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Placement and Recruitment Operations Citation Explained in Structured Study


Last Updated:

Monday, August 16, 2021



In APBC Human resource comes under the D3 department.

Following works comes under HR department

  1. Talent Acquisition

  2. Training and Development

  3. Documentation

  4. Writing Job Description Blogs

Work Structure

The Work is totally on digital platforms( work from home). Its mentor based internship. In the evening, everyday there is group discussion as well as one to one departmental calls, where mentors discuss status of work, corrections and addition in the completed task, next event,etc. Mentors are always available for solving the queries of the interns.

Work Timings

For Indian Team, Internship Timing is 12pm to 6pm as per IST. There are two slots available for interns

Weekdays: Monday to Friday working days and weekends as holiday.

3 weekdays + Saturday and sunday- Interns have Monday and Friday off.


In APBC internship durations are of 3 months and 6 months.


In APBC HR intern have following responsibilities

  1. Preparing Job description and posting job

  2. Checking, analyzing, shortlisting, conducting drives, and hiring students

  3. Updating the management regarding the same

  4. Preparing a hiring test and scoring

  5. Preparing HR student-related documents

  6. Preparing or updating employment records related to hiring, transferring, promoting, and terminating

  7. Explaining human resources policies, procedures, laws, and standards to new and existing employees

  8. Ensuring new hire paperwork is completed and processed

  9. Informing job applicants of job duties, responsibilities, benefits, schedules, working conditions, promotion opportunities, etc.

  10. Addressing any employment-related issues, such as work complaints and harassment allegations

  11. Processing all personnel action forms and ensuring proper approval

  12. Overseeing the hiring process, which includes coordinating job posts, reviewing resumes, and performing reference checks

Chapter 1



Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees.

Chapter 2

Recruitment Process

Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises of various stages:

  1. Posting

  2. Selection

  3. Interview

  4. Hiring

  5. Induction

  6. Observation+Training or Intern

  7. Temporary

  8. Probation

  9. Permanent Employee

A Recruitment cycle manages the entire recruitment process, initiating it by posting a job,procuring and screening candidate resumes, interviewing candidates, and extending formal offers of employment.

So, the steps of Recruitment cycle as follow:

2.1 Posting

The first stage in the recruitment process is Posting. Planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the

(1) Numbers and

(2) Types of applicants to be contacted.

A job posting is an advertisement created by an employer, his administrative or human resources staff, or a recruiter that alerts current employees or the public of an immediate or future job opening within a company.

There are various types of posting in our organization:

Types of Posting


Social media posting

Facebook, Linkedin

Hiring Portals (For Employees and Interns)


2.2 Selection

The selection process will begin after the applications have been scrutinized and short-listed. Application received in response to advertisements is screened and only eligible applicants are called for an interview.

Selection takes from different platforms of hiring after posting the Job description.

Types of Selections


Partner hiring

Paid, unpaid

Pro partner hiring

Affiliate, service providers,

Direct Hiring

Exchanged paid and unpaid

2.3 Interview

Interview means a conversation between interviewer and interviewee aimed at assessing the potentialities for a job. It is a two way communication between the candidate and the interviewer.

For Interns and Employees

  • Once the candidate is shortlisted, then the interview mail  is being sent by the HR department mentioning all the details.

  • Reminder mail for the interview is also sent 1 day and 1 hour before the interview.

For Interns

  • During the interview, interns have to qualify 2 rounds such as Group Discussion and Personal Round of Interview.

  • In Group Discussion- we give them the topic and they need to speak for 1 minute.

  • After the group discussion, the HR interns discuss the GD Performance of different candidates and then we shall call them for the interview.

  • In a personal round of interview we usually ask them the four standard questions and also the behavioral questions to analyze their skills.

For Employees

  • We usually follow the same procedure that is of interns but if we are hiring for a Consulting profile then we have some steps involved in it .

  • A registration form that includes the basic details of the candidate is circulated over the hangout group, the candidates need to fill in 15 minutes.

  • Then we have 2 different exams through google form that are for Technical and Behavioural . The time duration of both exams is 15 minutes each.

  • After the exams GD round takes place that is for 1 minute for each candidate.

  • And after the GD there are 3 rounds of personal interviews that are Technical, Behavioral and Business Understanding.

2.4 Hiring

Every organization follow the procedure of Make or Buy that means

Organisation must decide whether to hire skilled employees and invest on training and education programmes, or they can hire skilled labour and professionals. Essentially, this is the “make or buy” decision. Organizations, which hire skilled and professionals shall have to pay more for these employees.

  • For Interns and Employees, both confirmation mail is being sent that they are selected at our organization.

  • Induction and queries take place after 3 to 4 days waiting.

  • First draft is being sent to employees and after it’s confirmation we invite them for the meetings.

  • Documents and submission takes place and after the submission of all the documents they are being sent the offer letter.

2.5. Induction

Induction is the process for welcoming newly recruited interns and employees and supporting them to adjust to their new roles and working environments. Starting a new job can be a stressful experience and new employees need help to settle in

  • Confirmation Mail : Confirmation email is a kind of a transactional email sent to a candidate after they are selected. .

  • Offer Mail : In under 50 characters, clearly state that we are offering the candidate a position and include the name of the company.

