MS excel to track the source of the candidates.
40% of the respondents prefer software to track the source of the candidates.
Inference:
The respondents are comfortable using Microsoft excel to track the source of the
candidates as it is easy to understand and simple to follow but few recruiters prefer
software because the data which is uploaded in software in more accurate than MS excel
and manual data and also the software give all the details about the candidate whenever
required, it also helps in finding out duplicate candidates. Therefore it is better to use
both MS excel for maintaining primary data and then update everything in software for
getting accurate data available at any time.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 37
Table 4.5:
In case of immediate Requirement which of the following would you prefer the most for
recruiting the candidates?
Particulars Frequency Percentage(%)
Walk-in Interview 31 31
Support from Consultancy 23 23
Employee Referral 20 20
Existing Database 26 26
Total 100 100
31%
23%20%
26%
Walk-in Interview Support fromConsultancy
Employee Referral Existing Database0
5
10
15
20
25
30
35
Immediate requirment
Figure 5
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 38
Interpretation:
31% of respondents prefer walk-in interview in case of immediate requirement.
26% of them prefer to search candidates from existing database
23% of them prefer consultancy support
20% of them prefer Employee referral
Inference:
The table shows that immediate requirement can be closed soon by conducting walk-in
interviews but we are getting mixed opinion from other respondents. The recruiters
must analyze the situation properly and adopt the right method at the right time so that
the immediate requirement is closed lead time will be reduced.
Table 4.6:
How many levels of interview will be conducted before selecting the candidate?
Particulars Frequency Percentage(%)
One 3 3
Two 7 7
Three 65 65
Four or More 25 25
Total 100 100
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 39
3%
7%
65%
25%
One Two Three Four or More0
10
20
30
40
50
60
70
Number of levels of interviews conducted
Figure 6
Interpretation:
65% of respondents 3 rounds of interviews will be conducted before selecting the
candidate.
25% of them tell that they conduct more than 4 levels of interview for selection.
Inference:
The above table shows that the respondents are of the opinion that they conduct 3
rounds of interview before selecting the candidate and some times it will be 4 levels as
the interview will be conducted as follows:
1st level interview- 2nd level interview- client interview and then HR interview.
The recruiters must plan accordingly and reduce the number of interviews conducted
which helps to reduce the lead time.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 40
Table 4.7:
Job vacancies can be filled in short duration of time.
Particulars Frequency Percentage(%)
Strongly Agree 24 24
Agree 20 20
Neutral 48 48
Disagree 8 8
Strongly Disagree 0 0
Total 100 100
24%
20%
48%
8%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree0
5
10
15
20
25
30
35
40
45
50
Job vacancies can be filled in short duration of time
Figure 7
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 41
Interpretation:
48% of the respondents are neutral (i.e. they are not sure) in their openion that
they can fill the job vacancies with in the short duration of time.
44% of them agree and that they can fill the vacency on short duration
Inference:
The table shows the confidence level of recruiters whether they can fill the vacancy in
short duration of time or not. Few recruiters agree that they can fill it in short duration
of time but most of them are not confident enough to tell that the vacancy can be filled
within short duration as there are many issues with respect to recruitment
Table 4.8:
Do you think Job Portals helpful for getting relevant profiles for the requirement
Particulars Frequency Percentage(%)
Yes 64 64
No 12 12
May be 24 24
Total 100 100
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 42
64%12%
24%
YesNoMay be
Job portals are helpful in getting relevent profiles
Figure 8
Interpretation:
64% of respondents agree that Job portals are helpful in getting relevant profiles
24% of respondents tell that sometimes they are helpful.
Inference:
Most of the respondents agree that job portals are helpful in getting relevant profiles
because searching of candidate is not a easy task for a recruiter, the job portals helps the
recruiters to get relevant profiles easily even though the candidate is from a different
location.it saves time for the recruiters hence leads to reduction of lead time in
recruitment and selection process.
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CMR Institute of Technology-Department of Management Studies 43
Table 4.9:
Recruitment Process followed is different for different grades of employees.
