A Dissertation Report On

“A STUDY ON RECENT TRENDS OF RECRUITMENT IN

IT INDUSTRY, CHALLENGES AND OPPORTUNITIES”.

Submitted in partial fulfilment of the requirements for the award of the

Degree of
MASTER OF BUISNESS ADMINISTRATION
Of
BANGALORE UNIVERSITY

By
ABHISHEK R V
Register No: 17CQCMD006
Under the guidance of
Dr. J VIJAYA KUMAR
Assistant Professor
Guide ship No: 16CQFG008

DEPARTMENT OF MANAGEMENT STUDIES

DAYANANDA SAGAR COLLEGE OF ARTS,

SCIENCE AND COMMERCE
SHAVIGE MALLESHWARA HILLS, KUMARASWAMY LAYOUT
BANGALORE-560078
Bangalore University
(2017-2019)
DECLARATION BY THE STUDENT

I hereby declare that “A STUDY ON RECENT TRENDS OF RECRUITMENT IN IT

INDUSTRY, CHALLENGES AND OPPORTUNITIES”.is the result of the project work
carried out by me under the guidance of Dr. J VIJAYA KUMAR in partial fulfilment for the
award of Master’s Degree in Business Administration by Bangalore University.

I also declare that this project is the outcome of my own efforts and that it has not been
submitted to any other university or Institute for the award of any other degree or Diploma or
Certificate.

Place: Bangalore ABHISHEK R V

Date: Register Number: 17CQCMD006
GUIDE CERTIFICATE

This is to certify that Mr. ABHISHEK R V bearing Reg. No. 17CQCMD006 of fourth
Semester of MBA has successfully completed project report titled “A STUDY ON RECENT
TRENDS OF RECRUITMENT IN IT INDUSTRY, CHALLENGES AND
OPPORTUNITIES” during the Academic year 2017-2019 in partial fulfilment of the
requirement for the award of degree of Master of Business Administration of Bangalore
University.

Place: Bangalore Internal Guide

Date: Dr. J. VIJAYA KUMAR
Certificate of Originality
ACKNOWLEDGEMENT
I have been fortunate enough to get good timely advice and support from a host of people to
whom I shall remain grateful. I would hereby like to extend my gratitude to the following
people without whose cooperation and help at every stage, successful completion of the project
would not have been possible.

I take opportunity to express my heartfelt thanks to Dr. B. R. Venkatesh, Director, Dayananda

Sagar College of Arts, Science & Commerce, Bangalore, for his support and cooperation to
undertake and complete the project work.

It gives me immense pleasure to record my thanks to my Guide, Prof, Prof. AMEER ASRA
AHMED Dayananda Sagar College of Arts, Science & Commerce, Bangalore, for her valuable
guidance and untiring support and cooperation in completing the project work.

I finally, thank for the patience and cooperation of all the faculty members, family members
and friends, without whom the endeavour would not been possible.

ABHISHEK R V
17CQCMD006
ABSTRACT

The process of finding and hiring the best-qualified candidate for a job opening, is defined as
recruitment. The recruitment process includes analyzing the requirements of a job, attracting
employees to that job, screening and selecting applicants, and integrating the new employee to
the organization .In recent years industry has seen some game changers in the recruitment
space, along with an acceleration and shift of known trends. Globally, sourcing high-quality
candidates for key roles will continue to be a key competitive advantage.

One big trend that’s taking off more than ever is companies recruiting contingent workers.
Whether you want to call it contracting, or consulting, more companies than ever are choosing
to “rent” rather than hire talent, even at the director level and above. In addition, skill
requirements are becoming broader and more stringent. Some enlightened companies are
beginning to hire creatively to attract the best people – for example hiring back “boomerang”
employees, hiring from the plethora of highly-skilled newcomers arriving daily, having less of
a stigma against “job hopping” – but some companies will continue to be rigid in their hiring
requirements and they’ll miss out on the best people because of it.”

According to a recent CareerBuilder survey, companies across the globe are looking to revamp
their hiring efforts to fill both the temporary and full-time positions in the year 2018. The same
survey found that 44% of businesses are looking to hire full-time employees and 51% are
planning to hire temporary employees. But roughly half of all the hiring managers surveyed
i.e.; 45% quoted that they are unable to fill the much-needed positions due to the dearth of
qualified talent.

KEY WORDS: Recruitment, Software industry, recent trend, challenges.

 Table of contents
Chapter Description Page No
Details
Chapter 1 - Introduction

Chapter 1.1 Industry Profile

Chapter 1.2 Theoretical Background of the Study

Chapter 1.3 Importance of Topic

Chapter 1.4 Need of the Study

Chapter 2 – Review Of Literature And Research Design

Chapter 2.1 Literature Review

Chapter 2.2 Statement of the problem

Chapter 2.3 Scope of the Study

Chapter 2.4 Objective of the Study

Chapter 2.5 Hypotheses Testing

Chapter 2.6 Research Methodology

Chapter 2.7 Tools of Data Collection

Chapter 2.8 Limitation of Study

Chapter 3 Profile of The Selected Organization and Respondents

Chapter 4 Data Analysis and Interpretation

Chapter 5 Summary of Finding, Conclusions & Suggestions

Chapter 5.1 Summary of Findings

Chapter 5.2 Conclusions

Chapter 5.3 Suggestions

BIBLIOGRAPHY

ANNEXURE
 List of tables
Table description Page
No No

gender of the respondents

Do you think that there is a subsequent change in recruitment practices?
Since how many years you are following current recruitment practices in your
organisation
Which form of recruitment is followed by your organisation?
Which form of recruitment do you wish to adopt in future
How much time does your organisation take to respond to applications?
Do you feel that there is a great need to cope up with new recruitment practices?
How much do you feel that the IT industry should adopt new practices to achieve
efficiency in personnel management?
How easy it is for your organisation to adapt to new practices
How easy it is for your organisation to implement digital recruitment
How frequently does your organisation adopt to new recruitment practices?
How effectively are objectives of recruitment process defined in organisation?
How has the quality of recruitment that has come as outcome after adopting new
practices?
According to you which group of management can effectively handle new recruitment
practices adoption better?
From the given options below choose the most important challenge in application of new
recruitment practices that an organisation faces
Do you believe that the new recruitment process can give rise to better workforce
development opportunities?
In what time gap there is development of personnel
Will new recruitment practices lead to competitive advantage to organisation?
Do you agree that new recruitment practices brings about diversity in workforce
management abilities

