A Project Report On: "Recruitment Trends in Recruitment Process in The Green Home Developers"
A Project Report On: "Recruitment Trends in Recruitment Process in The Green Home Developers"
A Project Report On: "Recruitment Trends in Recruitment Process in The Green Home Developers"
A PROJECT REPORT ON
“Recruitment trends in recruitment process in the
Green Home Developers”
By
DIVYASREE B
ROLL NO: 1982163013
(2020-2022)
Under the guidance of
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DECLARATION
DIVYASREE B
{REG.NO. 1982163013}
DATE:
PLACE: TIRUPATI
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ACKNOWLEDGEMENT
DATE:
PLACE: TIRUPATI
DIVYASREE B
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CONTENTS
1 INTRODUCTION 5-8
2 INDUSRTY 9-12
PROFILE
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Chapter 1
INTRODUCTION
1.1 Concept
In past decade’s we have seen how the role of Information Technology has
driven the Human Life and have impacted the economy, this has also been a
challenge and even a boon at times to gain the maximum productivity of the
inputs. IT has played the major role in changing the markets in the later phase
of decision making has become a crucial role Now a days. As the competitive
edge to the entire organization is a bigger challenge over their investment and
returns, to lower down the risk and take the corrective action Artificial
Intelligence has come into the existence.
There are various Startup companies has come up with the same concept of
Artificial Intelligence, to ease the Recruitment process which is just Not a
portal but a Recruitment Management Solution, product named as Quetzal
which is integrated with AI and combined with 13 features within the product.
To market this product, we are Focusing on Concept Selling and following the
SPANCO (suspect, prospect, approach, negotiation, closure, order) model of
approach as the product is at introductory stage, and its providing the
Recruitment solutions our target customers are small medium enterprises like
Recruitment Firms, Employers at organization (HR Managers & executive,
Owners) etc.
The project is about selling a concept and at the same time understanding
consumer behavior. We have seen how a pre-launch process takes place, every
small step contributing to the final launch of the product. The biggest advantage
of working in a start-up is that we get to learn from a scratch. Going there out in
the market and convincing clients to listen to you without an established brand
name is what we have learnt from this start-up.
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Once the job description and ideal job candidate outline are prepared, the
HR can have a clearer picture of what is demanded. The HR can then start to
analyze the most appropriate source for recruitment. This source could be either
internal recruitment or external recruitment. Internal recruitment is when a
company hires an employee for the job from within the business staff. This
method helps to save company time and money, and employees take less time
to socialize. Employees can be recruited from outside the company as well.
Some sources of external recruitment are employment agencies or walk-ins.
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Sourcing:
•You will receive a whole pile of applications through which you cannot help
but to scan. Good candidates should quickly and clearly highlight how their
experience aligns with the available role. Revisit your job description and ideal
job candidate outline for a reminder of what you are looking for.
Screening:
•Shortlist the best candidates who are best fitting into the criteria for the job, on
basis of location, salary expectations, additional qualifications, certifications
and any added parameters required for the job are pre acquired in the candidate
are to be shortlisted.
Short listing:
•Interviews are often considered the most crucial part of the recruitment process
because this is the invaluable moment when you get to communicate with the
candidate to see if he or she is a fit with the company. You should take this
chance to find out more about the applicant’s background, skills, and even
personality to see if they fit with your company culture.
Interviewing:
•Selecting right candidate at right job, on the basis of the Interview, Pattern of
selection, skills and ability to perform the job.
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Selection:
•Once you have shortlisted your top candidates, you should check their
references. Including reconfirming there, job location, role and responsibilities,
remuneration, benefits, and terms related to the company policies.
Offering:
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CHAPTER 2
INDUSTRY PROFILE
By 2040, real estate market will grow to Rs. 65,000 crore (US$ 9.30
billion) from Rs. 12,000 crore (US$ 1.72 billion) in 2019. Real estate
sector in India is expected to reach US$ 1 trillion in market size by
2030, up from US$ 200 billion in 2021 and contribute 13% to the
country’s GDP by 2025. Retail, hospitality, and commercial real estate
are also growing significantly, providing the much-needed
infrastructure for India's growing needs.
As per ICRA estimates, Indian firms are expected to raise >Rs. 3.5
trillion (US$ 48 billion) through infrastructure and real estate
investment trusts in 2022, as compared with raised funds worth US$ 29
billion to date.
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The office market in top eight cities recorded transactions of 22.2 msf
from July 2020 to December 2020, whereas new completions were
recorded at 17.2 msf in the same period. In terms of share of sectoral
occupiers, Information Technology (IT/ITeS) sector dominated with a
41% share in second half of 2020, followed by BSFI and
Manufacturing sectors with 16% each, while Other Services and Co-
working sectors recorded 17% and 10%, respectively.
Indian real estate sector has witnessed high growth in the recent times
with rise in demand for office as well as residential spaces. According
to Colliers India, a property consultant, institutional investments in the
Indian real estate sector are expected to increase by 4% to reach Rs.
36,500 crore (US$ 5 billion) in 2021, driven by rising interest of
investors towards capturing attractive valuations amid the pandemic.