Particulars Frequency Percentage (%)
Yes 72 72
No 28 28
Total 100 100
72%
28%
YesNo
Recruitment process is different for different gradesof employees
Figure 9
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 44
Interpretation:
72% of the respondents agree that they follow different Recruitment process of
different grades of employees.
28% of them do not agree that they follow different Recruitment process of
different grades of employees.
Inference:
Most of the respondents agree that there is different recruitment process conducted for
different grades of employees. As it is difficult to follow the same recruitment process
for all the grades of employees because it takes more time in recruiting the experienced
candidate therefore to reduce the lead time the recruiters follow different process for
different grades. The remaining recruiters must understand that it is not possible to
follow similar recruitment process for all the grades and waste their time in that. It is
better to adopt different process which helps in shortlisting easily which leads to reduce
the lead time.
Table 4.10:
Average time taken to recruit Middle-Level or Senior-level employees may be for:
Particulars Frequency Percentage (%)
1 Month 16 16
1 Month-3 Months 36 36
3 Months - 6 Months 44 44
More than 6 Months 4 4
Total 100 100
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 45
16%
36%
44%
4%
1 Month 1 Month-3 Months 3 Months - 6 Months More than 6 Months0
5
10
15
20
25
30
35
40
45
50
Average time taken to recruit employees
Figure 10
Interpretation:
44% of the respondents take average time of 3-6 months in recruiting Mid- level
and senior level employees.
36% of them take 1-3 Months in recruiting middle- level and senior level
employees.
Inference:
The above table shows that the respondents are of the opinion that it takes more than 3
months to recruit a candidate as most of the candidates are working in tire 1 company
and they need to serve notice period of 3 months and few respondents tell that 1-3
months are sufficient enough as there are few candidates whose notice period is of 1
month or 2 months maximum. It is the duty of the recruiters to ensure that the candidate
is joining as soon as possible by providing them a benefit such as joining bonus so that
he gets relived soon from the current company which they are working.
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CMR Institute of Technology-Department of Management Studies 46
Table 4.11:
Average time taken by the HR Department in recruiting every single candidate:
Particulars Frequency Percentage (%)
10 Minutes 4 4
10 Minutes - 30 Minutes 48 48
30 Minutes - 1 Hour 44 44
More than 1 Hour 4 4
Total 100 100
4%
48%44%
4%
10 Minutes 10 Minutes - 30 Minutes 30 Minutes - 1 Hour More than 1 Hour0
5
10
15
20
25
30
35
40
45
50
Average time taken by HR department to recruit acandidate
Figure 11
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 47
Interpretation:
48% of the respondents tell that the HR department takes 10-30minutes in
recruiting each and every candidate.
44% of the respondent tell 30 minutes to 1 hour is required to recruit a candidate
Inference:
The above table shows that the respondents are of the opinion that the time taken by the
HR department in recruiting a candidate is 10 to 30 minutes but in few cases the
recruiters need more than 30 minutes if there are some issues with the candidates such
as salary negotiation, notice period negotiation, document verification etc…
Table 4.12:
Satisfaction level of employees on Recruitment and Selection process @ L&T InfoTech
Particulars Frequency Percentage (%)
Yes 92 92
No 8 8
Total 100 100
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 48
92%
8%
YesNo
Satisfaction level of employees on R&S process
Figure 12
Interpretation:
92% of the respondent agree that they are satisfied with recruitment & selection
process @ L&T Infotech. .
Inference:
The respondents are satisfied with the recruitment process at L&T Infotech and they
don’t feel that there need to be changes in the process but 8% of them are of the opinion
that there need to be some changes in the process if they implement those changes there
can be reduction in lead time which leads to organisation growth.
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CMR Institute of Technology-Department of Management Studies 49
Table 4.13:
Do you think the communication channel of your company is good enough for effective
communication within the organisation.
Particulars Frequency Percentage (%)
Strongly Agree 16 16
Agree 40 40
Neutral 24 24
Disagree 20 20
Strongly Disagree 0 0
Total 100 100
16%
40%
24%
20%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree0
5
10
15
20
25
30
35
40
45
Effectiveness of communication channel
Figure 13
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 50
Interpretation:
40% of the respondents agree that the communication channel in the company is
good
16% of the people strongly agree with the same.
