A REPORT

ON

REVIEW OF RECRUITMENT AND SELECTION STRATEGIES OF UAS INTERNATIONAL

BY:

ARUNJIT SINGH

UAS International

(A Unit of United Accrual Services Pvt. Ltd.)

A REPORT

ON

REVIEW OF RECRUITMENT AND SELECTION STRATEGIES OF UAS INTERNATIONAL

ACKNOWLEDGEMENT

“No Project is ever a work of only one person and this one is no exception”

At the outset of this report, I would like to thank all those who helped me directly or indirectly and whose diligent efforts made this report possible. To start with, I would like to thankA Unit of United Accrual Services Pvt. Ltd. and IBS Gurgaon for providing me the chance to undertake this internship study and allowing me to explore in all management area like marketing, finance and HR.

I would then like to thank Mr. IshanTaneja (Head of the organization) who gave me a chance to be a part of their organization A Unit of United Accrual Services Pvt. Ltd. and undergo my summer training.

I would like to thank most to Mr. RohitPratap Singh (Company Guide) whose initiative and guidance enabled me to conceptualize and construct the project.

I am thankful to the entire team of A Unit of United Accrual Services Pvt. Ltd.who provide their valuable suggestions and precious time in accomplishing my project report.

SYNOPSIS

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and development company. From first day, I did online branding, studied taxation, learnt how to made salary slip and calculated our own salary, learnt variety of HR letters, learnt how to send business official mails by using MICROSOFT OUTLOOK, how to attach signatures in the mails and also learnt how to make a POWERPOINT presentations as professionals. I also advised to write articles every day, I did many other things from the first day. At presently they have given a task to prepare Business proposal for which I have to take a loan from the bank on a good new business idea. If I exceed in any task then I have taken champ certificates by the organization. These champ certificates will decide at last of each month as to who will be given stipend and of what amount. (65% performance = 4000rs)(75% performance = 8000rs)(85% performance = 12000rs).

At the initial level I was given the task of online branding in which we had to increase the facebook likes on the official page of the company (UAS International A unit of united Accrual services Pvt. Ltd.) Overnight I started to send the link of the facebook page of the company to my facebook friends and invited them to just like the page and send their mail I’d as I had to make a record of how many people liked the page. I did this work from evening 7pm till 10am. I was able to get 789 likes in total and a result I had won this activity.

Further in online branding I had to increase the reviews & accounts on the Just Dial page of UAS International A unit of united Accrual services Pvt. Ltd. I had to register all the phone numbers to which I was in contact with, as the numbers got registered a verification code was sent to the number and I had to call on that number and just ask them the six digit verification code to finish the last step of registration. In this process of registration only 9 phone numbers were being

registered in a single go, after that I had to wait for three hours to again login. So I went cafeteria, and used other systems to follow same activity, because I could not wait for next three hours, I had to won. And at last I was able to register 306 numbers. Finally I won the task and day got the certificate.

Further I was given a task to write 13 different types of HR Letters in which I wrote these letters in word format and converted them to pdf file. The letters were:-

Offer letter Joining letter Appointment letter Appraisal letter Transfer letter Promotion letter Demotion letter Letter of appreciation Termination letter SCN= so called notice Increment letter Experience letter Relieving letter

.

ABSTRACT

The project report is about recruitment and selection process that’s an important part of any organization, which is considered as a necessary asset of a company. It gives an organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career.

There are two types of factors that affect the recruitment of candidates for the company

Internal factors External factors

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

I was given the task of online branding in which I had to increase the facebook likes on the official page of our company (UAS International A unit of united Accrual services Pvt. Ltd.) overnight.

Further in online branding I had to increase the reviews & accounts on the Just Dial page of UAS International A unit of united Accrual services Pvt. Ltd. I had to register the entire phone numbers to which I was in contact.