According to a recent report by Colliers India, private equity
investments in Indian real estate reached US$ 2.9 billion in the first half
of 2021, which was a >2x increase from the first half in 2020.
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The Securities and Exchange Board of India (SEBI) has given its
approval for the Real Estate Investment Trust (REIT) platform, which
will allow all kind of investors to invest in the Indian real estatemarket.
It would create an opportunity worth Rs. 1.25 trillion (US$
19.65 billion) in the Indian market in the coming years. Responding to
an increasingly well-informed consumer base and bearing in mind the
aspect of globalization, Indian real estate developers have shifted gears
and accepted fresh challenges. The most marked change has been the
shift from family owned businesses to that of professionally managed
ones. Real estate developers, in meeting the growing need for managing
multiple projects across cities, are also investing in centralized
processes to source material and organize manpower and hiring
qualified professionals in areas like project management, architecture
and engineering.
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We aim at making it easy and simple for every common man to become
land owner. We envision to turn every single hard earned rupee into
hundreds and thousands by providing the most fruitful plot solutions.
It is due to our hard work, sincerity and honest approachthat in a
very short period of time, we manage to craft for ourselves a strong
position in the market as the most trusted home land sellers, and
advisors.
Each and every project undertaken and completed by the Green Home
Developers aims at bringing higher return on investment for our
customers. Green Home Developers draws its strength from the vast
experience of its promoter spanning over 17 years in the sector.
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Vision
To be the first choice for the customers for quality residential and
commercial plots in and around AP, India. To be the most influential
plot developers in India.
Mission
Our mission is to make every common man a proud land owner. We
aim at turning every rupee invested into hundreds and thousands.
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CHAPTER 3
REVIEW OF LITERATURE
3.1 Article on MARKETING STRATEGIES OF GREENHOME
DEVELOPERS:
1. MINT (2022):
Investment for long-term requires proper home work as it doesn't give
much chance to overcome the losses if you miss to get meet your
investment goal. According to tax and investment experts, while
investing for long-term, first and foremost thing that one should look
at, is to choose an option that can beat the average growth in inflation.
Means, your investment tool should yield more than 6-7 per cent
annual return. The way return on government-backed small saving
schemes have come down in last decade, people have started looking
at other options like stock market, equity mutual funds, real estate, etc.
2.THE NEW INDIAN EXPRESS (2022 MARCH):
Once dominated by men, the real estate sector is now attracting more
women, who are emerging in greater numbers as key home purchase
decision-makers. Over the years, an increasing number of women have
been making independent and individual investments in the real estate
market.
According to the Anarock Consumer Sentiment Survey, real estate is
now the preferred investment asset class for 64 per cent of women
respondents. It was 62 per cent in the last study (H2 2020) and 57
per cent in the pre-Covid survey (H2 2019).
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Real estate is now the preferred investment asset class for 64% of
women in India, of which almost 41% prefer to purchase 3BHKs and
26% buy realty purely for investment, according to a new survey by
property consulting firm Anarock.
36% women are seeking a 2BHK and at least 11% are looking for
4BHK homes or larger. The number of women homebuyers stood at
62% in the second half of 2020 and 57% in the pre-Covid survey
(H2 2019).
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CHAPTER 4
RESEARCH METHODOLOGY
INTRODUCTION
RESEARCH METHODOLOGY
• DATA SOURCES :
Primary data source: Customers of Green Home
Developers.
Secondary data: GOOGLE, Green Home Developers
websites.
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SAMPLING PLAN:
❖ Sample size : 35
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CHAPTER 5
RECENT TRENDS IN RECRUITMENT
1. Outsourcing:
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firm’s name is protected from public gaze and it can get the required numbers
without stepping into the job market directly.
For the outsourcing firm, this is a routine job, since they have experts who carry
out this exercise almost on a daily basis. They bring considerable expertise to the
table and can generate quite a large talent pool for the company to pick and
choose. There is, thus, considerable value creation.
There is also the advantage of operational flexibility, as the recruiting firm can
focus its energies on other strategic aspects of human resource management. The
recruiting firm need not even make its name public till the salary negotiations are
over or till the unsuitable ones are eliminated.
2. Poaching/Raiding:
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3.E-Recruitment:
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economical manner, since the recruiting firm need not advertise for the post in a
big way.
Hiring through the company’s own website can also bring in the required
numbers, if the website is easy to handle and the company in question is a
reputed one — tracked by most job-seekers in the employment market.
The company should, of course, put the applicant tracking systems in place and
invest considerable money in making the website easy to run through for job-
seekers. E-recruitment is the emerging and evolving face of recruitment activity
all over the globe now and India is no exception to this.
Types of e-Recruitment:
1. Job Portals:
Job portals – i.e. posting the position with the job description and the job
specification on the job portal and also searching for the suitable resumes
posted on the site corresponding to the opening in the organization. Job sites
provide a 24 × 7 access to the database of the resumes to the employees
facilitating the just-in-time hiring by the organizations. Also, the jobs can be
posted on the site almost immediately and is also cheaper than advertising in
the employment newspapers.