24% of them are neutral in their opinion
20% of them disagree that communication channel is the company is good
Inference:
Most the respondents agree that the communication channel in the company is good and
the remaining people are not so very happy about the communication channel. They
prefer some changes need to done in the communication channel as well so that the
employees can coordinate easily which again helps to reduce lead time.
Table 4.14:
Dose the Email templates in job portal helps in reducing the timeline in getting relevant
profiles?
Particulars Frequency Percentage (%)
Yes 12 12
No 56 56
May be 32 32
Total 100 100
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CMR Institute of Technology-Department of Management Studies 51
12%
56%
32%
YesNoMay be
E-mail templets in job portals are helpful
Figure 14
Interpretation:
56% of the respondents tell that E-mail templates in job portals do not help in
reducing lead time.
32% of them are neutral with their opinion
12% of them agree that it helps in reducing the lead time.
Inference
Most the respondents do not agree that E-mail templates in job portals will help to
reduce lead time because most of the time the recruiters end up getting profile which are
not relevant for their requirement, instead of wasting time by adopting such practices
the recruiters can implement other strategies in recruiting the candidate which helps in
reducing lead time.
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Table 4.15:
Do you ensure that the requirements are closed within the Service Level
Agreement(SLA)
Particulars Frequency Percentage(%)
Yes 32 32
No 8 8
May be 60 60
Total 100 100
32%
8%
60%
YesNoMay be
Requirement can be closed within the SLA
Figure 15
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 53
Interpretation:
60% of the respondents are neutral in their opinion that they are able to close the
requirement with in service level agreement.
32% of the respondents agree that requirement can be closed within the SLA.
Inference:
Closing requirement within the SLA is a challenge for the recruiters. This is the main
reason for concentrating on reduction of lead time in Recruitment and selection process.
The table shows the confidence level of the recruiter’s that whether the requirement can
be closed within the SLA or not. Few of the recruiters are confident enough to tell that it
can be done but remaining people must increase their confidence level by implementing
new strategies to reduce the lead time and close the requirement within the SLA.
Table 4.16:
Maximum time involved in getting approval from the top management for recruitment.
Particulars Frequency Percentage(%)
1-6 Days 16 16
6-12 Days 44 44
12-15 Days 40 40
More than 15 Days 0 0
Total 100 100
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CMR Institute of Technology-Department of Management Studies 54
16%
44%
40%
0%
1-6 Days 6-12 Days 12-15 Days More than 15 Days0
5
10
15
20
25
30
35
40
45
50
Maximum time taken to get approval from topmanagement
Figure 16
Interpretation:
44% of respondents are of the opinion that it take 6-12 days for getting approval
from top level management
40% of that people tell that it requires 12-15 days for getting approval.
Inference:
The table shows that it takes approximately 10-12 days for getting approval from the top
management as few respondents are of the opinion that 6-12 days is required and few of
them tell that 12-15days are required so on an average it take 10-12 days to get
approval. The recruiters must ensure that they get the approval from the top
management as soon as possible so that it reduces the lead time.
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CMR Institute of Technology-Department of Management Studies 55
Table 4.17:
Which of the following factors have an impact on setting Service Level Agreement
(SLA)
Particulars Frequency Percentage(%)
Relocation 16 16
Offer Decline 36 36
Notice period 32 32
Salary Expectation 16 16
Total 100 100
16%
36%
32%
16%
Relocation Offer Decline Notice period Salary Expectation0
5
10
15
20
25
30
35
40
Impact on SLA
Figure 17
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 56
Interpretation:
36% of the respondents are of the opinion that offer decline from the candidate
side will have impact on SLA.
32% of people are of the opinion that notice period of candidates are also having
impact on SLA
Inference:
Most of the respondents are of the opinion that Offer decline and Notice period will
have serious impact on SLA. The recruiters must ensure that the candidates who got
selected are on boarded soon so that the offer decline cases gets reduced and the
recruiters must try to negotiate the notice period of the candidate by providing the
joining bonus and do all possible things to on board them as soon as possible. This
again deals with reduction of lead time for the organization growth.