Do you believe that new recruitment practices gives rise to more expenditure in the
organisation
How do you rate your current recruitment process based on efficiency of the process?
 List of figures
Table description Page
No No

gender of the respondents

Do you think that there is a subsequent change in recruitment practices?
Since how many years you are following current recruitment practices in your
organisation
Which form of recruitment is followed by your organisation?
Which form of recruitment do you wish to adopt in future
How much time does your organisation take to respond to applications?
Do you feel that there is a great need to cope up with new recruitment practices?
How much do you feel that the IT industry should adopt new practices to achieve
efficiency in personnel management?
How easy it is for your organisation to adapt to new practices
How easy it is for your organisation to implement digital recruitment
How frequently does your organisation adopt to new recruitment practices?
How effectively are objectives of recruitment process defined in organisation?
how has the quality of recruitment that has come as outcome after adopting new
practices?
According to you which group of management can effectively handle new recruitment
practices adoption better?
From the given options below choose the most important challenge in application of new
recruitment practices that an organisation faces
Do you believe that the new recruitment process can give rise to better workforce
development opportunities?
In what time gap there is development of personnel
Will new recruitment practices lead to competitive advantage to organisation?
Do you agree that new recruitment practices brings about diversity in workforce
management abilities

Do you believe that new recruitment practices gives rise to more expenditure in the
organisation
How do you rate your current recruitment process based on efficiency of the process?
CHAPTER 1

INTRODUCTION
INTRODUCTION

Recruitment is backbone process of any organization. This can be said because in this
competitive world having right skilled people eligible for right task is a challenge.IT sector
which is fastest growing sector is always in a run towards implementation of new trendy
practices and technologically advanced practices where more efficiency can be achieved as day
passes by. When it comes to adopting new trends and practices IT stand first as pioneers.

The challenge here arises where we need to measure the rate as to how much percentage in
reality these new adaptations of trends and technology is benefitting organization and paving
way towards growth of IT as a whole creating new opportunities for generations to come.

When it comes to practicing new techniques or being at par with change in technology and
trends, we see IT sector leading the race when compared to other sectors. This shows the
strength and impact that IT has in India. Every policy or practices when implemented will pass
through path of certain challenges where the process of planning, implementation, process of
execution, and feedbacks play a very important role in the organization.

Recruitment being one of the core abilities of human resource management is also considered
as one of the fast growing department in the organization where there is a constant thirst for
new, better, skilled and experienced employment options.

Though this study it is an attempt to understand how recruitment adopted by IT passed through
series of changes and challenges and to understand new opportunities it has created to this
generation of skilled personnel.
Overview of recruitment process

The core human resource function consists of recruitment and selection, where these become
most important function which involves Job analysis, Manpower Planning, Recruitment and
Selection.

In global world trend today it has become highly challenging to find right person for the job
description, also it has become very difficult to hire the right person with variety of jobs.

Every IT sector today seeks to visit college campus to hire fresh talents directly from
institutions. But unfortunately campus recruitment has its own evident disadvantages like
longer interview duration, more number of institutions, sorting out the right person amidst large
group of candidates and so on.

hus IT sector are following practices like digital recruitment, Use of applicant tracking system,
mobile recruitment, social media recruitment, web portals and many other trending practices.

The difficulty here is to understand how effective these plans are running successfully in
organization where actual recruitment practices are followed.
 Objectives

 To study the different trend practices adopted by IT in Human Resourcing.

 To understand challenges faced by IT in the process of implementation of new
recruitment practices.
 To analyse the opportunities that are provided to workforce available in market.
 To figure out the benefits of technology towards human resources field.

Recent trends:

TCS ignite

In the competitive IT market where Human Resource is main concern TCS has
come up with digital practice called IGNITE which is off campus recruitment process
for fresher or for college students. This enables them to contact students from various
colleges at one platform. The process of TCS IGNITE begins by sending brochures and
posters to various college platforms. Followed by the candidate must register and
undergo assignment and projects given online. On completion the candidate receives
interview call from the company. Through this they keep the candidate engaged on the
website on one side and hire fresh talents on the other side.

ATS

An applicant tracking system, commonly referred to as an ATS, is a software

application that provides access to electronic handling of company. This enables
smooth recruitment and is one unique solution for recruitment needs. ATS enables
organization to collect, store, track and monitor candidate’s job related information and
data. ATS is applied in all process of recruitment where it is implemented and accessed
online on a webpage. ATS acts as a life saver of recruitment where it is designed for
tracking of recruitment using key words like skill required, experience, and institution
studied and so on. ATS helps in optimization of resume and it can be used as search
engine for recruitment process.ATS can be implemented in all form of business be it
small, medium, large company sizes upon the recruitment needs of different companies.
Recruitment marketing

Marketing means attracting an individual towards the product or service of the

company or it can be referred as creating interest in individual to adopt the services and
product offered by the company. In same way recruitment marketing refers to attracting
potential individual to work in the company by attracting them with offers and nurturing
one’s interest to work in the organization using marketing strategies and techniques

Employer Branding

An employer branding is normally used for describing the organisation’s

popularity, being an employer and the value preposition of employee. These ideas are
very essential to represent a strong and attractive employer brand. Speaking about the
importance, a research has proven that 75% of job applicants research about the
company’s reputation and employer branding which was conducted by LinkedIn. The
companies with very less reputation struggle to attract jobseekers but also to retain their
own employees. Because of this reason we can say that employer branding can be one
of the topmost recruitment trends of 2019

Recruiting for jobs or recruiting for assignments

Organisations these days are more creatively using the opportunities for a better and
flexible workforce. This helps them to think less in terms of jobs and more in terms of
assignments. For example if there is an assignment to be done, and how quickly we find
the best possible people for assignment emissaries with good knowledge of the same or
self-employed professionals can help here.