  • Offer Letter: An offer letter is a letter given by a company to a potential employee that provides key terms of the prospective employee's employment.

  • First Draft : A first draft is the very first version of a piece of writing and is written after the outline is finished and is usually done without much editing.

  • LOI : A letter of intent (LOI) is a document declaring the preliminary commitment of one party to do business with another.

  • Compensation Slip : It is a document issued monthly by an employer to its employees This document can be either a printed hard copy or mailed to the employees.

  • NDA: It is a proprietary information agreement part of a contract between at least two parties that outlines confidential material, knowledge, or information.

  • LOU : A letter of undertaking is an assurance by one party to another party that they will fulfill the obligation that had been previously agreed on.

  • Insurance Form: It is  one of the primary standardized insurance forms used to construct an insurance contract.

  • PF Form: The form is used  for withdrawing PF amount at the time of retirement or when an employee quits.

  • Allowances: An allowance is an amount of money given or allotted usually at regular intervals for a specific purpose.

2.6 Observation + Training


Training is important because it represents a good opportunity for employees to grow their knowledge base and improve their job skills to become more effective in the workplace.

There are several reasons it is important for employers to initiate training programs for their employees, such as:

  1. It improves skills and knowledge

  2. It prepares employees for higher responsibilities.

  3. It shows employees they are valued.

  4. It tests the efficiency of a new performance management system.

  5. It improves IT and computer skills.

Following are the areas on which training was given to the Employees-

  1. Communication Skills

  2. Leadership Skills

  3. Team Work

  4. Marketing Strategies

  5. Sales

2.7 Probation

In probation period performance of the employee is recorded and on that basis results are announced at the end.


In A Plan By Consultants permanent period which is entirely performance based and is considered after 2 to 4 years. In this duration some more perks and benefits are offered. It's generally given to hierarchy 6 employees.

2.10 Exit Procedures:

Reasons for Exit might be-

Termination: If an employee is found doing any misbehave or any misconduct then the organisation has all rights reserved to terminate him/her.

Retirement: After a certain period of time/age organisation announces retirement of an employee.

End of Contract: After the end of a fixed term employee contract either it is renewed or ended.

Resignation: Depending on the employee's choice he/she can give the resignation but considering the rules and regulation of the company.

While leaving the organisation a standard procedure is being followed in the organisation. There is an Exit clearance form which is compulsory to be filled and submitted by the employee before leaving the organisation. The form includes all the clearance from the employee as well as the organisation.


(Note by Kanica Batra)

The internship opportunity I  had with A Plan by Consultants was an extra-ordinary possibility for learning and professional development. Therefore, I see myself as exceptionally fortunate individuals as I was furnished with an opportunity to be a part of it. I am additionally thankful for getting an opportunity to meet so numerous awesome individuals and experts who drove me through this internship period.

Bearing in mind previous I utilize this chance to offer my most profound thanks and exceptional gratitude and special thanks to the A Plan by Consultants where people despite being remarkably occupied with his obligations, invested significant time to hear, guide and keep me on the right way and permit us to do me undertaking at their respective association and reach out during the preparation.

I express my most profound gratitude to all the representatives for participating in a valuable choice and offering essential guidance and direction and masterminding all facilities to make life easier.

It is our radiant sentiment to place on record our best regards, deepest sense of gratitude to all my teammates for their careful and precious guidance which were extremely valuable for our study both theoretically and practically.

I perceive this opportunity as a big milestone in my career development.I will strive to use gained skills and knowledge in the best possible way.


Employees are the Human Capital that makes the organization what it is.  The quality of human capital determines the kind of business the company is able to garner and this quality is dependent upon the process of recruitment followed by the company.

Successful human resources should identify human resource needs in the organization.  Once the needs are identified, the process of recruitment or acquisition function starts.

Recruitment is the discovery of potential candidates for actual or anticipated organizational vacancies.  Or, from another perspective, it is a linking activity bringing together those with jobs to fill and those seeking jobs.  The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered.  It should also provide information so that unqualified applicants can self-select themselves out of job candidacy; this is, a good recruiting program should attract the qualified and not attract the unqualified.  This dual objective will minimize the cost of processing unqualified candidates.

A HR Recruiter has to fish the right talent for a given role by assessing a number of candidates. The recruiter not only has to assess the person on his/ her KSAs but his/ her motivations and has to gauge if the person would fit the organization well. After finding the right talent, the recruiter has to understand the factors that are crucial for the candidate and thus, has to pitch the role in a manner that it aligns with the motivation and goals of the candidate.


Name: Kanica Batra

College Name: Gargi College, Delhi University

Designation: Student

Description: Kanica Batra is an enthusiastic graduate who had just completed her B.com from Gargi College, Delhi University with highly motivated and leadership skills. She really loves to take challenges and responsibilities. She has over 10  months of experience in this field by doing various Internships. She is well  well-versed in recruiting people, setting objectives for the HR team and promoting a healthy working environment as well as maintaining an organizational culture. She also had past experience in Training and development, organizing induction and orientation, organizing team events within the departments, handling performance appraisal, solving Interns grievances and redressal and exit interviews.


Priyansh Parwani

Priyansh Parwani

Designation and Postion: Duration of Internship: Date (From-to): Contributor's Description: Profile Link: