A
SUMMER TRAINING REPORT ON
ON “HIRING & SELECTION PROCESS” AT
LERNX PVT. LTD
Submitted in partial fulfillment of the degree of Master of Business Administration
SUBMITTEDTO
Sanskaram University, Jhajjar
Under the supervision of: Submitted by:
DR./ Mr/Ms _________________ ______________________
Departmentof Management ______________________
SanskaramUniversity, Jhajjar MBA3rdSemester
SANSKARAMUNIVERSITY
Patauda,
Haryana
Session 2024 - 2026
STUDENT DECLARATION
I _________________________student
of MBA 3rd SEM Of Sanaskaram University,
HARYANA
hereby declare that this project report entitled “_______________________________________________________________________”is
written and composed by me under the guidance of ______________________________, is my unique work. The whole
investigation and conclusion of this report are based on the data that, I
collected during the training period.
The observational discoveries within the report are based on the information collected myself while planning to this extent. I have not replicated anything from any source or other extent submitted for a comparable reason.
Name: _________________________________ MBA- III
SEMESTER
ROLLNO.: ________________
ACKNOWLEDGEMENT
Thank you,
Name: __________________ MBA III SEM
INTERNAL GUIDE CERTIFICATE
This
is to certify that HIMANSHI CHAUHAN,
a student of GURUGRAM UNIVERSITY,
pursuing a degree in MBA, has successfully completed the project titled:
“AnalysingRecruitmentandOnboardingPracticesatLernxPrivateLimited”
Undermyguidanceand supervision.
The project was carried out as a part of the curriculum requirements of GURUGRAM UNIVERSITY during the academic session 2024.
The report submitted by the student is the original work and has been undertaken with the utmostsincerity,dedication,andadherencetotheethicalstandardsofresearchandreporting.
As the internal guide, I have reviewed and monitored the progress of the project at every stage, ensuring that the objectives were met and the outcomes were in line with the project scope.
IwishHIMANSHICHAUHANsuccessinallfutureendeavors.
Projectguide-DR.SURBHI GOYAL
Designation-Associateprofessor
TABLEOFCONTENTS
|
ChapterNo. |
Title |
PageNo. |
|
1 |
Introduction
to Sector Introduction to Company |
1-5 |
|
2 |
Review of the Assignment |
6-14 |
|
3 |
Project Objective |
15-18 |
|
4 |
Action Plan |
19-30 |
|
5 |
SWOT Analysis |
31-36 |
|
6 |
Findings |
37-41 |
|
7 |
Recommendations/
Conclusion |
42-49 |
|
|
References/Annexure |
50-53 |
Chapter– 1
Introduction
toIndustry/Company
INDUSTRYPROFILE
TheindustrytowhichLernxPrivateLimitedbelongsistheE-learningandEdTechindustry, a fast-growing sector driven by technological advancements and the easing demand for onlineeducation.TheglobalEdTechmarketisexpandingatacompoundannualgrowthrate (CAGR) OF 16.5% and reach $404 billion by 2028.
In India, EdTech companies have emerged as key players in the education sector. These companies focus on providing digital education, skill-building courses, and internship opportunities to meet the growing needs of students and professionals. With a population eager for upskilling,I ndia’s EdTech market is estimated to be worth ₹80,000 croreby 2025, driven by factors such as affordability, internet penetration, and the demand for employability-focused learning.
The key segments of the EdTechindustry include:
1. K-12 Learning: For school-level students using
gamified learning and interactive tools.
2. HigherEducation:Offeringundergraduate,postgraduate,andcertificationprograms.
3. SkillDevelopmentandInternships:Focusedonenhancingemployabilitythrough
practical training.
ABOUT LERNX PRIVATE
LIMITED
Lernx Private Limited is a leading EdTech company established in Hanumangarh, Rajasthan,withthemissiontomakeeducationaccessibleandskilldevelopmentachievable for students and young professionals. Founded in 2020, Lernx focuses on bridging the gap betweenacademiclearningandreal-worldapplicationthroughitscomprehensiveinternship and training programs.
·
CEO:Mr.PushkarPunia,thevisionaryleaderofLernx,aimstocreateaplatform
where students can gain both theoretical knowledge and practical exposure.
Under hisleadership,Lernxhasgrownsignificantly,earningareputationasatrustedbrand
in the EdTech industry.
·
Headquarters:ThecompanyisheadquarteredinHanumangarh,Rajasthan,with operations
expanding nationwide through digital platforms.
Nature of the Organization
·
Business
Type: Lernx operatesas a service-oriented
organization specializingin education, internships, and skill-building programs.
·
CoreFunctionalAreas:
o
HumanResourcetrainingand management.
o
Marketingandbusiness development.
o
Analytics-basedlearningandcareerenhancement programs.
Vision &
Mission
·
Vision:Torevolutionizetheeducationandtraininglandscapebyofferingaccessible,
innovative, and practical solutions to learners across the country.
·
Mission:Toenhancetheskillsetsofstudentsandprofessionalsthroughhigh-quality
internships,trainingmodules,andcareercounselling,ensuringtheirreadinessforthe
competitive job market.
Product and Service Offerings
Lernx specializes in a variety of services designed to meet the learning and developmentneeds of students and professionals:
1. InternshipPrograms:Providinghands-onexperienceindomainssuchasHR,
Marketing, Business Analytics, and IT.
2. Skill Development Courses: Covering
areas like advanced Excel, data analytics, communication, and interview
preparation.
3. CareerGuidance:Personalizedmentorshiptohelpindividualsidentifytheirstrengths
and pursue rewarding careers.
4. WorkshopsandSeminars:Regularlyorganizedontrendingtopicstokeeplearners
updated with industry advancements.
Sizeof theOrganization
·
Manpower:
Lernxemploys a coreteamof50
professionals and collaborates with over 200 interns and trainers to manage its operations and deliver
programs efficiently.
·
Turnover: Within
three years, Lernx has achieved annual
revenues of ₹3 crores, showcasing consistent growth in a competitive
market.
Organization Structure
Thecompanyfollowsaflatandcollaborativeorganizationalstructure,promoting
innovation and teamwork:
1.
LeadershipTeam:LedbytheCEOandkeydepartmentheads.
2.
FunctionalDepartments:HR,Marketing,Operations,andTraining.
3. InternshipTeams:Supportingthecoreteamwith
project-specificdeliverablesand creative contributions.
Market Position
LernxhascarvedanicheintheIndianEdTechmarketthroughitsaffordableandaccessible programs.Cateringto10,000+learnersannually,thecompanystandsoutbyfocusingon
personalized mentorship and hands-on training. Lernx competes with leading
EdTech platforms like Internshala and UpGrad while differentiating itself through
its practical internship programs and
direct industry exposure.
AchievementsandMilestones
1. Successfullytrainedover25,000studentssinceits inception.
2.