Gamification in recruitment and selection

Usage of gamification in recruitment has been trending for a while. Recruitment

is fun, and people tend to choose to work for companies where work and fun are closely
connected. For this the candidates are made to play a game (e.g. The Wasabi Waiter)
and in the background the companies claim they can find a valuable profile of the
candidate based upon his or her game behaviour and results.
Usage of Social Networks

Social media recruitment has been for a while since 2014 and it’s been even
better in 2015. Keeping this in mind, 75% are planned to invest more in social
recruiting. But currently 33% of recruitments don’t spend anything at all on social
media recruiting. LinkedIn remains as the champion where 79% of recruiters are found
to hire through site. Next in line comes the Facebook, being used platform for 66% of
recruiters. Social media now is one of the ripest platforms for finding best candidates,
with quality and also the quantity of candidates have proven to improve when a social
recruiting strategy is adopted.

Mobile Recruitment

This trend is one of the least used by recruiters so far. There are the 43% of job
seekers who use a mobile for job searches where as 59% of recruiters do not invest in
mobile career sites. But the fact is that the number of candidates searching and applying
for jobs on mobile devices is still growing. Either the companies or the recruiters need
to invest in mobile. 2019 is the time to make recruitment apps an easy access.

Careers Websites also help

Having a careers Website helps managing a company’s recruiting processes—

and where they company should begin if they don’t already have one. The idea here is
to attract potential candidates to a company, build long-term relations, assess candidate
fit for open jobs, and finally capture and process candidate information in a structured
way.
Opportunities

Recruitment advertising and the corporate website are considered crowed

source of recruitment as the number of applicants are more and these candidates
demand authenticity. These information are used to bring about implementation of
traditional recruitment advertising.

Sourcing becomes easier The selling component of recruitment is able to find

individual optimal for the needs of the organization. Where the new focus is driven
towards internet and social media forms of recruitment.. Underperforming sources need
to be deemphasized – emphasis is given on bringing up measures to optimise and
determine high quality results from all sources of recruitment like job portals, job fairs
social media recruitments and more.
NEED FOR THE STUDY

One of the growing industry is IT industry, where this industry is pioneers of new technology
and upgradations. In case of setting up trends in market, the IT always are on top creating new
practices and adopting new trends.

The challenge here arises where we need to measure the rate as to how much percentage in
reality these new adaptations of trends and technology is benefitting organization and paving
way towards growth of IT as a whole creating new opportunities for generations to come.

Importance of study
 CHAPTER 2
REVIEW OF LITERATURE
AND RESEARCH DESIGN
REVIEW OF LITERATURE

By encourage and susan in the year 2005 concentrated that Institutional archives (IRs)
offer different clear favorable circumstances since foundations will support IRs for just
so long without proof of accomplishment. A yearlong investigation of employees at the
University of Rochester has uncovered a portion of the reasons why current IR
frameworks are more helpful in principle than practically speaking and has brought
about adjustments to the University of Rochester's usage of the D Space code

Elfi , celeste together examinations about overseeing enrollment and selection in

computerized age in the year 2017. Nonetheless, the present writing does not give an
agreement on the necessities for resume content for computerized selecting. They
thinks about that in the matter of screening work candidates, are progressively reliant
on data frameworks particularly advanced resume databases. Their exploration adds to
the comprehension of the distinctive necessities of selection representatives for
disconnected and online resumes.

Liang and shyur contemplated on enlistment and choice process through GDSS in the
year 2014 where the investigation examine proposes a collective choice emotionally
supportive network (GDSS), Also, the strategy is executed on a system based PC
framework with web interfaces to help the R&S exercises. In the last stage, key faculty
at a HR division of a concoction organization in southern Taiwan confirmed the
achievability of the showed precedent. With different criteria to aid enrollment and
choice (R&S) procedures of HR. A wide extent of staff qualities is assessed, and the
idea of agreement is upgraded. The technique prescribed thus is relied upon to be more
powerful than conventional methodologies A two-stage basic leadership methodology
is first recommended; different strategies including various criteria and gathering
investment are then characterized comparing to each progression in the system..
By Delaney and Huselid distributed Online on 30 Nov 2017 portrays the examination
led as In 590 for-benefit and philanthropic firms from the National Organizations
Survey, we discovered positive relationship between human asset the board (FIRM)
rehearses, Results likewise propose methodological issues for thought in examinations
of the connection between HRM frameworks and firm execution. For example,
preparing and staffing selectivity, and perceptual firm execution measures

Via Searle in the year 2006 was contemplates with reason for illustrating changes in
choice fascination, pursuit and evaluation forms and analyze and look at, utilizing an
observation point of view, the protection and value issues for candidates, associations
and analyzers. – The paper starts by assessing quickly the job of observation and
distinguishing the key issues of security, control and motivation behind information
accumulation and scattering in a HR setting.

By rao and drazin in the year 2017 states that Although enlistment is a down to earth
system youthful and ineffectively associated firms can use to conquer limitations on
item advancement, it has gotten little consideration. More youthful firms enroll
veterans, and inadequately associated firms poach from extensive firms. Be that as it
may, select attributes effectively affect item advancement in ineffectively associated
associations. More young firms and inadequately associated firms have bring down
rates of item advancement than their advantaged partners and enroll more from
opponents to surmount asset requirements.

Ahmad directed an investigation in the year 2003 where his examination included
Management writing talks about that the social characteristics of representatives can
assume an imperative job in the achievement of aggregate quality administration
(TQM). Be that as it may, minimal exact research exists in such manner. Utilizing a
worldwide dataset, the present examination explores: the effect of value the executives
rehearses on plant aggressiveness; and the directing impact of a worker determination
process on the connection between quality administration practices and plant intensity.
considered by Ruël and Bondarouk in the year 2009 says that Electronic HRM is
progressively picking up significance inside working associations and a large number
of its disciples expect and express its focal points. This article presents results from a
subjective report directed at an open area association. Line administrators and workers
were met to analyze the linkages between the utilization of e-HRM applications and
saw adequacy of HRM. Logical help, be that as it may, is rare and there is an absence
of clearness with respect to the commitment of e-HRM to HRM adequacy.