EXECUTIVE SUMMARY

As a part of Post-Graduation Program in Management from PCTE Group Of Institutes, I had to go through a fourty five days summer internship at A Unit of United Accrual Services Pvt. Ltd.The project report is about recruitment and selection process that’s an important part of any organization, which is considered as a necessary asset of a company. In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives an organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career.

There are two types of factors that affect the recruitment of candidates for the company

Internal factors External factors

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

INTRODUCTION

About the organization

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and development company. Established in 2013, on the principles of developing and delivering high quality training, which results in a large number of on-board consultants & require Interns through-out the year. Hence Interns can work at any point of time for either 2 months or 3 months or 6 months based on the college policy of Internship program.

Though our client base is spread across, BFSI &Telecom Sector. Since we have a large client base in Banking Sector consisting more of Public Sector Banks. Few of the prominent Banks are Punjab National Bank, Bank of Baroda & Bank of Karnataka etc. We are looking out for Interns passionate to make their career in Banking & Insurance Sector, specifically in the area of HR & Marketing.

UAS International is able to facilitate various training and development programs/ internships in India and abroad with top B-schools and has trained almost 52000 and above interns till date. Liaison with 26 universities in India with the base size of 900 & above campus. International Liaison with 80 universities in abroad with the base size of 500 & above. Having a Team of 42 exclusive corporate trainers. Company is having asset under management of 80cr.The operations of the company are spread beyond the national boundaries of India.

Keeping in mind the most critical needs in today's context, we have emerged as a service partner of Various Banks providing a one stop Solution offering a gamut of services - Training &development, International & National Internship, International & National Placement & Student exchange program abroad.

Moreover we are India's 1st Organization to launch a customer care for the students for the mentioned Services - Training &development, International & National Internship, International & National Placement & Student exchange program abroad. Thus, our mission is to establish high standards of professional etiquette and to effectively.

Facilitate a comprehensive and accomplished system of continuing professional development for every possible profession through our exceptional training solutions. 

We understand the multiple needs of business world and recognize that there is a gap in what enterprises expect and what people perform. We can meet the needs from a single source, with the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose, UAS International has come up with a unique International Live Project to train and develop the knowledge and resource based skills in the candidates to fill the void of the business environment. This is not all; we also look forward to the successful placements of our Interns with the top companies of national and international repute.

Vision

“To be a progressive leader and the first choice of clients for providing dynamic solutions- integrating people process and performance”.

Mission

“To establish high standards of professional etiquette and to effectively facilitate a comprehensive & accomplished system of continuing professional development for every possible profession through our exceptional training solutions.” 

Values

Integrity Commitment Passion Speed Seamlessness

Products

The Only Brand in India and abroad which is having the Call Center for Students for the mentioned services.

For International and National Internship assistance.

For International and National Placement assistance.

ORIGIN OF THE ORGANIZATION

Keeping in mind the most critical needs in today context, I have emerged as a

service partner providing clients a one stop solution offering a gamut of services

– Training &development, International & National Internship, International &

National Placement & Student exchange program abroad. More are India's 1st

Organization to launch a customer care for the students for the mentioned services

Training &development, International & National Internship, International &

National Placement & Student exchange program abroad. Thus, mission is to

establish high standards of professional etiquette and to effectively facilitate a

comprehensive and accomplished system of continuing professional development

for every possible profession through our exceptional training solutions. 

We understand the multiple needs of business world and recognize that there is a gap in what enterprises expect and what people perform. We can meet the needs from a single source, with the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose, UAS International has come up with a unique International Internship Program, International Live Projects, Various Training Programs on Personality Development/Career Management/How to get a desirable Job etc. & 3 days Workshops on how to choose career options to train and develop the knowledge and resource based skills in the candidates to fill the void of the business environment. This is not all; we also look forward to the successful placements of our Interns with the top companies of national and international repute.