Partneredwith50+collegesandcorporateorganizationstoenhanceemployability.
3. RecognizedasaleadingEdTechstartupinRajasthanbylocalbusinessforums.
Chapter–2
Review of the Assignments
INTRODUCTION
Securingandretaininghigh-qualitytalentisbasic toanorganization’svictory.Asthework showcase gets to be progressively competitive and the accessible abilities develop more differing, recruiters need to be more particular in their choices, since destitute enlisting choices can create long-term negative effects, among them high training and development costs toplay down the rate of destitute execution and high turnover which, in turn, affect staff resolve, the generation of high-quality merchandise and services and the maintenance of organizational memory.At most exceedingly bad, the organization can fall flat to attain its targets in this manner losing its competitive edge and its share of the showcase.
The human asset department plays a vital role in this process. The spine of any effective company is the HR department, and without a gifted bunch ofindividuals to contract, culture, and illuminate representatives, the company is destined for disappointment.
Theenrolment preparation ought to advise qualified about almost all work openings, make apositive picture of thecompany, give sufficient data about the occupations so that candidates can make comparisons with capabilities and interface, and create eagerness amongthebestcandidatessothattheywillapplyforemptypositions.What distinguishesa fruitful company from an unsuccessful one is the quality of man control. The part of administrationistooptimizeutilizationofassetsaccessibletoit.ThepartofHRistoconsolidatethearrangingandcontroloflabourassetsintothecorporatelevelplanssothat all assets are utilized together within the best conceivable combination Overseeing individuals at work andcontrol of human activities in work may be a work that must be performed in all social orders. It is basic in each sort of business for each occupation and eachsortofutilizedlabour.Labouradministrationisfundamentalingovernmentaswellas privateworkbeneathcommunicationinlittletradeandinexpensive.Enlistment,asanasset administrationwork,isoneoftheexercisesthataffectmostbasicallyontheexecutionofan organization. Whereas it is caught on and acknowledged that destitute enlistment choices proceed to influence organizational execution and constrain objective accomplishment.
RECRUITMENT
“Itis the method offinding and drawing in competent applicants forthe work.Themethod startswhenmoderninitiatesarelookedforandendswhentheircandidatesaresubmitted.
Theresultcouldbeapoolofcandidatesfromwhichmodernrepresentatives are selected”.
Inthis,theaccessibleopportunities aregivenawidereputation,andappropriatecandidates areempoweredtoyieldapplicationstohaveapoolofqualifiedcandidatesforlogicalchoice. Enrollment alludes to drawing, screening, and selecting qualified individuals for work at an organization or firm.
Enrollment preparation includes an efficient method from sourcing the candidates to orchestrating and conducting the meeting which requires numerous resources and time.
1. Understanding the Recruitment Framework
·
Objective:
Familiarize myself with the recruitment policies and practices of Lernx Private
Limited.
·
KeyActivities:
o
Attending orientation sessions with the HR team to
understand recruitment goals and methods.
o LearningabouttheEdTechsector’suniquerequirementsforhiring,
particularly in a fast-paced, growth-driven environment.
o Analysingpastrecruitmenttrendstoidentifypatternsandareasfor
improvement.
·
Outcome:
o Acquired a
comprehensive understanding of how Lernx sources and evaluates talent,
particularly for intern and entry-level positions in various domains.
2. Recruitment Process Management
·
Objective:
Managingend-to-end recruitment activities to fill internship and full-time
positions.
·
Key Responsibilities:
o Job Posting: Creating and uploading job descriptions
on platforms such as LinkedIn, Internshala, and Naukri.com.
o
Candidate Sourcing:
§ Screeningresumesreceivedviajobportalsanddirectapplications.
§
Shortlistingcandidatesbasedonspecific
skills,qualifications,and experience.
o
Database Management:
§
MaintainingatrackerinGoogleSheetsforallactivejobopeningsand
applicants.
§
Organizingcandidateprofilessystematicallyforquickreference
during interviews.
·
Challenges Faced:
o
Handlingahighvolumeofapplicationswithintight deadlines.
o
Ensuringproper communicationwithallcandidatesthroughouttheprocess.
·
Outcome:
o
Successfullysourcedover200candidateswithintheinternshipperiod,
ensuring a steady pipeline of talent for interviews.
SELECTION
Theselectionprocessisconcernedwithsecuringimportantcandidatedata.Thisdata is secured in a number of steps. The objective of the selectionprocess isto decide whether a candidate meets the capabilities for a particular work and to select the candidatewhoismostlikelytoperformwellinthatwork.Thehiringmethodisn’ta single act but it is basically an arrangement of strategies by which extra data is secured about the candidates.At each organization actualities, which came to light, maketheacknowledgmentordismissalsofthecandidateclear.Afewdetermination forms are very simple and a few with numerous obstacles this increases with the level and obligation of the positions to be filled.
FundamentalsofSelectionProcedure
Theselectionhandlecanbefruitfulifthetakingafterperquisitesarefulfilled:
1. Someoneoughttohaveaspecialisttochoose.Thisspecialistcomesfromthework
demand created by an investigation of the workload and workforce.
2. There must
be a few standards of the workforce with which a planned representative may be
compared i.e., a comprehensive job description and job specification ought to
be accessible in advance.
3. Theremust
beanadequatenumberofcandidatesfromwhomthedesirednumber of representatives may
be chosen.
1. Selection and Short-listing of Candidates
·
Objective:
Evaluating and narrowing down candidates toidentify the best fit forvarious
roles.
·
Key Activities:
o
Preliminary Screening:
§ Reviewingresumestomatchcandidateskillswithjobrequirements.
§
Conductingtelephonicinterviewstoassessbasiccommunicationand
technical abilities.
o
Short-listing forInterviews:
§
Preparing detailed reports for HR managers with
recommendations for further interviews.
§
Coordinatingwithdepartmentheadstofinalizetheshortlistforspecific
roles.
·
Tools Used:
o
Excelfortrackingshortlisted candidates.
o
Emailcommunicationforschedulingandupdates.
·
Outcome:
o
Enhancedtheefficiencyof
theselectionprocessbyreducingtheaverage screening time by 20%.
INTERVIEW
1. Interview Coordination
·
Objective:Facilitatingsmoothandefficientinterviewprocessesbetweencandidates
and hiring managers.
·
Key Responsibilities:
o
Schedulinginterviewswithshortlistedcandidates viaemailandphonecalls.
o
Preparingandsharinginterviewguidesforhiringmanagers.
o
Ensuringtimelycommunicationofresultsto candidates.
·
ChallengesFaced:
o
Managingmultipleinterviewsacrossdifferenttimezonesand schedules.
o
Coordinatingbetweencandidatesandmanagers,especiallyinremotesetups.