By Peterson in 2004 investigations that because of the various network and friends
benefits related with corporate volunteer projects, an expanding number of national and
worldwide firms are receiving such projects. A noteworthy issue in arranging corporate
volunteer projects concerns the techniques that are best to enroll worker cooperation.
The consequences of this examination recommend that the best methodologies for
starting cooperation in volunteer projects may not be equivalent to the procedures that
are best as far as augmenting the quantity of volunteer hours contributed by
representatives.
STATEMENT OF PROBLEM

When it comes to practicing new techniques or being at par with change in technology and
trends, we see IT sector leading the race when compared to other sectors. This shows the
strength and impact that IT has in India. Every policy or practices when implemented will pass
through path of certain challenges where the process of planning, implementation, process of
execution, and feedbacks play a very important role in the organization.

Recruitment being one of the core abilities of human resource management is also considered
as one of the fast growing department in the organization where there is a constant thirst for
new, better, skilled and experienced employment options.

Though this study it is an attempt to understand how recruitment adopted by IT passed through
series of challenges and to understand new opportunities it has created to this generation of
skilled personnel.

SCOPE OF THE STUDY

This study is limited to only few IT companies in India which have adopted digital recruitment
at large scale operations.

OBJECTIVES OF THE STUDY

 To understand challenges faced by IT in the process of implementation of new

recruitment practices.
 To study the different trend practices adopted by IT in Human Resourcing.
 To analyse the opportunities that are provided to workforce available in market.
LIMITATIONS OF THE STUDY

1. The findings of this study would be based on limited information available on practices
as it is considered as trade secret thus cannot be generalized.
2. The research period 8 weeks therefore, time constraints is one of the limiting factor.

RESEARCH METHODOLOGY

This study will adopt the Descriptive approach as the research involves mainly secondary
data.

RESEARCH APPROACH

Since the objective of the study is to understand challenges are opportunities in modern
recruitment practices of it industry , it is desirable to choose small , medium and large scale
operational IT company to have better understanding of how trends are created and follow in
all the three operational companies.

NATURE OF THE STUDY

A descriptive research will be undertaken for the present study and findings of different kinds.

DATA COLLECTION

The present study will designed with the help of both primary and secondary information data.

PRIMARY DATA

Primary data will be collected from respondents through survey method with the help of
structured Questionnaire.
SECONDARY DATA

Information from secondary sources such as Journals, Magazines would also be considered of
the study.

SAMPLING PLAN

As the universe under study will be large and time will be limited it will quite impossible to
contact each and every individual. So a convenience sampling method will be adopted. The
sampling plan used in the present study is as follows.

SAMPLE SIZE: 50 respondents are chosen for the study.

CHAPTER 3

PROFILE OF ORGANISATION
IT stands for Information Technology which covers broad spectrum of hardware and solution
aids that enables organisations to achieve, gather, analyse, and help in achieving sustaining
goals achievement. IT deals with technology, its upgradations and it aims at delivering all
sectors with technologically advanced goods and services to generate revenue to organisation
and in turn the nation it belongs to in operations

IT industry is evolving to meet demand in today’s challenges arise in workplace like network
security issue as being treated as greatest concern as of now. Another important issue in IT
industry are data over load as the data derived are on an average very high and the information
derived from it is limited. This causes major drawback to growing it industry, more data can
lead to more complications and face vulnerability towards cyber threats

IT jobs are way more complicated than a laymen understands because he has a responsibility
of rectifying present loopholes and also has to translate technical language for understandable
senses by possessing team spirit and better communication skills.

IT aims in aiming at quality services with growth in scientific, technical industries, with the
growth in economy and similar out spacing with expected growth rate of average 6.3% in
coming years. IT industry is considered a King because of its emerging popularity and cloud
computing abilities. It has computing abilities other than hardware and software storages
which is key success of IT industry.
 Interesting Facts about the Software Companies

 India won recognition for its software writing skills in the late 1990s.
In late 1990’s India was recognized for its ability of writing skills, availability of cheaper labor
marks as the biggest advantage for IT in India. As in India the salaries paid are close to 1/5th of
American and European standards of compensation.
Another fascinating factor that Indian it has created is that of by IBM which consists of
approximately 75,000 plus workers only in India.

 IT providing services like internet marketing, content management, outsourcing, ERP,

Custom Business solutions, Web Branding Services, Programming Services, Application
Development, Consulting, Quality assurance and testing services, Database Migration
services, etc marks 6% of total India’s GDP
IT Business Sectors

Software companies in India can be basically classified into 2 major types of business which
are called as infrastructure software which builds OS and helps in developing apps to maintain
databases. The other software kind is called enterprise software which is automated process of
business in different verticals like sales, marketing, production, finance, logistics etc.
Top 10 Software Companies in India

There are plenty of software companies in India which have been doing well. However,
some of the top Indian software companies can be listed as:

 Tata Consultancy Services

 Wipro Limited

 Infosys Limited

 HCL Technologies Limited

 Satyam Computers services Limited

 Tech Mahindra Limited

 Mphasis Limited

 Patni Computer Systems

 Oracle Financial Services Software Limited

 3i Infotech Limited
CHAPTER 4

DATA ANALYSIS
4.1 gender of the respondents

gender
Cumulative
Frequency Percent Valid Percent Percent
Valid Male 28 56.0 56.0 56.0
Female 22 44.0 44.0 100.0
Total 50 100.0 100.0
Analysis:
From the above table, it can be seen that 56 percent of HR consultants surveyed are males, 44
percent of HR consultants surveyed are females.

Interpretation:
From the above graph, it can be seen that majority of the HR consultants surveyed are males.
4.3 Do you think that there is a subsequent change in recruitment practices?

Do you think that there is a subsequent change in recruitment practices?

Frequency Percent Valid Percent Cumulative Percent
Valid no 25 50.0 50.0 50.0
yes 25 50.0 50.0 100.0
Total 50 100.0 100.0

From the above table, it can be seen that 50 percent of HR firms surveyed think that there is no
subsequent change in recruitment practices, 50 percent of HR firms feel that there is a
subsequent change.