FUNCTIONAL DEPARTMENTS OF THE ORGANIZATION

HUMAN RESOURCE DEPARTMENT

Human resource development deals with the following:

A. Manpower recruitment:

Recruitment for the position of team members, TLs &some times even ADMs is

done at the store by the HR head, SM & ASMs. However for the recruitment for

the higher posts like DMs, ASMs & SM, the selection is done at the zonal office.

All candidates have to undergo a selection process. This process comprises of the

return test followed by group discussion, role play & the final interview.

B. Manpower Training & Development:

The main idea behind this program is to develop knowledge skill & attitude

required by an individual to perform adequately a given task. This training

program has been successfully improving the performance of the employee &

which in turn has enhanced the organizational performance. Various training

programs along wit the written test at each of the training levels have been

designed. They are cashier training, group philosophy, training on retail business,

values, sales training, policies, product knowledge etc

C.Maintaining Employee Records:

The personal information of the each employee is maintained in the SAP.

Information related to leaves, provident fund, gratuity, ESI, bonus, salary, personal

loans, etc is maintained by HR dept.

D.Deciding salary and wages:

The salary is finalized considering following factors

1. Current salary level

2. Qualification and experience

E. Employee Welfare:

Every organization conducts welfare activities for its employees. The welfare

activities in big bazaar are unique by them selves.

Following are the welfare activities in the big bazaar

1. Award to staff that help in the pointing pilferage

2. Cultural activities to provide scope for their hidden talents

3. Birthday celebrations

4. Long-term service awards

ORGANIZATION STRUCTURE-AND ORGANIZATION CHART

IshanTaneja (Strategic Advisor of the organization)

A dynamic oriented professional with more than 5 years of experience with the

ability to engage with clients keenly gauge and targeting their needs. Exposure in

handling client queries, providing them feasible solutions & building healthy

relationships, thereby achieving high customer satisfaction. Expertise in setting up

international and national level marketing networks and driving them to attain key

objectives.

An ability to build, develop and nurture brands and enable them to achieve

leadership positions in key markets. Deft in coordinating sales distribution by

establishing sales territories, quotas and goals and establishing training programs.

Adept in analyzing sales statistics gathered by staff for determining sales potential

and inventory requirements and monitoring the preferences of customers.

High energy, results-oriented leader recognized for proactive initiative and

enthusiastically meeting deadlines. Experience in all aspects of sales cycle and

management; lead generation, customer needs assessment, presentations,

negotiations, staff management ad training. Keen ability to inspire and motivate

employees via fruitful relationship building skills.Diligent and fair leadership that

secures profitability.

Trainings & Workshops

Trained near by 11800 Management Interns from various Top B schools.

Conducted 100 &above workshops on career management in top b schools in India

& Abroad.

Conducted 200 & Above Workshops on Placement talks in top B schools in India

& Abroad.

Covering near by 350 above B Schools in India & Abroad for International Internships, International Live Projects & for Various Training Program on career management.

SERVICE PROFILE OF THE ORGANIZATION

Examining Programs

Their Training Programs1. Gain insight about business world2. Gain awareness and better knowledge of the business and management

principles3. Acquire new managerial skills, to meet up the cooperate demands4. Build their self-esteem5. Attain leadership qualities6. Total personality development7. Develop team building and group cohesiveness Helps to vigor their strengths

and overcome their weakness8. Skilled to do new and different tasks (multi-task/ multi-talent) and keeps them

motivated and fresh9. Updates about the latest market trends

Modules Include: 1. Importance and Implications of Career Management2. Discover Yourself Aptitude Test3. Impact of First Impression4. Promote Yourself- Importance of Professional Presence5. Resume Writing6. Fundamentals & Applications of Group Discussions (GDs)7. How to effectively fill Interview Forms8. How to Market Yourself in an Interview9. Fundamentals & Applications of Personal Interviews (PIs)10.Evaluation Parameters of GDs & PIs11.Winning Mantras of GDs & PIs12.Sure Success Tips for GDs & PIs

General Introduction about the sector.