·
Outcome:
o Successfully
coordinated over 50 interviews during the internship, ensuring minimal
scheduling conflicts.
ONBOARDING
1. Onboarding Process Management
·
Objective: Ensuring
a seamless onboarding experience for newly hired interns and employees.
·
KeyActivities:
o
Documentation:
§
Collectingnecessarydocumentssuchasidentificationproofs,
educational certificates, and signed offer letters.
§ VerifyingandmaintainingaccuraterecordsintheHRdatabase.
o
Orientation:
§
Conductingintroductorysessionstofamiliarizenewhireswithcompany
policies, culture, and expectations.
§ Providingaccesstocompanytoolsandsystemsforworkreadiness.
o
Buddy Program:
§
Pairingnewhireswithexperiencedteammemberstofacilitatequick
acclimatization.
·
Outcome:
o Streamlinedtheonboardingprocess,ensuringallnewhireswerework-ready
within three days of joining.
Key Learnings and Skills Acquired
·
Technical Skills:
o
GainedproficiencyinHRtoolssuchasGoogleSheetsandemailautomation
tools.
o Improvedabilitytodrafteffectivejobdescriptionsandrecruitmentcommunications.
·
Soft Skills:
o Enhancedcommunicationandinterpersonalskillswhileinteractingwith
candidates and managers.
o Developed
multitasking and time management abilities to handle multiple assignments
efficiently.
·
HR-Specific Knowledge:
o
Learned the importance of maintaining a candidate-centric
approach during recruitment.
o Gained insight into the alignment of recruitment strategies with organizational goals.
Challenges Faced
1. High Volume of Applications:
o Screeninghundredsofresumeswithinalimitedtimeframewhilemaintaining
quality.
2. Remote
Coordination:
o
Managingvirtualinterviewsandonboardingprocessesinaremotework
environment.
3. Communication
Gaps:
o Addressingmisunderstandingsordelaysincandidatecommunicationdueto
virtual interactions.
OutcomesAchieved
·
Successfullyrecruitedover30internsandentry-levelemployeesforvariousroles.
·
Reducedthetime-to-hireforkeypositionsby15%.
·
Enhancedtheonboarding experience,leadingtopositivefeedbackfromnew hires.
·
ContributedtostrengtheningLernx’semployerbrandingthroughefficient
recruitment practices.
ReflectiononInternship
·
TheassignmentsallowedmetobridgetheoreticalHRknowledgewithpractical
applications.
·
ByworkingcloselywiththeHRteamatLernx,Igainedvaluableinsightsinto
recruitment and onboarding processes in the EdTech sector.
Chapter– 3
ProjectObjectives
1. ToAnalyzeandImprovetheHiringandRecruitmentProcess
·
EvaluatethecurrenthiringandrecruitmentstrategiesutilizedbyLernxPrivate
Limited to identify any inefficiencies, gaps, or redundancies.
·
Assesstheeffectivenessofjobpostings,recruitmentchannels,andsourcing
strategies to attract the right talent.
·
Analyzethealignmentofrecruitmentstrategieswiththecompany’slong-termgoals
and organizational culture.
·
Suggestimprovementsinrecruitmentmethodstooptimizetime-to-hire,improve
candidate quality, and reduce recruitment costs.
·
Proposesolutionstoincreasediversityinhiring,enhancecandidatepools,andtarget
the best-fit applicants for each position.
2. ToDevelopandEnhanceOnboardingProcedures
·
Review the existing onboarding processes to evaluate
its efficiency, effectiveness, and overall employee experience.
·
Collect feedback from recent hires and HR staff to
assess areas for improvement in the onboarding process.
·
Proposeupdatestotheonboardingprocessthatwouldhelpnewhiresintegratemore
smoothly into the company culture, understand job roles more clearly, and feel
engaged from day one.
·
Createamorestructuredplanforemployeeorientation,training,andmentoringthat
would reduce the learning curve and improve employee satisfaction.
·
Investigatetheuseofdigitaltoolsorplatformsthatcouldstreamlineonboardingand
provide a more interactive experience for new employees.
3. ToEnhancetheInterviewProcessforBetterCandidateSelection
·
Conduct a detailed analysis of the company’s interview
process to assess its alignment with the organization’s goals and hiring needs.
·
Evaluate the effectiveness of current interview
techniques, including competency-
basedquestions,technicalassessments,andbehavioralinterviews,inidentifyingthe
most suitable candidates.
·
Recommend improvements to interview questions,
formats, and assessment techniques that will help interviewers better evaluate
a candidate’s skills, qualifications, and cultural fit.
·
Train interviewers or HR teams on best practices and
effective communication during interviews to ensure consistency and fairness in
candidate evaluations.
·
Explorethepotentialforaddingnewinterviewstagesortoolssuchaspsychometric
tests or task-based assessments to enhance candidate selection.
4. ToResearchandImplementIndustryBestPracticesinRecruitmentand Onboarding
·
Conduct in-depth research on HR best practices in
recruitment and onboarding across various industries, focusing on companies
with similar profiles to Lernx Private Limited.
·
Analyze emerging trends in recruitment, such as
AI-driven recruitment tools, gamified assessments, or social media recruiting,
and evaluate their potential application within the company.
·
Benchmark the company's current recruitment and
onboarding practices against industry standards and recommend actionable
strategies to align Lernx with best practices.
·
Propose innovations that could increase the efficiency
of the recruitment process, such as implementing an Applicant Tracking System
(ATS) or integrating social media platforms for candidate sourcing.
5. To Improve Candidate Engagement and Experience Throughout the Recruitment Process
·
Evaluate the current candidate experience from
application to post-interview feedback to identify pain points and areas of
improvement.
·
Assess how effectively the recruitment team
communicates with candidates throughout the hiring process, ensuring timely
responses and clear expectations.
·
Propose strategies to enhance candidate engagement,
such as personalized communication, providing detailed job descriptions, and
giving constructive feedback to unsuccessful candidates.
·
Implement measures to improve transparency in the
recruitment process, reducing candidate anxiety and increasing overall
satisfaction with the hiring experience.
·
Explore using automated tools or platforms to provide
candidates with real-time updates about their application status, interview
schedules, and next steps.
6. ToStreamlinetheSelectionProcesswithTechnologyIntegration
·
Investigate the current tools and software used for
the selection process and assess their effectiveness in improving productivity,
accuracy, and candidate experience.
·
ResearchavailableApplicantTrackingSystems(ATS),recruitmentsoftware,andAI
tools that can help streamline the selection process.
·
Proposetechnologyintegrationtoreducemanualeffortincandidateshortlistingand
enhance the decision-making process, making it more data-driven and objective.
·
Ensurethatthetechnologychosenalignswiththecompany’sexistingITinfrastructure
and is user-friendly for both HR professionals and candidates.