From the above graph, it can be seen that majority of the HR firms surveyed equally believe
that there is a subsequent change in recruitment practices.
4.4 Since how many years you are following current recruitment practices in your
organisation

Since how many years you are following current recruitment practices in your
organisation
Cumulative
Frequency Percent Valid Percent Percent
Valid 0-3 years 11 22.0 22.0 22.0
4-6 years 20 40.0 40.0 62.0
6-8 years 16 32.0 32.0 94.0
8 and above years 3 6.0 6.0 100.0
Total 50 100.0 100.0

From the above table, it can be seen that 22 percent of HR firms surveyed are following current
recruitment practices from less than 3 years, 40 percent of them are following from 4-6 years,
32 percent of them are following from 6-8 years and 6 percent of them are following from more
than 8 years.

Interpretation:
From the above graph, it can be seen that majority of the HR firms surveyed are following
current recruitment practices from 4-6 years
4.5 Which form of recruitment is followed by your organisation?

Which form of recruitment is followed by your organisation?

Cumulative
Frequency Percent Valid Percent Percent
Aptitude test based 12 24.0 24.0 24.0
Personal interview 6 12.0 12.0 36.0
Written test 19 38.0 38.0 74.0
Digital recruitment 13 26.0 26.0 100.0
Total 50 100.0 100.0
Analysis:
From the above table, it can be seen that 24 percent of HR firms surveyed are using aptitude
based test, 12 percent of them are following personal interviews, 38 percent of them are
following written tests and 26 percent of them are following digital recruitment.

Interpretation:
From the above graph, it can be seen that majority of the HR firms surveyed are following
written tests for recruitment.
 4.6 Which form of recruitment do you wish to adopt in future

Which form of recruitment do you wish to adopt in future

Cumulative
Frequency Percent Valid Percent Percent
Valid internal source 15 30.0 30.0 30.0
external source 18 36.0 36.0 66.0

digital source 11 22.0 22.0 88.0

traditonal practice
6 12.0 12.0 100.0
source
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 30 percent of HR firms surveyed wish to adopt internal
source of recruitment, 36 percent of them external source, 22 percent of them digital source
and 12 percent of them wish to adopt traditional practice itself.

Interpretation:
From the above graph, it can be seen that majority of the HR firms surveyed wish to adopt
external sources for their recruitment in future.
4.7 How much time does your organisation take to respond to applications?

How much time does your organisation take to respond to applications?

Cumulative
Frequency Percent Valid Percent Percent
Valid less than 5 days 6 12.0 12.0 12.0
5-10 days 9 18.0 18.0 30.0
10-15 days 20 40.0 40.0 70.0
15-20 days 11 22.0 22.0 92.0
more than 20 days 4 8.0 8.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 12 percent of HR firms surveyed take less than 5 days
to respond to applications, 18 percent of them take 5-10 days, 40 percent of them take 10-15
days, 22 percent of them take 15-20 days and 8 percent of them take more than 20 days.

Interpretation:
From the above graph, it can be seen that majority of the HR firms surveyed take 10-
15 days to respond to applications.
4.8 Do you feel that there is a great need to cope up with new recruitment practices?

Do you feel that there is a great need to cope up with new recruitment
practices?
Cumulative
Frequency Percent Valid Percent Percent
Valid strongly disagree 4 8.0 8.0 8.0
disagree 21 42.0 42.0 50.0
neutral 12 24.0 24.0 74.0
agree 4 8.0 8.0 82.0
strongly agree 9 18.0 18.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 42 percent of HR firms surveyed disagree, 24 percent
of them stand neutral, 18 percent strongly agree, 8 percent agree and 8 percent of them strongly
disagree that there is a great need to cope up with new recruitment practices

Interpretation:
From the above graph, it can be seen that majority of the HR firms surveyed disagree that there
is a great need to cope up with new recruitment practices.
4.9 How much do you feel that the IT industry should adopt new practices to achieve
efficiency in personnel management?

How much do you feel that the IT industry should adopt new practices to
achieve efficiency in personnel management?
Cumulative
Frequency Percent Valid Percent Percent
Valid strongly disagree 14 28.0 28.0 28.0
disagree 11 22.0 22.0 50.0
neutral 15 30.0 30.0 80.0
agree 4 8.0 8.0 88.0
strongly agree 6 12.0 12.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 30 percent of HR firms surveyed neither agree nor
disagree, 28 percent of them strongly disagree, 22 percent disagree, 12 percent strongly agree
and 8 percent of them agree that IT industry should adopt new recruitment practices to achieve
efficiency in personnel management.

Interpretation:
From the above graph, it can be seen that majority of the HR firms surveyed neither agree nor
disagree that IT industry should adopt new recruitment practices to achieve efficiency in
personnel management.
4.10 How easy it is for your organisation to adapt to new practices

How easy it is for your organisation to adopt to new practices

Cumulative
Frequency Percent Valid Percent Percent
Valid very
11 22.0 22.0 22.0
difficult
difficult 11 22.0 22.0 44.0
neutral 17 34.0 34.0 78.0
easy 8 16.0 16.0 94.0
very easy 3 6.0 6.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 34 percent of them say that it is neither easy nor
difficult to adapt to new practices of recruitment, 22 percent of them feel it is difficult, 22
percent of them feel it is very difficult, 16 percent feel it is easy and 6 percent of them feel it is
very easy.

Interpretation:

From the above graph, it can be seen that majority of them feel that adopting to new practices
of recruitment is neither easy nor difficult.
4.11 How easy it is for your organisation to implement digital recruitment

How easy it is for your organisation to implement digital recruitment

Cumulative
Frequency Percent Valid Percent Percent
Valid very
9 18.0 18.0 18.0
difficult
difficult 11 22.0 22.0 40.0
neutral 12 24.0 24.0 64.0
easy 9 18.0 18.0 82.0
very easy 9 18.0 18.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 24 percent of them say that it is neither easy nor
difficult, 22 percent of them feel it is difficult, 18 percent of them feel it is very easy, 18 percent
feel it is easy and 18 percent of them feel it is very difficult for their organisation to implement
digital recruitment.

