A

SUMMER INTERNSHIP PROJECT ON

“Recruitment and Selection Process With Special Reference to

Vrinda Global Pvt Ltd.”

SUBMITTED IN THE PARTIAL FULFILLMENT OF

THE REQUIREMENT FOR THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION (2023-2025)

MAHARISHI MARKANDESHWAR INSTITUTE OF MANAGEMENT

UNDER THE GUIDANCE OF: SUBMITTED BY:

DR. MANMINDER AYUSHI VASHISTH

ASSISTANT PROFESOR MBA 3RD C

MMIM, MMDU 12237151

 CHAPTER-1
INTRODUCTION
 INTRODUCTION

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

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

SCOPE OF THE STUDY

1. The study is limited to the information given by the employees.
2. Meeting some of the top management associates in the senior cadre was difficult.
3. The study has been limited due to time constraint.
4. The study is limited based on the rules and regulations of the organizations.

OBJECITIVES OF THE STUDY

To get right person at right place and in right time, the organization should have the specific
and clear policies and recruitment and selection methods which are essential for the growth of
the organization.
• To analyze the actual recruitment process in VRINDA GLOBAL PVT. LTD.
• To find whether the existing processes of recruitment and selection are taking place
scientifically or not.
• To review the importance and needs of recruitment and selection process.
• State, explain and evaluate various methods of recruitment.
 CHAPTER-2
COMPANY PROFILE
COMPANY PROFILE
Vrinda Global Pvt. Ltd., established in 2006, is a prominent international recruitment and
staffing firm headquartered in Karnal, Haryana, India. The company specializes in executive
search, talent acquisition, and recruitment process outsourcing (RPO) services across various
industries. Vrinda Global operates globally, with offices in Auckland, California, Dubai,
Gurgaon, New Delhi, New Zealand, and Sheffield, while its back-office operations are based
in Karnal.
 The company has a strong client portfolio, including 32 of the Fortune 100
companies, reflecting its capability in delivering high-quality recruitment solutions.
 Vrinda Global's systematic and process-driven approach to recruitment ensures
engagement with the right talent and a superior candidate experience.
 In terms of employee experience, Vrinda Global's Karnal office has received an
overall rating of 3.8 out of 5 on AmbitionBox, based on 19 reviews. The company
culture and work-life balance are positively rated at 4.0, indicating a supportive and
engaging environment. However, areas such as job security and salary satisfaction
have slightly lower ratings, suggesting room for improvement in these aspects

Vrinda Global positions itself as a global recruitment partner that delivers customized,
technology-enabled, and process-driven hiring solutions.
Positioning Statement:
"For global and domestic enterprises seeking specialized recruitment and RPO services,
Vrinda Global offers efficient, scalable, and expert-driven talent acquisition solutions,
powered by deep domain knowledge and international presence."
Key Differentiators:
 Global presence with operational centers in India
 Trusted by 32 Fortune 100 companies
 Expertise in niche and executive search
 End-to-end recruitment lifecycle management
 Focus on quality candidate experience

Core Services:
 Executive Search
 Permanent and Contract Staffing
 Recruitment Process Outsourcing (RPO)
 Talent Advisory and Consulting Services

Industries Served:
Vrinda Global works across multiple domains including:
 Information Technology (IT)
 Banking and Financial Services
 Telecommunications
 Engineering
 Healthcare
 Retail and Consumer Goods

Global Reach:
While the back-office operations are managed from Karnal, Vrinda Global has successfully
built international recruitment capabilities, serving clients in North America, Europe, the
Middle East, and Asia-Pacific.

Clientele:
The company boasts a strong client base that includes 32 of the Fortune 100 companies,
demonstrating its expertise in high-quality recruitment and HR services.
Company Values and Approach:
Vrinda Global emphasizes a process-driven, technology-enabled, and customer-focused
approach. They prioritize understanding client requirements deeply and aligning recruitment
strategies with business goals, ensuring both talent and employer satisfaction.