·
RecommendatrainingplanforHRstafftoeffectivelyuseanynewrecruitmenttools
or technologies.
Chapter–4ActionPlan
ACTIONPLANBASEDONWORKPROCESSANDDOMAIN
1. RecruitmentandHiringProcess
WorkFlow&Process:
·
Step1:JobRequirementAnalysis
o
WorkwithHRanddepartmentheadstoidentifystaffingneeds.
o Understandtheskills,qualifications,andexperiencerequiredforopenpositions.
· Step2:JobDescription Creation
o Assist in
drafting clear, precise, and appealing job descriptions for the roles being
recruited.
o Ensurethatthejobdescriptionsreflectcompanycultureandattracttheright
candidates.
· Step3:SourcingCandidates
o
Postjoblistingsonrelevantplatforms(jobboards,socialmedia,LinkedIn).
o
Explore alternative sourcing strategies like employee
referrals, networking events, or campus recruitment.
· Step4:ScreeningResumes
o Assist in
reviewing resumes and applications, shortlisting candidates based on job
requirements.
o Ensure
candidates' qualifications meet the role requirements and align with company
values.
· Step5:InitialCandidateEngagement
o Coordinate
initial communication with candidates (e.g., sending interview invitations or
rejections).
o Preparecommunicationtemplatesfortimelyandprofessionalcandidate
interaction.
· Step6:InterviewCoordination
o
Scheduleinterviewsbetweencandidatesandhiringmanagers.
o
Manageinterviewlogistics(e.g.,location,virtualsetup,interviewpanel
coordination).
Timeline: Week 1 - Week 4
KeyDeliverables:Jobdescriptions,shortlist
ofcandidates,interview schedule
2. InterviewandSelectionProcess
WorkFlow&Process:
·
Step1:ConductingPre-screeningInterviews
o Conductinitialphonescreeningstoassessthecandidates’qualificationsand
cultural fit for the organization.
o Askkeyquestionsbasedonrolerequirementstonarrowdownthecandidate
pool.
· Step2:ArrangingTechnicalandManagerialInterviews
o Helporganizetechnicalassessmentsortestsforcandidatesapplyingfor
technical roles.
o Coordinate
managerial or behavioural interviews with department heads or senior HR staff.
· Step3:InterviewFeedback Collection
o Collectfeedbackfrominterviewersregardingthecandidates'strengths,
weaknesses, and fit for the role.
o Analyzeinterviewfeedbackandprepareadetailedcandidateevaluation
report.
· Step4:Decision-Making&FinalOffer
o Assistinpreparing thefinal evaluationofcandidates,comparing performance across all
stages.
o Helpcreatethefinalofferletter,outliningtermsofemploymentand
compensation.
Timeline: Week 3 - Week 5
KeyDeliverables:Candidatefeedback
reports,finalselectionlist,offer letters
3. OnboardingProcess
WorkFlow&Process:
·
Step1:PreparingOnboardingMaterials
o Reviewandupdateonboardingmaterials(welcomepackets,employeehandbooks,
benefits information).
o
Createpersonalizedwelcomeemailsfornewhires.
· Step2:NewHire Orientation
o Coordinate
new hireorientation sessions to familiarizenew employees with company policies,
culture, and team members.
o SchedulemeetingswithHR,managers,andotherdepartmentstoensurenew
hires have all necessary resources.
· Step3:Documentationand Compliance
o
Assistincollectingrequireddocumentation(IDproof,bankdetails,tax
forms) and ensure compliance with legal requirements.
o Help guide
new employees through the completion of necessary paperwork (e.g., offer
acceptance, employment contracts).
· Step4:TrainingCoordination
o
Assistincoordinatinginitialtrainingschedulesfornew employees.
o
Workwithtrainersanddepartmentheadsto
ensurenewhiresareonboarded effectively.
· Step5:Follow-upandFeedback Collection
o After the
first week and first month, collect feedback from new employees about the
onboarding experience.
o Track
progress and help resolve any issues faced by new hires during theonboarding
phase.
Timeline: Week 4 - Week 6
KeyDeliverables:Onboardingschedules,trainingprograms,newhirefeedbackforms
4. ContinuousImprovementandProcessStreamlining
WorkFlow&Process:
·
Step1:ProcessReviewandData Collection
o
Collectdataonhiringsuccessrates,time-to-hire, andemployee retention.
o Review
existing recruitment strategies and onboarding feedback to identify gaps or inefficiencies.
· Step2:ResearchBestPractices
o
ResearchHRbestpracticesinrecruitmentandonboardingfromindustry
leaders or competitors.
o Exploredigitaltools(ApplicantTrackingSystems,HRMSsoftware)to
streamline recruitment and onboarding processes.
· Step3:IdentifyingImprovementAreas
o Usefeedbackanddatatoproposeactionableimprovementsintherecruitment
and onboarding processes.
o Suggestchangesincandidateengagementmethods,screeningtools,or
interview structures to improve the overall experience.
· Step4:Implementation of Recommendations
o
WorkwiththeHRteamtoimplementchangesinrecruitmentandonboarding,
such as introducing new interview techniques or digital solutions.
o Assist with
the integration of technology for better process efficiency (e.g., virtual
onboarding tools, automated email responses).
· Step5:Post-Implementation Review
o
After implementing improvements, conduct follow-up
evaluations to assess their impact on recruitment success and employee
retention.
o Preparea
report summarizing the changes and the overall impact on the HR processes.
Timeline: Week 5 - Week 8
KeyDeliverables:Processimprovementsuggestions,reportonimplementedchanges,post- implementation evaluation
5. ReportingandPresentation
WorkFlow&Process:
·
Step1:DataCompilationandAnalysis
o Compileallthedatacollectedduringtheinternship,includingcandidate
success rates, onboarding feedback, and recruitment performance metrics.
· Step2:ReportWriting
o
Writeadetailedreportdocumentingtheobjectives,methodologies,findings,
and recommendations.
o Includecasestudiesorexamplesfromyourworktoshowcasethe
improvements made during your internship.
· Step3:PresentationPreparation
o
PrepareaPowerPointpresentationsummarizingkeyfindingsandproposals.
o Ensurethepresentationalignswiththegoalsoftheinternshipandhighlights
the impact of your work.
· Step4:FinalReviewandPresentation
o Reviewthereportandpresentationwithyoursupervisortoensureallimportant
aspects are covered.
o
PresentthefinalreportandfindingstotheHRteamandseniormanagement.
Timeline: Week 8 - Week 10
KeyDeliverables:Finalreport,presentationslides
OverallInternshipTimeline:
·
Week1-Week4:Recruitment,Hiring,andInterviewProcess
·
Week4-Week6:OnboardingandTraining
·
Week5-Week8:ProcessImprovementandTechnologyIntegration
·
Week8-Week10:Reporting,Evaluation,andPresentation
ACTIONPLANTOACHIEVEDESIREDOBJECTIVE
1. Objective:ToAnalyseandImprovetheHiringandRecruitmentProcess
ActionSteps:
·
Step 1: Conduct a
thorough review of the current hiring and recruitment practices, including
reviewing job postings, candidate sourcing strategies, and the interview process.