Interpretation:
From the above graph, it can be seen that majority of them feel it is very difficult for their
organisation to implement digital recruitment.
4.12 How frequently does your organisation adapt to new recruitment practices?
How frequently does your organisation adopt to new recruitment
practices?
Cumulative
Frequency Percent Valid Percent Percent
Valid regularly 5 10.0 10.0 10.0
often 22 44.0 44.0 54.0
rare 15 30.0 30.0 84.0
never 8 16.0 16.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 44 percent of them often adapt to new recruitment
practices , 22 percent of them rarely, 16 percent of them never, and 10 percent of regularly
adapt to new recruitment practices

Interpretation:
From the above graph, it can be seen that majority of them often adapt to new recruitment
practices.
4.13 How effectively are objectives of recruitment process defined in organisation?

How effectively are objectives of recruitment process defined in

organisation?
Cumulative
Frequency Percent Valid Percent Percent
Valid poor 32 64.0 14.0 64.0
adequate 7 14.0 64.0 78.0
excellent 11 22.0 22.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 64 percent of them feel that the objectives of
recruitment process are poorly defined, 22 percent of them feel it is excellent, 14 percent of
them feel it is adequate.

How effectively are objectives of recruitment process

defined in organisation?

POOR ADEQUATE EXCELLENT

Interpretation:

From the above graph, it can be seen that majority of them feel that the objectives of recruitment
are poorly defined in an organisation
4.14 how is the quality of recruitment that has come as an outcome after adapting new
practices?

how has the quality of recruitment that has come as outcome after adopting new
practices?
Cumulative
Frequency Percent Valid Percent Percent
Valid poor 22 44.0 44.9 44.9
neutral 9 18.0 18.4 63.3
adequate 16 32.0 32.7 95.9
excellent 2 4.0 4.1 100.0
Total 49 98.0 100.0
Missing System 1 2.0
Total 50 100.0

Analysis:
From the above table, it can be seen that 44 percent of them feel that the outcome after adapting
new recruitment practice is poor, 32 percent of them feel it is adequate, 14 percent of them feel
it is neither good nor adequate and only 4 percent of them feel it is excellent.

Interpretation:

From the above graph, it can be seen that majority of them feel that the outcome after adapting
new recruitment practice is not up to the mark
4.15 According to you which group of management can effectively handle new
recruitment practices better?

According to you which group of management can effectively handle new

recruitment practices adoption better?
Cumulative
Frequency Percent Valid Percent Percent
Valid freshers 19 38.0 38.0 54.0
0-5 years experienced 27 54.0 54.0 92.0
5 and above years
4 8.0 8.0 100.0
experience
Total 50 100.0 100.0
Analysis:
From the above table, it can be seen that 54 percent of them feel that fresher’s can handle new
recruitment practices better, 38 percent of them feel people with 0-5 years can handle better, 8
percent of them feel people with more than 5 years of experience can handle better.

According to you which group of management can

effectively handle new recruitment practices better?

FRESHERS 0-5 YEARS 5 AND ABOVE YEARS

Interpretation:

From the above graph, it can be seen that majority of them feel that fresher’s can handle new
recruitment practice
 4.17 From the given options below choose the most important challenge in application
of new recruitment practices that an organisation faces

From the given options below choose the most important challenge in application of new recruitment practices that an
organisation faces

Frequency Percent Valid Percent Cumulative Percent

Valid difficult to prepare human
13 26.0 26.0 26.0
resource for change
need for training and
development to facilitate smooth 19 38.0 38.0 64.0
adaption by human resource
too much of technicality involved 18 36.0 36.0 100.0
Total 50 100.0 100.0
Analysis:
From the above table, it can be seen that 38 percent of them feel that the need for training and
development to facilitate smooth adaption by human resource is the most important challenge,
36 percent of them feel that the too much of technicality involved is the most important
challenge and 26 percent feel that the difficulty in preparing human resources for change is the
most important challenge in application of new recruitment practices.

Interpretation:
From the above graph, it can be seen that majority of them feel that the need for training and
development to facilitate smooth adaption by human resource is the most important challenge
they face.
4.18 Do you believe that the new recruitment process can give rise to better workforce
development opportunities?

Do you believe that the new recruitment process can give rise to
better workforce development opportunities?
Cumulative
Frequency Percent Valid Percent Percent
Valid no 20 40.0 40.0 60.0
yes 30 60.0 60.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 60 percent of them do not believe new recruitment
practices can give rise to better workforce development opportunities, whereas 40 percent them
believe that new recruitment practices can give rise to better workforce development
opportunities

Do you believe that the new recruitment process can give

rise to better workforce development opportunities?

Interpretation:
From the above graph, it can be seen that majority of them do not believe new recruitment
practices can give rise to better workforce development opportunities
4.19 In what time gap there is development of personnel
In what time gap there is development of personnel
Cumulative
Frequency Percent Valid Percent Percent
Valid often 18 42.0 42.0 36.0
rarely 11 22.0 22.0 58.0
never 21 36.0 36.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 42 percent of HR firms feel that never there is a time
gap in development of personnel, 36 percent of them often and in 22 percent of them
development of personnel happens rarely

In what time gap there is development of personnel

OFTEN RARELY NEVER

Interpretation:

From the above graph, it can be seen that majority of HR firms say that development of
personnel happens often.
4.20 Will new recruitment practices lead to competitive advantage to organisation?

Will new recruitment practices lead to competitive advantage to

organisation?
Cumulative
Frequency Percent Valid Percent Percent
Valid no 24 48.0 48.0 48.0
yes 26 52.0 52.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 52 percent of HR firms say that new recruitment
practices will lead to competitive advantage for an organisation and 48 percent of them say it
will not.

Interpretation:

From the above graph, it can be seen that majority of HR firms say that new recruitment
practices will lead to competitive advantage for an organisation
4.21 Do you agree that new recruitment practices brings about diversity in workforce
management abilities

Do you agree that new recruitment practices brings about

diversity in workforce management abilities
Cumulative
Frequency Percent Valid Percent Percent
Valid no 30 60.0 60.0 60.0
yes 20 40.0 40.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 60 percent of HR firms agree that new recruitment
practices brings about diversity in workforce management abilities and 40 percent of them say
it will not.

