INTERNSHIP PROJECT REPORT

ON
“RECRUITMENT AND SELECTION PROCESS OF COOK-N-
KLEAN”

Submitted in partial fulfillment of the requirement for the award of

Degree of Bachelor of Commerce

Submitted by:
Kanak Jaiswal
B.Com 5th Semester 3rd Year
Roll No.2210012015503

Faculty of Commerce
University of Lucknow
Lucknow.

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 DECLARATION

I KANAK JAISWAL Roll No. 2210012015503 a bonafied student of Commerce (B.com)

Programme, Batch (2024-2024) of University of Lucknow, Lucknow hereby certify that this
Summer Training is carried out by me at “RECRUITMENT AND SELECTION PROCESS
OF COOK-N-KLEAN” and the report submitted in the partial fulfillment of the requirements of
the Programme is an original work of Mine under the guidance of the Dr. Astha Pathak and is
not based or reproduced from any existing work of any person or on any earlier work undertaken
at any other time or for any other purpose, and has not been submitted anywhere else at any time

KANAK JAISWAL
Roll. No. – 2210012015503
B.Com 5th Sem. 3rd Year

MENTOR Signature

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 ACKNOWLEDGEMENT

In order to accomplish a task, facts, situations and persons integrate together to form a
background. “RECRUITMENT AND SELECTION PROCESS OF COOK-N-KLEAN”.
This research report is a result of contribution of distinct personalities whose guidance here
made myeffort a producing one, as “no task is a single man’s effort”. I would liketo express
my deep sense of gratitude to the respectable guide distinguished personalities for their
precious suggestions and encouragement during the project. The experience which is gained
by me during this project is essential for me at this turning point of my career. I am thankful to
my Faculty guides Dr. Astha Pathak (Assistant Professor). For kind support and supervision
under whose kind & constant guidance I had the opportunity to expand my horizons and view
the various problems from different prospective. I am also thanking him for sparing his
valuable time to listen my problems and difficulties faced by me during the completion of this
project report.

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 TABLE OF CONTENT

Title

Internship certificate

Declaration by student

Acknowledgement

CHAPTER 1 INTRODUCTION ......................................................................9-33

 Recruitment Planning
 Objectives Of Recruitment:
 External Sources Of Recruitment:
 Recruitment Process
 Sources Of Recruitment
 Selection Process .....................................................................................
 Recruitment And Selection Process At COOK-N-KLEAN
CHAPTER 2 INDUSTRY OVERVIEW .........................................................34-42
CHAPTER 3 COMPANY PROFILE ..............................................................43-51
 Company‟s Profile
 Services
 Target Market
 Why Choose Cook-N Klean
CHAPTER 4 OBJECTIVE OF THE INTERNSHIP .....................................43-51
CHAPTER 5 WORK RESPONSIBILITY ......................................................52-55
CHAPTER 6 SKILLS ACQUIRED
CHAPTER 7 DATA ANALYSIS AND INTERPRETATION ......................56-67
CHAPTER 8 FINDING, CONCLUSION & SUGGESTIONS......................68-71
 Finding
 Conclusion
 Suggestions
REFERENCES ..................................................................................................72-73

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 CHAPTER 1
INTRODUCTION

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 INTRODUCTION

Recruitment is a process of finding and attracting the potential resources for filling up the
vacant positions in an organization. It sources the candidates with the abilities and attitude,
which are required for achieving the objectives of an organization.

Recruitment process is a process of identifying the jobs vacancy, analyzing the job
requirements, reviewing applications, screening, shortlisting and selecting the right
candidate.

To increase the efficiency of hiring, it is recommended that the HR team of an organization

follows the five best practices (as shown in the following image). These five practices
ensure successful recruitment without any interruptions. In addition, these practices also
ensure consistency and compliance in the recruitment process.

Recruitment process is the first step in creating a powerful resource base. The process
undergoes a systematic procedure starting from sourcing the resources to arranging and
conducting interviews and finally selecting the right candidates.

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Recruitment Planning

Recruitment planning is the first step of the recruitment process, where the vacant positions
are analyzed and described. It includes job specifications and its nature, experience,
qualifications and skills required for the job, etc.

A structured recruitment plan is mandatory to attract potential candidates from a pool of

candidates. The potential candidates should be qualified, experienced with a capability to
take the responsibilities required to achieve the objectives of the organization.

Identifying Vacancy

The first and foremost process of recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the
organization to the HR Department, which contains −

 Number of posts to be filled

 Number of positions

 Duties and responsibilities to be performed

 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain

whether the position is required or not, permanent or temporary, full-time or part-time, etc.
These parameters should be evaluated before commencing recruitment. Proper identifying,

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planning and evaluating leads to hiring of the right resource for the team and the
organization.

Recruitment refers to the process of screening, and selecting qualified people for a job at an
organization or firm, or for a vacancy in a volunteer-based some components of the
recruitment process, mid- and large-size organizations and companies often retain
professional recruiters or outsource some of the process to recruitment agencies. External
recruitment is the process of attracting and selecting employees from outside the
organization.

Recruitment is the process of identifying that the organization needs to employ someone up
to the point at which application forms for the post have arrived at the organization. Selection
then consists of the processes involved in choosing from applicants a suitable candidate to fill
a post. The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working therein.
Without positive and creative contributions from people, organizations cannot progress and
prosper. In order to achieve the goals or the activities of an organization, therefore, they need
to recruit people with requisite skills, qualifications and experience. While doing so, they
have to keep the present as well as the future requirements of the organization in mind.
Recruitment is distinct from Employment and Selection.