Employee Experience:
Based on employee reviews (e.g., AmbitionBox), Vrinda Global Karnal is rated positively
for:
 Work-life balance
 Company culture
However, reviews suggest there is room for improvement in salary structure and
career growth opportunities.

TRUSTED CLIENTS:
Online Presence:
 Website: www.vrindaconsultants.com
 LinkedIn: Active corporate updates and job postings
 Glassdoor / AmbitionBox: Provides employee reviews and company insights

CHAPTER-3
LITERATURE REVIEW
LITERATURE REVIEW
Recruitment and Selection
By: - Duncan Brodie

The literature states about the problems faced by the organizations at the time of selecting the
right candidate for a particular position and the various ways the organizations can overcome
these problems.
• Train those recruiting- It is necessary for the organizations to train those people who are
involved in the process of recruitment and selection, so that they take right 11 decisions.
They should be provided with sufficient training so that they are confident about their
decisions.
• Be clear on what you are looking for- If you are going to get the right person for the job,
you need to be clear on the skills, qualifications, experience, personal attributes and qualities
that the right candidate will have.
• Select The Most Appropriate Source for Securing Applicants- The key point here is to be
sure you are choosing the right place to advertise. Sometimes a local newspaper will work. At
other times, you may need to go to specialist publication or a recruitment consultant.
• Establish A Clear Framework For Short listing- The framework for short listing the
candidate should be clear to the recruiters and also to the candidates.
• Consider the Best Option for Selecting Candidates- In some cases you might just go for a
traditional interview and possibly add in a presentation. Otherwise the organization can adopt
any other method of which they are more confident.
• Remain Open Minded- Often people jump to conclusions about candidates within minutes.
Remember some of the best candidates might take a few minutes to get warmed up so don't
discount people too quickly.
• Be Professional- When interviewing you are representing your organization, its values, and
beliefs. Today's candidate if they don't get the job could be a customer or supplier in the
future so give the best impression you can.
• Give Feedback- Candidates takes good time in preparing themselves for the interviews
therefore the recruiters should also take out the time for giving them feedback whether they
are successful or unsuccessful candidates.

Recruitment and Selection – Reasons for its Importance

By-: Abhishek
The literature states about the importance of the recruitment and selection procedure and
how even a small mistake at the time of selecting the candidate can harm the organization.
Any successful business will have at its core efficient and caring employees who have
complete job satisfaction and a perfect fit for the jobs they are entrusted with. This is not an
easy task to accomplish and full credit goes to the selection and recruitment processes that the
company has in place. On the contrary, if these processes are not handled efficiently, the
wrong sort of lethargic employee appointments can prove fatal even to a well established
business. It is of utmost importance for an employer to be absolutely clear on what they
expect an employee to be. The skills required for the job should be enumerated as precisely
as possible. Transferable skills which the company could use also deserve a mention. So the
chances of zeroing in on the right candidate increase greatly if the vacancy advertised is very
specific as to the requirements. If recruitment agency service is opted for by the employer,
the agency or the consultant should get very precise instructions from the employer. It is
necessary that an exact framework for short listing applicants for a vacancy is formulated in
advance. This is the first step of the selection and recruitment process. This entails that the
employers are very clear as to what sort of qualifications and experience they expect to see on
the CV of the potential employee. The process of selection and recruitment needs to spell out
very clearly the absolute requirements vis-à-vis qualifications and qualities necessary to fill
the vacancy. Based on this one can shortlist the candidate. The next step is to take a decision
on the number of interviews and/or presentation needed to finally select the employee. If the
employers give very concise and accurate description of what they expect the employees to
be, the recruitment consultant or the agency can choose a candidate very easily. The
recruitment consultant or the agency also needs to have knowledge of the employer’s in-built
processes of selection of the right candidates. Finally, it is in the fitness of things that a
feedback is provided on the interview by the interviewer either to the applicant or the agency
through which he has come. Before proceeding with the interview which may or may not be
followed by a presentation, the interviewer on behalf of the company should have reached a
decision as to what package of remuneration he is willing to offer to the right person. This is
a very vital but easily overlooked point in the process of selection and recruitment. The
employers would do well to remember that the potential candidate would most definitely be
sizing up the prospective employer as well during the selection and recruitment process.