Interpretation:

From the above graph, it can be seen that majority of HR firms agree that new recruitment
practices brings about diversity in workforce management abilities.
4.22 Do you believe that new recruitment practices gives rise to more expenditure in
the organisation

Do you believe that new recruitment practices gives rise to more

expenditure in the organisation
Cumulative
Frequency Percent Valid Percent Percent
Valid no 21 42.0 42.0 42.0
yes 29 58.0 58.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 58 percent of HR firms believe that new recruitment
practices gives rise to more expenditure in the organisation and 42 percent of them believe it
will not give rise to new expenditure.

Interpretation:

From the above graph, it can be seen that majority of HR firms believe that new recruitment
practices gives rise to more expenditure in the organisation
4.23 Do you believe that new recruitment practices gives rise to more expenditure in
the organisation
How do you react for traditional method over new trending recruitment practices?

Cumulative
Frequency Percent Valid Percent Percent
Valid strongly disagree 12 24.0 24.0 24.0

disagree 15 30.0 30.0 54.0

neutral 11 22.0 22.0 76.0
agree 3 6.0 6.0 82.0
strongly agree 9 18.0 18.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 30 percent of HR firms disagree to follow new
recruitment practice over traditional practice, 24 percent strongly disagree, 22 percent neither
agree nor disagree, 18 percent strongly agree and 6 percent agree to follow new recruitment
practice over traditional practice.

Interpretation:
From the above graph, it can be seen that majority of HR firms disagree to follow new
recruitment practice over traditional practice.
 4.24 How do you rate your current recruitment process based on efficiency of the
process?

How do you rate your current recruitment process based on efficiency of the process?

Frequency Percent Valid Percent Cumulative Percent

Valid 1 2 4.0 4.0 4.0
2 12 24.0 24.0 28.0
3 21 42.0 42.0 70.0
4 10 20.0 20.0 90.0
5 5 10.0 10.0 100.0
Total 50 100.0 100.0

Analysis:
From the above table, it can be seen that 42 percent of HR firms rate their current recruitment
practice as 3, 24 percent rate it as 2, 20 percent rate it as 4 and 10 percent of them rate it as 5
based on the efficiency of the process.

Interpretation:

From the above graph, it can be seen that majority of HR firms rate their current recruitment
practice as 3 based on the efficiency of the process.
CHAPTER 5

FINDING, SUGGESTION, CONCLUSION

 FINDINGS

1. Majority of the HR consulted surveyed were males

2. Most of the HR consultancies surveyed presently are following traditional recruitment
practices
3. It was found that the HR consultants believe that there is a subsequent change in
recruitment practices when compared with the past.
4. Around 40% of them are following the current recruitment practice from past 4-6 years
which was found in the study.
5. Written test is being used by 38% of the respondents as a part of their recruitment
process for the company.
6. Majority of the HR recruiters wish to take up candidates into the company from an
external source.
7. More than 50% of them take 10-15 days to respond to applications that they have
received.
8. The respondents agree that there is a need to cope up with the new recruitment practices
that are prevailing in the market.
9. Most of them neither agree nor disagree that that it industry should adopt new
recruitment practices to achieve efficiency in personnel management
10. 34% of the respondents feel that it is equally tough to adapt for the new practices of
recruitment
11. Some of the respondents feel that it is difficult for their organization to implement
digital recruitment to due to certain issues.
12. About 44% of them often get adapted to new recruitment practices
13. The objectives of recruitment are well defined in an organization.
14. It was found that majority of the recruiters feel that the outcome after adapting new
recruitment practices is not up to the mark
15. From the study it was found that employees with 0-5 years of experience can handle
the recruitment process better.
16. They also have specified that they would provide opportunities for fresher’s to be a part
of recruitment process.
17. It was seen that most of them feel that the need for training and development to facilitate
smooth adaption by human resource is the most important challenge they face.
18. They believe that new recruitment practices give rise to better workforce development
opportunities
19. Majority of the HR firms say that development of personnel happens often
20. It was found that most of them i.e. 52% of them say that new recruitment practices will
lead to competitive advantage for an organization
21. About 60% of the HR recruiters agree that new recruitment practices brings about
diversity in workforce management abilities.
22. 58% of them feel that new recruitment practices gives rise to more expenditure in the
organization
SUGGESTIONS

1. Most of them are following traditional recruitment practices, there is a need for
them to jump into the modern forms of recruitment.
2. The current recruitment practices are being followed from 4-6 years there a need
for change in practices at least once in 5 years
3. Many of them are still following written tests, they can start using many online
aptitude test platforms such as meritrack, testspot.com, m4maths etc.
4. Recruiting candidates from an external source would help the company in better
development.
5. Recruitment firms take more than 10-15 days to respond to the applications, in
case it is reduced to a week are so, it would be helpful for the applicants for
applying elsewhere.
6. There is a need to cope up with the new recruitment practices that are prevailing
in the market at present.
7. The industry should adopt new recruitment practices to achieve greater
efficiency in personnel management and to get a better hold on their employees.
8. Implementation of digital recruitment might be difficult and costly but has
better advantages over other recruitment practices.
9. There is a need for the objectives of recruitment to be well defined in an
organization.
10. Providing opportunities for fresher’s also to participate in recruitment would be
helpful for them to gain exposure.
11. New recruitment practices will lead to competitive advantage for an
organization hence it would act as a major player of development.
12. With the implementation of new practices, it brings diversity in workforce
management abilities.
Conclusion

This study mainly focuses on the recent trends that have come up in the field of
recruitment. Though there is a better view of digital recruitment many of them are yet
not aware of it or might not be using the same because of some issues such as the cost
and implementation problems. Most of them are following written tests in the era of
online aptitude tests. There is also a need for freshers to take part in the recruitment
process which would give them better exposure. The objectives of recruitment have to
be strong to get better results in the recruitment process. Recruitment marks as a never-
ending process until the solvency of the company thus let all of us aim at providing
right job to the right person which gives rise for a better future of the employees.
Bibliography
 BIBLIOGRAPHY

The Impact of Application System Messages on the Usability of Healthcare Software Applications

Study to Find Out the Frequency of Low Back Pain and Its Associated Factors among Boys College
Teachers of Twin Cities Rawalpindi.