Table 4.18:
Employee Referrals help in closing the positions.
Particulars Frequency Percentage(%)
Strongly Agree 11 11
Agree 44 44
Neutral 25 25
Disagree 20 20
Strongly Disagree 0 0
Total 100 100
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CMR Institute of Technology-Department of Management Studies 57
11%
44%
25%20%
0%Strongly Agree Agree Neutral Disagree Strongly Disagree
0
5
10
15
20
25
30
35
40
45
50
Employee Referral is helpful in closing requirment
Figure 18
Interpretation:
44% of that respondents agree that employee referrals are helpful in closing the
positions
11% of respondents strongly agree that ER is helpful for closing the position.
25% of them are neutral in their opinion.
Inference:
Most of the respondents agree that employee referrals is helpful in closing the position
but other respondents are of different opinion that they are not helpful because the
recruiter cannon depend on employee referrals all the time. Out of 100 candidates we
can find a maximum of 10 candidates as employee referral.
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CMR Institute of Technology-Department of Management Studies 58
Table 4.19:
Postings in job portals helps you in getting more applicants.
Particulars Frequency Percentage(%)
Strongly Agree 12 12
Agree 52 52
Neutral 28 28
Disagree 8 8
Strongly Disagree 0 0
Total 100 100
12%
52%
28%
8%
0%
Strongly Agree Agree Neutral Disagree Strongly Disagree0
10
20
30
40
50
60
Job portals are helpful in getting more applicants
Figure 19
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 59
Interpretation:
52% of the respondents agree that job portals are helpful for getting more
applicants
12% of the respondents strongly agree that job portals are helpful in getting more
applicants.
Inference:
Most of the respondents are of the opinion that that job portal are helpful in getting
more applicants as in the current market condition it is difficult for the recruiters to
search for candidates. Job portal are very helpful because the candidate details are
uploaded in it which helps the recruiters to find the candidate easily. The people who
tell that job portal are not helpful must understand the importance of job portals as the
company spend more on paying the job portals such as naukri, monstor etc.
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CMR Institute of Technology-Department of Management Studies 60
Table 4.20:
Please rate the following Job Portals as per your Personal experience in finding the
relevant profiles for your requirement (1 Being the least & 5 Being the best)
Naukri 1 2 3 4 5
LinkedIn 1 2 3 4 5
Monster 1 2 3 4 5
Particulars Naukri Percentage (%) Linked-In Percentage (%) Monstor Percentage (%)
One 0 0 36 36 0 0
Two 4 4 20 20 36 36
Three 12 12 32 32 36 36
Four 28 28 12 12 28 28
Five 56 56 0 0 0 0
Total 100 100 100 100 100 100
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CMR Institute of Technology-Department of Management Studies 61
36%
20%
32%
12%
0%
One Two Three Four Five0
20
40
Linked-In
0% 4%12%
28%
56%
One Two Three Four Five0
20
40
60
Naukri
0%
36% 36%28%
0%
One Two Three Four Five0
10
20
30
40
Monstor
Interpretation:
The table shows that the maximum number of resondents strongly agree that naukri
provides good number of profiles when compare to linked-in and monstor
Inference:
Most of the respondents are of the opinion that Naukri is better compare to monster and
linked-in because Naukri is having a good reputation and all the applicants prefer
Naukri.
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4.21 Chi-Square Test:
Testing of hypothesis:
Ho: Lead time contributes towards business growth
Case Processing Summary
Cases
Valid Missing TotalParticulars
N Percent N Percent N Percent
Job vacancies can be filled in short duration of time * Lead time
contribution towards business growth
100 100.00% 0 0.00% 100 100.00%
Requirement is closed within the service level agreement * Lead
time contribution towards business growth
100 100.00% 0 0.00% 100 100.00%
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CMR Institute of Technology-Department of Management Studies 63
1. Job vacancies can be filled in short duration of time * Lead time contribution
towards business growth.