·
Step 2:Analyse
recruitment data (such as candidate conversion rates, time-to-hire, and
cost-per-hire) to assess the effectiveness of current strategies.
·
Step 3: Interview
HR team members, hiring managers, and recruiters to gather qualitative insights
on the challenges faced in the recruitment process.
·
Step 4:Conduct aSWOT(Strengths,Weaknesses,Opportunities,Threats)analysis
of the current recruitment system.
·
Step 5: Identify
bottlenecks in the recruitment pipeline and propose strategies for improvement
(e.g., optimizing job advertisements, expanding sourcing channels).
·
Step 6: Develop a
report summarizing findings and recommend best practices to enhance recruitment
efficiency.
Timeline:2-3weeks
2. Objective:ToDevelopandEnhanceOnboardingProcedures
ActionSteps:
·
Step 1: Review the
existing onboarding documents, processes, and materials, including training
modules and employee handbooks.
·
Step 2: Gather
feedback from recent hires through surveys or interviews to understand their
onboarding experience.
·
Step 3: Conduct one-on-one
meetings with HR staff and department managers to assess their views on the
onboarding process and its effectiveness.
·
Step 4: Identify
gaps or inefficiencies in the current process, such as lengthy paperwork or
lack of personalized support for new hires.
·
Step 5: Propose
updates to the onboarding procedure, such as incorporating virtual onboarding
tools, improving orientation programs, or providing more detailed role training.
·
Step 6: Develop a
detailed onboarding checklist and timeline to streamline the process for new
hires.
·
Step 7: Present
suggestions for improving new employee retention rates and reducing the time it
takes for new hires to become fully productive.
Timeline:2-3weeks
3. Objective:ToEnhancetheInterviewProcessforBetterCandidate Selection
ActionSteps:
·
Step 1: Review the
current interview process, including the types of interviews conducted (e.g.,
phone, in-person, technical, etc.), the questions asked, and assessment tools
used.
·
Step2:Evaluatethetrainingandpreparednessofinterviewerstoensureconsistency
and fairness in the selection process.
·
Step 3:Analyse the
feedback and performance data of candidates who were hired and those who were
not, to identify patterns in selection success.
·
Step 4: Recommend
improvements in interview techniques, such as incorporating structured
interviews, competency-based questions, and psychometric tests.
·
Step 5: Design a
standardized interview guide that includes role-specific questions andevaluationcriteriatoensureaconsistentinterviewexperienceforallcandidates.
·
Step 6: Conduct a
trial run of the new interview process with the recruitment team and collect
feedback for further refinement.
Timeline:2weeks
4. Objective:ToResearchandImplementIndustryBestPracticesin Recruitment and Onboarding
ActionSteps:
·
Step1:ConductextensiveresearchonHRbestpracticesinrecruitmentandonboarding
through academic journals, HR blogs, and industry reports.
·
Step2:Compare the
company'scurrentrecruitmentandonboardingprocesseswith industry benchmarks to
identify areas for improvement.
·
Step3:ReachouttoHRprofessionalsatsimilarcompaniestogaininsightsintotheir
recruitment and onboarding practices.
·
Step 4: Document
the findings and highlight key recommendations for integrating industry best
practices into Lernx’s HR processes.
·
Step 5: Present a
proposal for the integration of these best practices, focusing onimproving
efficiency, candidate experience, and employee retention.
Timeline:2-3weeks
5. Objective:ToImproveCandidateEngagementandExperience
ActionSteps:
·
Step1:Analysecurrentcandidatefeedbacktoidentifypainpointsintherecruitment
process.
·
Step 2: Review
communication channels used during the recruitment process (e.g., emails, phone
calls) and assess their effectiveness.
·
Step 3: Identify
ways to enhance candidate engagement, such as providing regular updates on the
hiring process or offering personalized feedback.
·
Step 4: Researchand
recommend tools or platforms (e.g., candidate relationshipmanagement systems)
that could help improve communication with candidates.
·
Step5:Develop
acandidateengagement strategythatincludes improving response times,
transparency, and overall satisfaction during the recruitment journey.
·
Step 6:Test the
proposed candidate engagement improvements with a small group of candidates and
gather feedback.
Timeline:2-3weeks
6. Objective:ToStreamlinetheSelectionProcesswithTechnology Integration
ActionSteps:
·
Step1:Evaluatethecurrenttoolsandtechnologiesusedintherecruitment
process, including applicant tracking systems (ATS) or other software
solutions.
·
Step 2: Research
new technologies available in the market that could improve the efficiency
ofthe selection process (e.g.,AI-powered resume screening, chatbots for
candidate queries).
·
Step 3: Analyse how
technology could reduce manual tasks and improve data management in the
recruitment process.
·
Step 4: Present a
case for the integration of a newATS or other recruitment tools, focusing on
their ROI and potential for improving process efficiency.
·
Step 5: Collaborate
with the IT department to assess the feasibility and cost- effectiveness of
implementing new technology solutions.
Timeline:2-3weeks
FinalReportingandPresentation
ActionSteps:
·
Step 1: Compile all
findings, analysis, recommendations, and action plans into astructured report.
·
Step 2: Create a
presentation summarizing key outcomes, proposed improvements, and action plans
for HR managers and the leadership team.
·
Step3:Reviewthereportwithyoursupervisorormentorforfeedbackand
adjustments.
·
Step4:Preparefor
afinalpresentationto theHRteamand management.
Timeline:1 week
OverallTimeline:8-10Weeks
Chapter– 5
SWOTAnalysis
SWOTANALYSISFORLERNXPRIVATELIMITED
Strengths:
1. Experienced Leadership: Lernx has a
visionary CEO, Mr. Pushkar Punia, whose leadership helps guide the company
through industry challenges.
2. StrongRecruitmentFramework:EstablishedrecruitmentprocessesandHRsystems,
with clear roles and structures.
3. Adaptability:Abilitytoadjusttomarketdemandsandexpanditsworkforceaccording
to business needs.
4. LocationAdvantage: Based in Hanumangarh,
Rajasthan, the company has a cost- effective operational base.
5.
DiverseWorkforce:Experienceworkingwithvariousskillsetsanddepartments.
Weaknesses:
1. Limited Brand Recognition in Larger Markets: As a
regional company, Lernx may have limited visibility in bigger cities, whichcan
affect the recruitment of top- tier talent.
2. Manual Recruitment Process: If reliant
on outdated or manual processes, recruitment and onboarding could be
time-consuming.