With the worldwide expansion of companies and changing technologies, Indian

Organizations have realized the importance of corporate training. Training is

considered as more of retention tool than a cost.

Today, human resource is now a source of competitive advantage for all

organizations. Therefore, the training system in Indian Industry has been

changed to create a smarter workforce and yield the best results. With increase in

competition, every company wants to optimize the utilization of its resources to

yield the maximum possible results. Training is required in every field be it Sales,

Marketing, Human Resource, Relationship building, Logistics, Production,

Engineering, etc. It is now a business effective tool and is linked with the business

outcome.

With increase in awareness of corporate training in Indian Industry, a gradual shift

from general to specific approach has been realized.

According to NASSCOM (National Association of Software and Services

Companies), the IT corporate training market is expected to reach Rs 600 crore

in 2010 from Rs 210 Crore in 2006.

       

In Indian market, 50% of the training company’s revenue comes from the retail

training and rest from other segments.

On the other hand, in many organizations training is regarded as non-essential or a need based activity. Some organizations start a training department in order to look modern. In fact, some organizations are headed by unwanted employees rather than employees of outstanding merit. While some organizations do not have a separate budget to hire highly qualified trainers for training and development.

INDUSTRY PROFILE.

Corporate training, which had always been a constant focus area for all

insightful companies, has now become a powerful tool to improve business

performance. The role of Corporate Training in companies today is integral in

ensuring that your workforce is tuned into your organization's goals. On one hand

the knowledge economy, is booming training budgets are estimated to be low and

restricted to certain ‘learning’ companies. Traditionally, Indian companies spend

anywhere between 0.5 and 2 per cent of their turnover on training their employees.

The software and BPO segment, which are essentially people-oriented businesses,

spend about 3-5 per cent of their revenues on upgrading employee skills. The other

sectors that are keen on spending for training programs for their employees are

retail, automobile, sales, service, financial services and banking, telecom and

manufacturing. In today’s India, the market with an increase in recruitment makes

a big base of the training companies to offer their services for shaping these new

recruits into business individuals. The training industry is still in its nascent stage

with immense business and recruitment possibilities for the market to tap.

Several organizations within the training industry estimate the size of the

market by comparing internal research to economic data. TrainingIndustry.com

uses data from the U.S. Bureau of Economic Analysis along with data collected

from annual Top Training Company studies. Training industry.com's estimates of

the global spend compared to North American spend is below. Note that data

related to spend includes all dollars spent by companies for training activities,

including insourced and outsourced spend.

STATEMENT OF RESEARCH PROBLEM

Every week a new task was undertaken, with distinguished objectives and goals.

The data was collected from primary sources such as the employees, through

objective methods like easy to fill questionnaires and personal interviews. To draw

conclusions, reports were prepared with pictorial graphs to make a detailed

analysis and thus adopt corrective action from the deficiency.

OBJECTIVES OF THE STUDY

To study the recruitment and selection procedure followed in UAS

International Pvt. Ltd.

To study the various sources of recruitment followed in the company

To learn what is the process of recruitment and selection that should be

followed.

To search or headhunt people whose skill fit into the company’s values.

RECRUITMENT STRATEGY

"Strategy" - (MEANING)

Strategy, a word of military origin, refers to a plan of action designed to achieve a particular goal. Similarly in Recruitment, specific plan of action is required to fulfil the recruitment needs.

EXPLANATION IN DETAIL

For formulating an effective and successful recruitment strategy, one should cover the following elements:-

1. Identifying and Prioritizing Jobs:

Recruitment keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Candidates to Target:

The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: The strategy should be clear as to what is the experience level required by the organisation. The candidate’s experience can range from being a fresher to experienced senior professionals.

Category of the candidate: The strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of Recruitment:

The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment.

4. Trained Recruiters:

The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.

5. How to Evaluate the Candidates:

The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, etc.