Crosstab Count
Lead time contribution towards business growthParticulars
Yes No May beTotal
Strongly Agree 24 0 0 24
Agree 20 0 0 20Neutral 8 24 16 48
Job vacancies can be filled in short
duration of timeDisagree 0 0 8 8
Total 52 24 24 100
Chi-Square Tests
Particulars Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 92.735a 6 0
Likelihood Ratio 107.917 6 0Linear-by-Linear
Association 57.845 1 0
N of Valid Cases 100 5 cells (41.7%) have expected count less than 5. The minimum expected count is
1.92.
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CMR Institute of Technology-Department of Management Studies 64
Directional Measures
Particulars ValueAsymp.
Std. Errora
Approx. Tb
Approx. Sig.
Symmetric 0.4 0.074 4.714 0
Job vacancies can be filled in short duration of time
Dependent0.308 0.091 2.949 0.003Lambda
Lead time contribution towards business growth
Dependent0.5 0.093 4.102 0
Job vacancies can be filled in short duration of time
Dependent0.359 0.035 .000c
Nominal by
Nominal
Goodman and Kruskal
tau Lead time contribution towards business growth
Dependent0.523 0.038 .000c
a. Not assuming the null hypothesis.b. Using the asymptotic standard error assuming the null hypothesis.c. Based on chi-square approximation
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CMR Institute of Technology-Department of Management Studies 65
Symmetric Measures
Particulars Value Approx. Sig.
Phi 0.963 0
Cramer's V 0.681 0Nominal by Nominal
Contingency Coefficient 0.694 0
N of Valid Cases 100 a. Not assuming the null hypothesis.b. Using the asymptotic standard error assuming the null hypothesis.
Inference:
The above table indicates that 92.73% of variation is explained by duration of lead time
taken to fill vacancy and its contribution towards business growth.
Significant value = 0.03 which is below 0.05(i.e. level of significance is less than 0.05)
Therefore Ho is rejected and it can be concluded that the business growth depends on
the lead time take to fill the vacancy.
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CMR Institute of Technology-Department of Management Studies 66
2. Requirement is closed within the service level agreement * Lead time
contribution towards business growth.
Crosstab Count
Lead time contribution towards business growthParticulars
Yes No May beTotal
Yes 32 0 0 32
No 8 0 0 8Requirement is closed within the service level agreement
May be 12 24 24 60Total 52 24 24 100
Chi-Square Tests
Particulars Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 61.538a 4 0Likelihood Ratio 78.421 4 0
Linear-by-Linear Association 46.38 1 0N of Valid Cases 100
3 cells (33.3%) have expected count less than 5. The minimum expected count is 1.92.
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Directional Measures
Particulars Value Asymp. Std. Errora Approx. Tb Approx.
Sig.
Symmetric 0.364 0.098 3.305 0.001
Requirement is closed within the service level agreement Dependent
0.5 0.117 3.162 0.002Lambda
Lead time contribution towards business growth
Dependent0.25 0.108 2.041 0.041
Requirement is closed within the service level agreement Dependent
0.467 0.062 .000c
Nominal by
Nominal
Goodman and
Kruskal tau
Lead time contribution towards business growth
Dependent0.375 0.038 .000c
a. Not assuming the null hypothesis.b. Using the asymptotic standard error assuming the null hypothesis.c. Based on chi-square approximation
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CMR Institute of Technology-Department of Management Studies 68
Symmetric Measures
Particulars Value Approx. Sig.
Phi 0.784 0Cramer's V 0.555 0
Nominal by
Nominal Contingency Coefficient 0.617 0N of Valid Cases 100
a. Not assuming the null hypothesis.
b. Using the asymptotic standard error assuming the null hypothesis.
Inference:
The above table indicates that 61.53% of variation is explained by closing the
requirment within the service level agreement and its contribution towards business
growth.
Significant value = 0.02 which is below 0.05(i.e. level of significance is less than 0.05)
Therefore Ho is rejected and it can be concluded that the organisation growth depends
on closing the requirement within the service level agreement.