3. Employee Retention Challenges: Like many
growing businesses, the company might face difficulties in retaining key
employees due to competition from larger companies in metropolitan areas.
4. LimitedTechnologyIntegration:Potentialunderutilizationofautomationtoolsor
AI in recruitment, which could slow down processes.
Opportunities:
1. Technology Adoption: Opportunity
to integrate AI-driven recruitment tools and Applicant Tracking Systems (ATS)
to streamline the recruitment process.
2. Expansion into New Markets: The company
can explore entering larger markets or cities, which can bring in diverse
talent pools.
3. TrainingandDevelopment:There’sanopportunitytoenhanceemployee
development programs, improving employee engagement and retention.
4. Employer Branding: Strengthening employer brand
through social media and job boards can help attract more high-quality
applicants.
5. Partnerships with Educational Institutions: Creating
internship and recruitment programs with universities can provide access to
fresh talent.
Threats:
1. CompetitionforTalent:Larger,moreestablishedcompaniesinurbancentersmay
attract skilled candidates, making it challenging to hire the best talent.
2. Economic Instability:Any
economic downturn or market volatility could impact hiring needs or force
budget cuts in recruitment efforts.
3. ChangingRegulations:ConstantchangesinlabourlawsandHRcompliance
regulations can present challenges to the HR team.
4. Limited Candidate Pool in Smaller Markets: Depending
on the location, theremay be a shortage of qualified candidates for specialized
roles.
SWOTANALYSISOFTHEINTERNSHIPREPORT
Strengths:
1. ClearObjectives:Theprojecthaswell-definedobjectivesfocusedonimprovingthe
recruitment, selection, and onboarding processes, giving it direction.
2. Hands-on Involvement: Working
directly in various HR functions such as recruitment, interviews, and
onboarding gives a practical experience, allowing for meaningful contributions.
3. Skill Development: Your background in HR and
business analytics allows you to apply theoretical knowledge to real-world HR
challenges.
4. Supportive Environment: Access to
experienced HR staff and management provides opportunities for learning and
growth throughout the internship.
Weaknesses:
1. Limited Duration: A short internship timeline
may not provide enough time to implement large-scale changes or see the results
of improvements.
2. Dependency on Existing Processes: Your
ability to influence existing processes might be limited by company policies
and the established workflow.
3. Challenges in Data Access: Gaining
access to historical recruitment data and metricsmaybechallengingifthecompanydoesn’thavestrongdatatrackingsystems
in place.
Opportunities:
1. Process Improvement: The
internship provides an opportunity to significantly improve the recruitment and
onboarding processes by identifying bottlenecks or inefficiencies.
2. Technology Integration: There’s an
opportunity to recommend the use of technology tools (likeATS or HRMS) to
streamline workflows, improving overall efficiency.
3. Industry Benchmarking: By
researching best practices and comparing Lernx’s
processestoindustrystandards,youcanbringinnewideasandtrendstobenefitthe company.
4. Influence Company Practices: Your work
can directly impact HR practices, leading to improved candidate experience,
faster hiring, and better employee retention.
Threats:
1. ResistancetoChange:Employeesmayresistchanges,especiallyiftheyareusedto
long-standing methods or are not fully convinced of the benefits.
2. LimitedResources: Thescopeofyourprojectmaybeconstrainedbyavailable
resources, including time, budget, or access to technological tools.
3. Overlapping Responsibilities: Other
priorities of the HR team or company maydelay or divert attention from your
proposed improvements.
4. Internal Dynamics: Differences in opinion among
HR stafformanagement on the proposed changes could slow down or block some of
your recommendations.
Chapter–6Findings
FINDINGSOFTHEREPORT
1. Recruitment and Hiring Process
During the internship, I had the opportunity to closely observe and analyseLernx's current recruitment strategies. The company follows a traditional approach to recruitment, relying primarily on job postings across job boards and social media platforms for sourcing candidates. However, there are several areas where improvements could be made:
·
Strengths:
o Therecruitmentteamisproactiveinpostingjobadvertisementsandensuring
positions are visible across multiple platforms.
o Candidatesourcingthroughreferralsisactivelyencouraged,leadingtoa
higher-quality candidate pool.
o
TheHR teamisresponsive,ensuring quickcommunication with candidates.
·
ChallengesandAreasforImprovement:
o Narrow Sourcing Channels: The
company relies heavily on a limited numberofjobboards,whichrestrictsaccesstoadiversepoolofcandidates.
Expanding sourcing channels, including niche platforms, LinkedIn groups, and
talent networks, could help widen the candidate search.
o Manual ResumeScreening:Theprocess
ofmanually screening resumes is time-consuming and prone to human error.
Implementing an Applicant
TrackingSystem(ATS)couldimproveefficiencybyautomatingtheresume screening
process and identifying the best candidates more effectively.
o Candidate Engagement: While communication with
candidates is consistent, there is room for improvement in maintaining
engagement,
especiallywithcandidateswhoarenotshortlisted.Personalizedfeedbackand
updates on the hiring process can enhance candidate experience and brand image.
2. Interview and Selection Process
TheinterviewandselectionprocessatLernxisfairlystructuredbutcouldbenefitfrom enhanced consistency and data-driven decision-making.
·
Strengths:
o The
interview panel consists of HR professionals and department heads, ensuring
that the candidates are assessed from both a skills and cultural fit perspective.
o Behaviouralandtechnicalinterviewsareconducted,ensuringawell-rounded
evaluation of candidates’ qualifications.
·
Challenges and Areas for Improvement:
o Inconsistent Interviewer Preparation: While
interviewers are skilled, the lack of standardization in the interview process
leads to variability in candidateassessments.Providinginterviewguideswithstructuredquestions
could help ensure a consistent experience across all candidates.
o LackofDataAnalytics:Currently,thereisminimaluseofdataanalyticsto
measuretheeffectivenessoftheinterviewprocessortrackrecruitmentKPIs (e.g.,
time-to-hire, cost-per-hire). Incorporating data-driven methods could
enableHRtoidentifypatterns,optimizeinterviewprocesses,andmakemore informed
hiring decisions.
o Candidate Evaluation Criteria:Thereisnostandardizedscoringsystemin
placetoassesscandidates.Developingaclearsetofevaluationcriteriaanda rating
system would help in comparing candidates objectively.
3. OnboardingProcess
TheonboardingprocessatLernxiscomprehensivebutcouldbefurtheroptimizedforbetter employee experience and integration.
·
Strengths:
o Thecompanyprovidesadetailedonboardingpacket,whichincludes
essential information about company policies, benefits, and culture.
o AdesignatedHRrepresentativeensuresthatnewhireshaveapointofcontact
for queries during their first few weeks.