Sometimes companies can get valuable references through the “passers-by”
applicants. Online recruitment helps the organizations to automate the
recruitment process, save their time and costs on recruitments.
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3. Resume Scanners:
Resume scanner is one major benefit provided by the job portals to the
organizations. It enables the employees to screen and filter the resumes through
pre-defined criteria’s and requirements (skills, qualifications, experience,
payroll etc.) of the job.
4. Internships:
5.Walk in Interview:
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CHAPTER 6
DATA ANALYSIS AND INTERPRETITION
INTERPRETION:
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Advertisement in
local/national papers 7 16.67
Recruitment consultants
7 16.67
Online websites
22 52.38
PIE CHART:
INTERPRETION:
From the above table it is clear that most of the recruiters used
online website for recruitment process that is 52.38%.
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PIE CHART:
INTERPRETION:
From the above table it is clear that 78.57% respondents given feedback
on ALL THE ABOVE.
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5MINUITS 6 14.29
10 MINS 19 44.19
Pie chart
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INTERPRETION
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5 to 10 days 18 41.86
11 to 15days 6 13.95
15 to 20 days 3 6.98
PIE CHART
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INTERPRETION:
From the above table it’s clear that 41.9% recruiters take 5 to 10 days to
respond for the applications.
no 1 2.33
PIE CHART
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INTERPRETION:
YES 33 76.74
NO 10 23.26
PIE CHART
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INTERPRETION:
YES 40 93.02
NO 3 6.98
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pie chart:
INTERPRETATION:
From the above table it is clear that 93.0% accepted internal
hiring helps motivate employees.
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0- 3 MONTHS 17 39.53
INTERPRETATION:
From the above table, it is clear that most of the employees (39.5) are working
in the organisation for 0-3 months
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YES 43 100
NO 0 0
PIE CHART
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INTERPRETION:
From the above table, it says that 100% employees are satisfied
with the defining objectives of position and candidate
specifications in that organisation .
Satisfied 31 72.09
Dissatisfied 1 2.33
0
Highly dissaisfied 0
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INTERPRETION:
From the above table it is clear that most of the employees(72%) are
satisfied with the organization’s affirmative action needs clarified and
supported in the selection process
YES 35 81.40
NO 8 18.60
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INTERPRETATION:
From the above table it is clear that the organization is doing
timeliness recruitment and selection process
YES 40 93.02
NO 3 6.98
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Pie chart:
INTERPRETATION:
From the above table, it is clear that 93% of the respondents are saying that HR
provides an adequate pool of quality applicants.
YES 40 93.02
NO 3 6.98
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INTERPRETATION:
YES 41 95.35
NO 2 4.65
Pie chart:
Interpretation:
From the above table, it is clear that 95.35% are satisfied that HR train hiring
employees to make best hiring decisions.
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CHI-SQUARE ANALYSIS:
H0: There is no significant relationship between Recruitment
process and Internal hiring
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Yes 42 40 82
No 1 3 4
43 43 86
O E (O - E) (O - E)² (O - E)²/E
42 41 1 1 0.0244
40 41 -1 1 0.0244
1 2 -1 1 0.5
3 2 1 1 0.5
1.0488
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INFERENCE :
AS THE CALCULATED CHI SQUARE VALUE (1.0488)
IS LESS THAN THE TABLE VALUE (3.84) AT 1
DEGREE OF FREEDOM AND 5% LEVEL OF
SIGNIFICANCE
Hence we accept the NULL hypothesis
Therefore,we can conclude that
There is no significant relationship between Recruitment
process and Internal hiring.
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FINDINGS :
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CONCLUSION:
GREEN HOME DEVELOPERS company is good encouraging
new ides and conducting programmes to develop the
organization. It becomes most sucsessfull in future. It improves
their services with taken of feedbacks. Human Resource
department are highly skilled with good knowledge. Providing
field knowledge to interns in that company.
Most of the customers purchasing plots from the help of
HR dept.
✓ GREEN HOME DEVELOPERS needs to focus
on the different areas to selling plots and
layouts.
✓ Most of the customers feels it is value for the
money.
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SUGGESTIONS :
✓ Increase the advertisements
✓ Keep updating
✓ The company can lure the retailer with some gifts or
some special offers by achieving a fixed sales
target.
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QUESTIONNAIRE:
QUESTIONNAIRE FOR RECRUITMENT PROCESS
1. Which of the following methods of recruitment did you use for your
recruitment?
a Employee referrals
b. Advertisement in local/national papers
c. Online websites
d. Recruitment consultants
3. Which of the following methods of selection did you face for your
selection process?
a . 5mins
B .10mins
C.15min
D.more than 15mins
8. Since how many months have you been working with this
organization?
A.0-3months
b. 3-6 months
C 6 to 12 months
d. More than 12 months
a. Yes
b. No
10. How well are the organization's affirmative action needs clarified and
supported in the selection process?
a .satisfied
b.highly satisfied
c. dissatisfied
d.highly dissatified
a.Yes
b. No
a.yes
b.no
14. Does the HR team act as a consultant to enhance the quality of the
applicant pre-screening process?
a Yes
b. No
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A.Yes
b. No
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