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

without informing and without giving notice or leaves the organization in the middle of the
project it should be known that he or she is joining some other organization. Many times the
employees of the recruitment consultants are hired by their own clients and are asked to join
at a very short notice period. They are been told that “relieving letter” is not required and
some even offer incentives for early joining. There must be some guidelines and ethics for
recruitment so that there can be fair recruitment policies. There must be some ethical
guidelines such as
a) Notice period must be served and nobody must be hired without relieving letter or
providing proof of serving the notice period.
b) Corporate should not hire anyone who has spent less than one year in his current
organization. The logic is obvious. Employees six months to begin their contribution and at
least one year is required to recover recruitment process. More importantly if somebody is
hired who has worked less than a year with the current organization, that individual will ditch
in even shorter period.
c) Corporate should not head hunting from competition. They should advertise and encourage
employees seeking change to voluntarily respond to this advertisement.
d) Corporate should not bail out the prospective employee commitments such as employment
bond etc. These are some of the studies conducted earlier on the recruitment and selections.
(Kumar, 2014)
Studied on Recruitment and selection process.
Primary data is collected by using methods such as questionnaires, interviews, observation
etc. Secondary data is collected from various journals, books, websites, government reports,
newspapers etc. The study aim is to analysis the process of Recruitment and selection and to
observe the procedure to select the candidate from internal as well as external source. Data
analysis has been done with statistical tools of 150 respondents. This also add to the current
knowledge of human resource management that Talent acquisition is the key determining
factor that how well HR departments contribute towards the achievement of overall objective.
(Bhoganadam, 2014)
Examined the study of recruitment and selection process. Primary data was collected
through survey method by distributing questionnaire to the 40 respondents. The main aim of
this study is to analyze the recruitment and selection process and to analysis the satisfactory
level of the employees. It has been analyzed that most of the employees are satisfied and
some of the suggestion has been mentioned to enhanced.
(Ombui Kepha, 2012)
Examined the study of recruitment and selection.
The main aim of this study is to determine how recruitment and selection influence the
employee performance. Analyze of various test has been done like ANNOVA, pie chart, bar-
graphs etc. the study adopted sampling technique with total 256 employees.
(Tomer, June 2016)
Studied the process of recruitment and selection.
To determine the present and future requirement of the organization. The main objective of
this study is to identify the general practice that organization use to recruit and select
employees and time spent for selection process. Methods of recruitment is through
newspaper, referrals, websites newspaper etc. The study concludes that recruitment and
selection process is effective and should focus on selecting right person through job.com,
campus placement etc.
(A.Meenakshi, 13 December 2018)
Studied on the process of recruitment and selection.
Data was collected using questionnaire method. The main aim is to evaluate the recruitment
and selection process and to find out the problem to learn the level of recruitment and
selection procedure. The statistical tool applied here is Chi square Analysis with 200
respondents. It is concluded from the research that according to the changing development of
recruitment process, new idea enters in the process.
(C. Siddarth, 2020)
Studied about recruitment and selection process.
Primary data was collected by questionnaire or face to face interview, direct observation of
work and day to day conversation. Secondary data was collected by website and by reports.
The main objective of this research is to study about recruitment and selection process and to
evaluate the practice of it. This research concluded that report shows some positive practice
and some negative practice which need to be improve.
(MALEMPATI JHANS, 2020)
Analyzed the study about recruitment and selection.
Primary data was collected from 40 employees using questionnaire method. the aim of this
research is to study and analyze the recruitment and selection process and the satisfactory
level. From this, it is concluded that it follows the best practice of recruitment and selection
process.

CHAPTER-4
RESEARCH
METHODOLOGY