·
ChallengesandAreasforImprovement:
o Paperwork: A significant amount of paperwork
is required, which can be
overwhelmingfornewemployees.Shiftingtodigitalplatformsfordocument submission
could streamline the process and enhance efficiency.
o Training Programs: The training programs are
adequate but can be more structured. Providing clear timelines and expectations
for each training module, along with post-training assessments, would ensure
better knowledge retention and quicker productivity.
o Employee Feedback: Regular follow-ups with
new employees post- onboarding are not consistently done. Introducing a formal
feedback mechanism can help HR track the effectiveness of the onboarding
process and identify areas for improvement.
4. TechnologyIntegration
The organization’s recruitment and onboarding processes rely heavily on manual methods, with limited integration of technology tools. This presents an opportunity for substantial improvement.
·
Strengths:
o Thereis
abasicuse ofspreadsheets and emails to track candidate status and
communication, which works for smaller-scale recruitment but may not be scalable.
o HR
professionals are highly skilled in managing administrative tasks manually.
·
OpportunitiesforImprovement:
o Applicant Tracking System (ATS):
Implementing an ATS would significantly improve the recruitment process by
automating resume screening, candidate communications, and interview
scheduling.
o Onboarding Software: A more structured
onboarding platform can centralize training materials, company policies, and
employee data. Tools such as Work Bright or BambooHR can help automate the
onboarding workflow and improve new hire engagement.
o Interview Assessment Tools: The use
of AI-driven tools for resume
screeningorcandidatepre-assessmentcouldreducethetimespentonmanual reviews,
allowing HR to focus on higher-value tasks like candidate engagement.
Chapter – 7 Recommendations
1. BroadenSourcingChannels
Recommendation:
Expand sourcing channels beyond traditional job boards, such as utilizing LinkedIn, niche job boards, employee referrals, career fairs, and university partnerships.
Cost:
·
FinancialCosts:
o Listing on
niche job boards or attending career fairs may incur additionalcosts
(advertisement fees, event registration fees).
o Partnershipswithuniversitiesmayrequireformalagreementsoreventsponsorships.
o
TrainingforHRstaffonnewsourcingplatforms.
·
TimeInvestment:
o
HRteamtimespentinexploring andengagingwith newsourcing methods.
Benefit:
·
Access to a
BroaderTalent Pool: More diverse candidates, especially from niche
industries or underrepresented regions.
·
HigherQualityCandidates:Referralsanduniversitypartnershipsoftenleadto
more qualified and culturally aligned candidates.
·
ReducedRecruitmentTime:Byhavingmultiplesourcingchannels,thetimetofind
the right candidate could be reduced, especially for hard-to-fill roles.
Costvs.BenefitEvaluation:
·
Cost:Moderate
(primarilyassociatedwithsourcingfeesandHRtime).
·
Benefit:High(wider,morequalifiedcandidatepool,reducedhiringtime,improved
candidate quality).
·
Conclusion: The
benefits outweigh the costs, especially in the long term, as it will likely
lead to better hires and quicker recruitment cycles.
2. ImplementanApplicantTrackingSystem(ATS)
Recommendation:
Adoptan ATStoautomateresumescreening,candidatecommunications,andinterview scheduling.
Cost:
·
InitialInvestment:
o ATSsoftwareimplementationcostsvarydependingontheprovider,ranging
from one-time fees to monthly subscriptions.
o
CostsfortrainingHRstafftousethesystem.
·
Ongoing Costs:
o Subscriptionfeesforcloud-basedATSsolutions(e.g.,Greenhouse,BambooHR,
or Workday).
o
ITsupportforsystemmaintenanceandintegrationwithexistingHRsystems.
Benefit:
·
Efficiency and Time Savings:Automates manual tasks, reducing HR's administrative
workload and speeding up the hiring process.
·
Improved
Candidate Experience: Automated responses and scheduling improve
communication and provide a smoother, more professional candidate experience.
·
DataAnalytics:Enablestrackingofrecruitmentmetrics(time-to-hire,cost-per-hire,
etc.) to optimize the recruitment process over time.
·
Scalability:TheATSwillmakeiteasiertoscalerecruitmenteffortsasthecompany
grows.
Costvs.BenefitEvaluation:
·
Cost:Highinitialinvestmentandongoingsubscriptionfees.
·
Benefit:High(substantialtimesavings,improvedhiringefficiency,bettercandidate
experience, scalability).
·
Conclusion: The
long-term benefits of automation, efficiency, and scalability significantly
outweigh the initial and ongoing costs. It is a worthwhile investment for
streamlining recruitment processes.
3. StandardizeInterviewingandCandidateEvaluation
Recommendation:
Introducestandardizedinterviewguidesandaratingsystemtoensureconsistencyin candidate evaluation.
Cost:
·
FinancialCosts:
o Developinganddesigninginterviewguidesandevaluationtemplates
(minimal cost if done in-house).
·
TimeInvestment:
o HRanddepartmentheadsmayneedsometimetocreate,refine,andimplement
the standardized processes.
Benefit:
·
Consistency: A
standardized process ensures fair and objective candidate assessments.
·
Improved
Decision-Making:Aclear evaluation framework helps hiring managers
make data-driven decisions.
·
BetterCandidateExperience:Auniformprocesshelpsallcandidatesfeeltheyare
being assessed on the same criteria.
·
ReducedBias:Standardizationhelpsreduceinterviewerbiasandsubjectivityin
assessments.
Costvs.BenefitEvaluation:
·
Cost:Low(mainlytimespent
byHRteamto designandimplementthesystem).
·
Benefit:High(improvedconsistency,reducedbias,andbetterdecision-making).
·
Conclusion: The cost
is minimal, while the benefits are significant. This is a low- cost,
high-benefit recommendation that would improve the overall quality of hiring decisions.
4. Digitalize Onboarding Process
Recommendation:
Transition to a digital onboarding platform that centralizes training materials, policies, and paperwork.
Cost:
·
InitialInvestment:
o Software purchase or subscription for onboarding platforms (e.g., BambooHR,
Work Bright, or Trainual).
o Costs
fordeveloping or uploading content (policies, training materials, etc.) onto
the platform.
·
Ongoing Costs:
o
Subscriptionfeesforthe onboardingplatform.
o
Timerequiredtomaintainandupdatetheplatform.
Benefit:
·
Efficiency: Digital
onboarding reduces paperwork and administrative overhead for HR.
·
Employee
Experience: A streamlined, paperless onboarding experience enhances new
hire satisfaction and engagement.
·
Faster
Integration: New hires can complete forms and access training
materialsfaster, enabling them to integrate into their roles sooner.
·
Compliance:Digitalplatformsensurethatallnecessarydocumentsandcompliance
forms are easily accessible and completed correctly.
Costvs.BenefitEvaluation:
·
Cost:Moderatetohigh(duetosoftwaresubscriptionfeesandcontentuploadcosts).
·
Benefit: High
(significant time savings, better employee experience, faster onboarding, and
improved compliance).