EFFECT OF DIFFERENT ORGANIC SOURCES OF NUTRIENTS ON GREEN FORAGE PROD by SANTOSH,

KOKKALA - 2008, krishikosh

Regional Variation Of Temperature And Rainfall In Bangladesh Estimation Of Trend 168 679 000245

Links

www.vit.ac.in

www.inflibnet.ac.in

en.wikipedia.org

www.karnataka.gov.in

www.annsaudimed.net

harmreductionjournal.biomedcentral.com
Appendices
 MBA DISSERTATION
PROGRESS REPORT-1
Sl. No. Particulars
1 Name of the Student
2 Registration Number
3 Name of College Guide
4 Name and contact no of the Co-
Guide/External Guide
5 Title of the Dissertation
6 Name and Address of the
Organistion where dissertation
undertaken with Date of starting
7 Progress report: A brief note
reflecting number of meeting
with Guides, places visited,
libraries visited, books referred,
meeting with persons, activities
taken up, preparations done for
collection and analysis of data
etc.,)
Signature of the Candidate
ABHISHEK RV
ABHISHEK RV
17CQCMD006
Dr. J. VIJAYA KUMAR
N/A
A STUDY ON RECENT TRENDS OF
RECRUITMENT IN
IT INDUSTRY, CHALLENGES AND
OPPORTUNITIES
N/A
No. of meetings with the guide: 11
No. of visits to library: 7
Status:
Synopsis has been submitted to the university and
approved.
Chapter 1 Introduction and review of literature is
under preparation.
Discussed issues with the internal project
guide. Undergone through some hard
materials (journals, newspapers, text books)
and internet to understand the topic in depth
and collecting the data to prepare first
chapter of the project.
Signature of the College Guide
Dr. J. VIJAYA KUMAR
 MBA DISSERTATION
PROGRESS REPORT-2
Sl. No. Particulars
1 Name of the Student
2 Registration Number
3 Name of College Guide
4 Name and contact no of the Co-
Guide/External Guide
5 Title of the Dissertation
6 Name and Address of the
Organistion where dissertation
undertaken with Date of starting
7 Progress report: A brief note
reflecting number of meeting
with Guides, places visited,
libraries visited, books referred,
meeting with persons, activities
taken up, preparations done for
collection and analysis of data
etc.,)
Signature of the Candidate
ABHISHEK RV
ABHISHEK RV
17CQCMD006
Dr. J. VIJAYA KUMAR
N/A
A STUDY ON RECENT TRENDS OF
RECRUITMENT IN
IT INDUSTRY, CHALLENGES AND
OPPORTUNITIES
N/A
No. of meetings with the guide: - 15
No. of visits to library: - 12
Progress:
 Collected information from various sources
i.e., internet, journals, newspapers and
visited the library.
 Completed Research design
 Done with Data Collection
 Currently working on data analysis.
Signature of the College Guide
Dr. J. VIJAYA KUMAR
Plagiarism Report
 Questionnaire
Name E-mail

Gender Contact
Male Female

1. Does your company adopt traditional recruitment practices or digital practices?

Traditional practice Digital practice
2.
3. Do you think that there is a subsequent change in recruitment practices?
Yes No

3. Since how many years you are following current recruitment practices in your organisation
0-3 4-6 6-8 8 and above

4. Which form of recruitment is followed by your organisation?

Aptitude test based Personal interview Written test Digital recruitment

5. Which form of recruitment do you wish to adopt in future

Internal source External source Digital source Traditional practice sources

6. How much time does your organisation take to respond to applications?

Less than 5 days 5-1o days 11- 15 days 15-2o days More than 2o days

7. Do you feel that there is a great need to cope up with new recruitment practices?
Strongly Disagree Neutral Agree Strongly agree
disagree

8. How much do you feel that the IT industry should adopt new practices to achieve
efficiency in personnel management?
Strongly Disagree Neutral Agree Strongly agree
disagree

9. How easy it is for your organisation to adopt to new practices

Very difficult Difficult Neutral Easy Very easy

 10. How easy it is for your organisation to implement digital recruitment
Very difficult Difficult Neutral Easy Very easy

11. How frequently does your organisation adopt to new recruitment practices?
Regularly Often Rare Never

12. How effectively are objectives of recruitment process defined in organisation?

Poor Adequate Excellent

13. What is the quality of recruitment that has come as outcome after adopting new practices?
Poor Neutral Adequate Excellent

14. According to you which group of management can effectively handle new recruitment
practices adoption better?

Fresher’s 0-5 years of experience 5 and above years of

experience

15. Would be a pleasure to know recruitment process your organisation has currently adopted
___________________________________________________________________________

___________________________________________________________________________
16. Do you believe in providing opportunity to fresher’s with no or less experience to be a
part of recruitment process change or you would prefer experienced management?
fresher’s Experienced Mix of both

17. From the given options below choose the most important challenge in application of new
recruitment practices that an organisation faces
Difficult to prepare human resource for change Need for training and development of facilitate
smooth adaptation by human resource
Too much of technicality involved Cost of application and cost of adopting practices
 18. Do you believe that the new recruitment process can give rise to better workforce
development opportunities?
Yes No

If yes, If no,
19. In what time gap there is development of 22. Do you believe that new recruitment
personnel practices gives rise to more expenditure in the
Regularly organisation

Often Rarely Never Yes No

23. How do you react using traditional method

20. Will this lead to competitive advantage to over new trending recruitment practices?
organisation?
Strongly disagree
Yes No Disagree
Neutral
21. Do you agree that new recruitment practices Agree
brings about diversity in workforce management Strongly agree
abilities

Yes No

24. How do you rate your current recruitment process based on efficiency of the process?
1 2 3 4 5

25. Would be glad to hear your suggestions

___________________________________________________________________________

___________________________________________________________________________

Signature ___________________________

Date _______________________________