RECRUITMENT STRATEGY AT UAS INTERNATIONAL

At UAS International there are many employees and interns being recruited. UAS International is full advanced and updated company which has all new methods and techniques which would help the employees and workers to work effectively and efficiently. The recruitment process of UAS International deals in different types of interview pattern which is being followed in this modern era. The processes are like:-

Walk-in Interview

Telephonic Interview

Campus Visit

Skype calling

Walk-in Interview

In the walk-in Interview the intern or the employee who just want to work in our organisation has to send his/her resume at our official mail- id which isinfo@uasinternational.in

Through this mail we check the work profile and area of interest of the person who has applied for the post and thus we have a talk with him on phone and fix a date for him to visit our office and give a walk-in interview. During the interview he/she is been asked about his personal as well as professional front and also his expectation from the organisation.

Telephonic Interview

In this process of interview the Interns are majorly focused because many of the interns are unable to visit the Office because we deal at PAN INDIA level and students from different states and cities apply for internship in our esteemed Organisation.

In this process the CRC mangers or Placement heads of Different colleges are contacted and they send the list of students and their contact numbers who are interested in our Company and then we take the telephonic interview of the candidate.

Campus Visit

In this process we visit the colleges during the summer placement or final placement of the colleges. During this visit we describe the students directly about the organizations, its working area, its products and the type of employee or intern we require, which means the qualities. After the brief description we conduct the walk-in interview in the college itself so that students don’t face any trouble and easy for them to grasp the opportunity.

Skype Calling

In this process we take the Skype I’d of the student who wish to join as an employee or intern by the CRC manger of the colleges, and after this we slot a time and fix that time to make a Skype video call so that the students are free that time and are freely able to interact and converse without any hesitation and delay.

Benefits of the Employees

The benefits of the employees after consulting the employees were as follows which any other organisation would rarely think of giving :-

Every month Intensive Trip

2.5 lakh on life cover Insurance

1 lakh Medi-claim

Average monthly Incentive goes to 20,000 to 30,000

Kind of Training to Interns as well as the Employees

In UAS International the Interns and the employees have full knowledge about the current financial and banking sector so that they can be able to cope up with the changing trend and laws.

So UAS International provides these Training program for the Interns and employees so that they can be benefited in the near future.

They are as follows:-

Banking and Financial Sector Knowledge

Details of the Banking products in the market

Personality Development Workshops according to the new Ethics/ trend and pattern.

STUDENT'S WORK PROFILE

In UAS International, my role was trainee in the organization working on the

Recruitment and Selection strategies done by UAS International. My responsibility

is to know the Recruitment and Selection strategies of UAS International,for this I

made a questionnaire for survey and made a report on that survey.

Key Learning

Classroom teaching helps the student by making conceptual base clear, but on the

job training is the practical way, which helps the students to get practical

knowledge of the concept. Normally the students are not aware of actual

requirement

Working as a summer trainee at UAS International was a wonderful experience, it

gave me immense understanding about how companies are making business

through various ways.

\

LEARNINGS

At the initial level the task was of online branding in which we were asked to increase the Facebook likes on the official page of our company (UAS International A unit of united Accrual services Pvt. Ltd.) overnight. We started to send the link of the Facebook page of our company to our Facebook friends and invited them to just like the page and then we had to make a record of how many people liked the page. I personally wasable to get 124 likes in total.

Further in online branding the task was to increase the reviews & accounts on the Just Dial page of UAS International A unit of united Accrual services Pvt. Ltd. we have to register all the phone numbers to which we were in contact with, as the numbers got registered a verification code was sent to the number and we have to call on that number and just ask them the six digit verification code to finish the last step of registration. In this process of registration only 9 phone numbers were being registered in a single go, after that we have to wait for three hours to again login. I personally was able to register 40 numbers.

Further the task given was to write 13 different types of HR Letters in word format and converted them to pdf with password (password@123).