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CMR Institute of Technology-Department of Management Studies 69
5.1. Findings:
44% of the recruiters tell that it takes more than 3 months to recruit and on board
a candidate.
60% of the recruiters are not confident enough that they can close the
requirement within the service level agreement (SLA).
44% of the recruiters find that it takes 6-12 days to get approval from top level
management for recruiting a candidate.
52% of the recruiters agree that lead time contributes towards business growth.
Few recruiters are not aware about the importance of lead time.
28%of the recruiters prefer scheduled interview to reduce the lead time and the
other recruiters and find that walk-in interview, consultancy support and campus
interview are also helpful.
Number of recruiters in the organization is less.
Recruiters are not adopting modern methods for recruiting.
36% of the recruiters are of the opinion that C&B team consumes more time in
recruitment and 32% of them fell that Technical and HR interviews are taking
more time than required.
52% of the recruiters prefer MS Excel to tack the source of the candidate and
they usually update all the data in software for future reference.
48% of the recruiters are not confident enough that the requirement can be
closed in short duration.
Difference of opinion between the recruiters to adopt the right method for hiring
in case of immediate requirement.
64% of recruiters tell that Job portal are always helpful in getting relevant
profiles for the requirement.
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5.2. Suggestions:
After the data analysis, it was observed that there were some problem areas in
recruitment and selection which is taking more than the required time. The suggestion
and recommendation made to the talent acquisition team will help strengthen the
process of recruitment.
Educating the employees about the benefits of reducing the lead time as it helps
in growth of both Individual & organisation
Building awareness of the need of reducing lead time in recruitment and
selection process among the employees will result in the increase of manpower
Increasing the number of recruiters is a good way to reduce the lead time so that
the requirements are closed within the service level agreement.
Adoption of new technology would be helpful in reducing lead time.
Preparing a flowchart of activities would help the recruiters to know the
reasonable time taken to for the activity. For example we can fix minimum of 1
week for shortlisting the candidates to be called for the interview from the
available resumes in job portals. In case the time taken is more than a week we
can take necessary actions to reduce the time taken for that activity. In the same
manner this can be done for all the stages in recruitment which helps us to
reduce the lead time.
The recruiters need to build their confidence and follow various new methods
for recruiting and close the requirement within the service level agreement.
The recruiters need to coordinate properly and adopt the right method in case of
immediate requirement.
Reduce the number of levels of interview as it is not required to conduct the
more levels of interviews for different grades of employees.
Need to provide joining bonus to the candidates who is having a notice period of
3 months and ensure that he joins the company as soon as possible.
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CMR Institute of Technology-Department of Management Studies 71
5.3. Conclusion:
From the above discussion it can be concluded that recruitment and selection is a critical
part of IT organisation such as L&T Infotech. Thus reducing the Lead time in
recruitment and selection will lead to increase in manpower of the organisation which
further leads to achieving the targets on time which enables the employees to be
profitable by being productive and generating revenue to the company.
During the research I came across some of the problems associated with L&T Infotech
recruitment and selection process. Statistical data has shown the problems and has been
used to generate suggestions that the company should adopt to reduce the errors in
recruitment and section process and also to reduce the lead time in employing the
candidate to ensure that the requirements are closed within the SLA.
The overall study has shown that L&T Infotech as an organisation is growing.
Recruiting the right person for the right job at the right time proves to be a large factor
for the growth. Reducing the lead time will be an added advantage for the organisation
which leads to increase in the manpower. The recruitment and selection group is
constantly involved in recruiting the qualified pool of candidates and setting
benchmarks and standards for perfection.
Awareness about various problems from this report will be in problem solving and
reducing the lead time in recruitment and selection process for individuals and the
organisation growth.
“A Study on Lead Time in Recruitment & Selection Process”
CMR Institute of Technology-Department of Management Studies 72
Annexure
Questionnaire:
I Harsha S (MBA student @ CMR Institute of technology Bangalore). As a part of my
academic requirement, I am undertaking a project survey on “Lead time in
Recruitment & Selection Process @ L&T InfoTech”
I kindly request you to fill the questionnaire which would be helpful for me in data
collection process. I assure that the data will be confidential and used for academic
purpose only.