·
Conclusion: The
benefits are substantial in terms of efficiency and employee
satisfaction,makingitacost-effectivesolutioninthelongrun.Theinitialinvestment
is justifiable due to these long-term advantages.
5. LeverageHRAnalytics
Recommendation:
Utilize HR analytics to track and analyse recruitment metrics, employee performance, and onboarding success.
Cost:
·
InitialInvestment:
o Purchase of
HR analytics tools (if not already integrated into the existingHRMS).
o
TrainingHRstafftointerpretanduseanalyticstools.
·
Ongoing Costs:
o
Maintenanceandsubscriptionfeesforanalytics software.
Benefit:
·
Data-DrivenDecisions:HRcanmakeinformeddecisionsaboutrecruitment
strategies and employee engagement initiatives.
·
Optimized
Hiring: By tracking metrics liketime-to-hire, cost-per-hire, and
quality of hire, HR can fine-tune recruitment strategies.
·
Improved
Retention: Identifying patterns in employee performance and turnover
can help HR proactively address retention issues.
·
Operational
Efficiency:Analytics helps HR identify areas where processes can be
optimized, such as streamlining the recruitment funnel.
Costvs.BenefitEvaluation:
·
Cost:Moderate(costofsoftwareandtraining).
·
Benefit:High(improved
decision-making,optimizedprocesses,betterretention).
·
Conclusion:ThebenefitsofutilizingHRanalyticsinmakingdata-driven
decisions
significantlyoutweighthemoderatecost,leadingtoimprovedrecruitment,retention,
and efficiency in the HR function.
CONCLUSION
Theprojecttitled"AnalyzingRecruitmentandOnboardingPracticesatLernxPrivate Limited" provided valuable insights into the organization's HR processes, specifically focusing on the recruitment and onboarding domains. The study revealed that while Lernx has implemented effective strategies for sourcing and selecting candidates, there are opportunities for improvement in areas such as reducing time-to-hire, enhancing candidate engagement, and leveraging advanced HR technologies to optimize processes.
Theonboardingprocesswasfoundtobecomprehensive,focusingonemployeeintegration and training; however, introducing structured feedback mechanisms and automation tools could further enhance the employee experience. The analysis of recruitment metrics highlightedtheimportanceof continuouslyevaluatingandadaptingstrategiestoalignwith organizational goals.
The findings and recommendations in this report aim to assist Lernx Private Limited in building a more efficient, cost-effective, and candidate-friendly HR system, ultimately contributing to better talent acquisition, employee satisfaction, and organizational success.
REFERENCELIST
Booksand journals
·
Armstrong,M.(2020).Armstrong'sHandbookofHumanResourceManagement
Practice (15th ed.). Kogan Page.
·
Breaugh, J.A. (2008). Employee Recruitment: Current Knowledge and Directions for Future
Research. Human Resource Management Review, 18(3), 103-118.
·
Cascio,W.F.,&Boudreau,J.W.(2016).TheSearchforSustainableHRM:TheRole of HR
Metrics and Analytics. Industrial Relations Research Association.
Websitesandonlinearticles
·
HarvardBusinessReview.(2020).WhyWeNeedtoRethinkRecruitmentMetrics.
HarvardBusinessReview.Retrievedfromhttps://hbr.org
·
LinkedIn TalentSolutions.(2021).GlobalTalentTrendsReport2021.LinkedIn. Retrieved from https://business.linkedin.com/talent-solutions
·
SHRM(SocietyforHumanResourceManagement).(2022).BestPracticesfor Employee Onboarding. SHRM.
Retrieved from https://www.shrm.org
·
Workable.(2022).TheCompleteGuidetoATSSoftwareforRecruitment.Workable.
Retrieved from https://www.workable.com
·
McKinsey & Company. (2021). The Future of Work in the Recruitment Industry: Adapting to Change. McKinsey
& Company. Retrieved from https://www.mckinsey.com
·
Gartner.(2022).MagicQuadrantforCloudHRSuiteProviders.Gartner.Retrieved
from https://www.gartner.com
·
IBM.(2021).HowHRAnalyticsImprovesRecruitmentandOnboarding.IBM
Smarter Workforce. Retrieved from https://www.ibm.com
·
Oracle.(2020).HRAnalytics:HowDataIsChangingtheRecruitmentProcess.
Oracle.Retrieved fromhttps://www.oracle.com
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McKinsey&Company.(2021).AutomationandAIinHR:Impactand Opportunities. McKinsey. Retrieved
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PwC.(2020).TheRoleofTechnologyinRecruitmentandOnboarding.PwC.
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ANNEXURE
AnnexureA:InterviewQuestionnaire
Thisisthequestionnaireusedtoevaluatethe recruitmentprocessatLernxPrivateLimited.
RecruitmentInterview Questions:
1.
Canyoudescribethecurrentrecruitmentprocess atLernxPrivateLimited?
2.
Whatsourcingchannels arecurrentlybeingusedforrecruitment?
3.
Howdoyouassesstheeffectivenessofthesesourcingchannels?
4.
Whatchallengesdo youfacein therecruitment process?
5.
Howdoestheonboardingprocesslookfornewhires?
6.
Whattoolsorsystemsareusedformanagingcandidate applications?
7.
Howdoyoucollectfeedbackfromcandidates abouttheirrecruitmentexperience?
8. Arethereanyparticularareasyouthinkcouldbeimprovedintherecruitmentand
onboarding processes?
AnnexureB:RecruitmentMetricsReport
ThisannexureincludestherecruitmentmetricsusedatLernxPrivateLimitedtoassessthe effectiveness of the hiring process.
RecruitmentMetrics:
|
Metric |
Definition |
Current Status |
Target |
|
Time-to-Hire |
Thetimeittakesfrompostingajobto
hiring a candidate |
30 days |
25 days |
|
Cost-per-Hire |
Thecostassociatedwithhiringanew
employee |
$1,500 |
$1,200 |
|
Quality-of-Hire |
Theperformanceandretentionrateofnew
hires |
85% retention |
90% retention |
|
Candidate
Satisfaction |
Candidatefeedbackontherecruitment
process |
4.2/5 |
4.5/5 |
AnnexureC:SampleOnboardingMaterials
ThisannexurecontainssampleonboardingdocumentsusedfornewhiresatLernxPrivate Limited.
1. EmployeeHandbook:
o
IntroductiontoCompanyCulture
o
Code of Conduct
o
BenefitsandCompensationOverview
o
HealthandSafetyProtocols
o
PerformanceReviewProcess
2.
TrainingSchedule:
o
Week1:CompanyOverview,DepartmentalOrientation
o
Week2:Job-SpecificTraining,IntroductiontoTools
o
Week3:ShadowingwithSeniorEmployees
o
Week4:FinalAssessmentandFeedback
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