Made ppts on Bank of Baroda, India first life, India first Mediclaim plan, financial sectors in India, Andhra bank, Legal & general bank.

. Then all the interns were asked to do sales of Mahajeevan insurance bond of India

First Life insurance Company a unit of Bank of Baroda, Andhra bank and a Legal and General bank that is a UK based company. I learnt the pitching and how to deal with clients. I also came to know how to explore the real market and gain practical knowledge.

CONCLUSION

This presents the summary of the study and survey done in relation to the Recruitment and Selection in UAS International. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection Process carried out there.

The recruitment process at UAS International to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company’s values.

Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new ideas enters in the company.

Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

TASKS DURING INTERNSHIP

Task 1

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and development company. From first day, I did online branding, studied taxation, learnt how to made salary slip and calculated our own salary, learnt variety of HR letters, learnt how to send business official mails by using MICROSOFT OUTLOOK, how to attach signatures in the mails and also learnt how to make a POWERPOINT presentations as professionals. I also advised to write articles every day, I did many other things from the first day.At present they have given a task to prepare Business proposal for which I have to take a loan from the bank on a good new business idea. If I exceed in any task then I have taken champ certificates by the organization. These champ certificates will decide at last of each month as to who will be given stipend and of what amount. (65% performance = 4000rs)(75% performance = 8000rs)(85% performance = 12000rs).

Task 2

At the initial level I was given the task of online branding in which we had to increase the facebook likes on the official page of the company (UAS International A unit of united Accrual services Pvt. Ltd.) Overnight I started to send the link of the facebook page of the company to my facebook friends and invited them to just like the page and send their mail I’d as I had to make a record of how many people liked the page. I did this work from evening 7pm till 10am. I was able to get 789 likes in total and a result I had won this activity.

Task 3

Further in online branding I had to increase the reviews & accounts on the Just Dial page of UAS International A unit of united Accrual services Pvt. Ltd. I had to register all the phone numbers to which I was in contact with, as the numbers got

registered a verification code was sent to the number and I had to call on that number and just ask them the six digit verification code to finish the last step of registration.

In this process of registration only 9 phone numbers were being registered in a single go, after that I had to wait for three hours to again login. So I went cafeteria, and used other systems to follow same activity, because I could not wait for next three hours, I had to won. And at last I was able to register 306 numbers. Finally I won the task and day got the certificate.

Task 4

Further I was given a task to write 13 different types of HR Letters in which I wrote these letters in word format and converted them to pdf file. The letters were:-

Offer letter Joining letter Appointment letter Appraisal letter Transfer letter Promotion letter Demotion letter Letter of appreciation Termination letter SCN= so called notice Increment letter Experience letter Relieving letter

Task 5

Financial Institutions-

We were taught about different financial institutions and given a task to make a presentation on the same.

Task 6

Salary slip-

We were taught to design salary slips and given sums to make the same.

Task 7

We were given a task to make presentation on Bank of Baroda, and we had to present it in front of the Company M.D Mr. IshanTaneja.

Task 8

Outlook-

We were given a task to setup outlook taking snap shots of each step and design a sample email and sent to UAS official email id.

Task 9

Types of Email-

We were taught about Yes, No and Do mail and how to design them.

Task 10

Given a task to make presentation on

Bank of Baroda Andhra bank Legal & General

Task 11

Insurance selling-

We had to sell a corporate bond and the time limit was 1 week. We were sent to our home-town for this task. The product was India First MahaJeevan Crop Bond. As this is one of the most tuff product to sell, the purpose of this task was to see individual marketing skills and their unique ideas to sell the product. Also to give a taste of the real market and client dealing experience.

problems.

Task 12

I took the telephonic interview in which I asked some questions to the students about the area in which he wants to do his internship and some questions related to their personal details.

After the Telephonic interview I had to sort out the list of the selected students and then revert it back to the college and send the confirmation mail to the students who have been selected.

THE END