Respondent Profile:
Name: Designation:
Years of experience in Recruitment:
1. Do you think Lead time contributes towards business growth?
o Yes
o No
o May be
2. To reduce the lead time which type of hiring do you prefer the most?
o Walk-in interview
o Support from Consultancy
o Campus Interview
o Scheduled interview.
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CMR Institute of Technology-Department of Management Studies 73
3. Which among the following consumes more time in Recruitment process?
o Sourcing & Scheduling
o Technical Interview & HR Interview
o Compensation & Benefits
o Approval from Management
4. What are the different tools used to track the source of candidate?
o Software
o Microsoft Excel
o Manual
o Online
5. In case of immediate Requirement which of the following would you prefer the
most for recruiting the candidates?
o Walk In Interview
o Support from Consultancy
o Employee referral
o Exiting Database.
6. How many levels of interview will be conducted before selecting the candidate?
o One
o Two
o Three
o Four or More
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CMR Institute of Technology-Department of Management Studies 74
7. The job vacancies can be filled in short duration of time.
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly disagree
8. Are the Job Portals helpful for getting relevant profiles for the requirement?
o Yes
o No
o May be
9. Please rate the following Job Portals as per your Personal experience in finding
the relevant profiles for your requirement (1 Being the least & 5 Being the best)
o Naukri 1 2 3 4 5
o Linked-In 1 2 3 4 5
o Monster 1 2 3 4 5
10. The postings in job portals helps you in getting more applicants
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
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CMR Institute of Technology-Department of Management Studies 75
11. The Recruitment Process is different for different grades of employees.
o Yes
o No
12. Average time taken to recruit Middle-Level or Senior-level employees may be
for:
o 1 Month
o 1 Month- 3 Months
o 3 Months- 6 Months
o More than 6 Months
13. Average time taken by the HR Department in recruiting every single candidate:
o 10 Minutes
o 10 Minutes- 30 Minutes
o 30 Minutes- 1 Hour
o More the 1 Hour
14. Are you satisfied with the Recruitment and Selection process @ L&T InfoTech?
o Yes
o No
15. Do you think the communication channel of your company is good enough for
effective communication within the organisation.
o Strongly agree
o Agree
o Neutral
o Disagree
o Strongly disagree
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CMR Institute of Technology-Department of Management Studies 76
16. The employee Referrals help in closing the positions
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
17. Dose the Email templates in job portal helps in reducing the timeline in getting
relevant profiles.
o Yes
o No
o May be
18. Do you ensure that the requirements are closed within the Service Level
Agreement(SLA)
o Yes
o No
o May be
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CMR Institute of Technology-Department of Management Studies 77
19. Maximum time involved in getting approval from the top management for
recruitment:
o 1-6 days
o 6-12 days
o 12-15days
o More than 15 days.
20. Which of the following factors have an impact on setting Service Level
Agreement (SLA).
o Relocation
o Offer decline
o Notice Period
o Salary Expectation
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CMR Institute of Technology-Department of Management Studies 78
Bibliography
1. www.lntinfotech.com
2. www.wikipedia.org
3. http://www.ibef.org/industry/indian-iT-and-iTeS-industry-analysis-presentation
4. http://www1.umn.edu/ohr/policies/governing/unit6contract/article5
5. Article :Why Companies Are Taking Longer to Hire By Lauren Weber and
Rachel Feintzeig Sept. 1, 2014 7:08 p.m. ET
6. Employers take record-long time to fill job openings by Ruth Mantell
Published: Oct 8, 2014 4:43 p.m. ET.
7. The Top 12 Reasons Why Slow Hiring Severely Damages Recruiting and
Business Results: by Dr. John Sullivan Apr 21, 2014, 12:14 am ET
8. www.google.com.
9. http://www.ibef.org/industry/information-technology-india.aspx.
10. HRM hand book of Himalaya Publications and Thakur Publication.