Once the required number and kind of human resources are determined, the management has
to find the places where the required human resources are/will be available and also find the
means of attracting them towards the organization before selecting suitable candidates for
jobs. All this process is generally known as recruitment. Some people use the term
“Recruitment” for employment. These two are not one and the same.

Recruitment is only one of the steps in the entire employment process. Some others use the
term recruitment for selection. These are not the same either. Technically speaking, the
function of recruitment precedes the selection function and it includes only finding,
developing the sources of prospective employees and attracting them to apply for jobs in an
organization, whereas the selection is the process of finding out the most suitable candidate to
the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would
give clear cut idea about the function of recruitment.

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Recruitment is a „linking function‟-joining together those with jobs to fill and those seeking
jobs. It is a „joining process‟ in that it tries to bring together job seekers and employer with a
view to encourage the former to apply for a job with the latter. In order to attract people for
the jobs, the organization must communicate the position in such a way that job seekers
respond. To be cost effective, the recruitment process should attract qualified applicants and
provide enough information for unqualified persons to self-select themselves out. Thus, the
recruitment process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applicants from which new employees are selected. This
research is based on study of current recruitment process of Hyundai.

Process:

Job Analysis:

The proper start to a recruitment effort is to perform a job analysis, to document the actual or
intended requirement of the job to be performed. This information is captured in a job
description and provides the recruitment effort with the boundaries and objectives of the
search. Oftentimes a company will have job descriptions that represent a historical collection
of tasks performed in the past. These job descriptions need to be reviewed or updated prior to
a recruitment effort to reflect present day requirements. Starting recruitment with an accurate
job analysis and job description insures the recruitment effort starts off on a proper track for
success.

Sourcing:

Sourcing involves 1) advertising, a common part of the recruiting process, often

encompassing multiple media, such as the Internet, general newspapers, job ad newspapers,
professional publications, window advertisements, job centers, and campus graduate
recruitment programs; and 2) recruiting research, which is the proactive identification of
relevant talent who may not respond to job postings and other recruitment advertising
methods done in #1. This initial research for so-called passive prospects, also called name-
generation, results in a list of prospects who can then be contacted to solicit interest, obtain a
resume/CV, and be screened.

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Screening and selection:

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing,
and computer skills. Qualifications may be shown through résumés, job applications,
interviews, educational or professional experience, the testimony of references, or in-house
testing, such as for software knowledge, typing skills, numeric, and literacy, through
psychological tests or employment testing. In some countries, employers are legally
mandated to provide equal opportunity in hiring. Business management software is used by
many recruitment agencies to automate the testing process. Many recruiters and agencies are
using an Applicant tracking system to perform many of the filtering tasks, along with
software tools for psychometric testing

On boarding:

"On boarding" is a term which describes the introduction or "induction" process. A well-
planned introduction helps new employees become fully operational quickly and is often
integrated with a new company and environment. On boarding is included in the recruitment
process for retention purposes. Many companies have on boarding campaigns in hopes to
retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6
months.

Internet Recruitment / Websites:

Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database.
Job boards allow member companies to post job vacancies. Alternatively, candidates can
upload a résumé to be included in searches by member companies. Fees are charged for job
postings and access to search resumes. Since the late 1990s, the recruitment website has
evolved to encompass end-to-end recruitment. Websites capture candidate details and then
pool them in client accessed candidate management interfaces (also online). Key players in
this sector provide e-recruitment software and services to organizations of all sizes and within
numerous industry sectors, who want to e-enable entirely or partly their recruitment process
in order to improve business performance.

The online software provided by those who specialize in online recruitment helps
organizations attract, test, recruit, employ and retain quality staff with a minimal amount of
administration. Online recruitment websites can be very helpful to find candidates that are

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very actively looking for work and post their resumes online, but they will not attract the
"passive" candidates who might respond favorably to an opportunity that is presented to them
through other means. Also, some candidates who are actively looking to change jobs are
hesitant to put their resumes on the job boards, for fear that their current companies, co-
workers, customers or others might see their resumes.

Job search engines:

The emergence of meta-search engines, allow job-seekers to search across multiple websites.
Some of these new search engines index and list the advertisements of traditional job boards.
These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are
many other job search engines which index pages solely from employers' websites, choosing
to bypass traditional job boards entirely. These vertical search engines allow job-seekers to
find new positions that may not be advertised on traditional job boards, and online
recruitment websites.

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Objectives of Recruitment:

Recruitment is an important part of an organization‟s human resource planning and their

competitive strength. Competent human resources at the right positions in the organization
are a vital resource and can be a core competency or a strategic advantage for it. The
objective of the recruitment process is to obtain the number and quality of employees that can
be selected in order to help the organization to achieve its goals and objectives. With the
same objective, recruitment helps to create a pool of prospective employees for the
organization so that the management can select the right candidate for the right job from this
pool.

Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time. Using and following the right
recruitment processes can facilitate the selection of the best candidates for the organization.

In this is competitive global world and increasing flexibility in the labour market, recruitment
is becoming more and more important in every business. Therefore, recruitment serves as the
first step in fulfilling the needs of organizations for a competitive, motivated and flexible
human resource that can help achieve its objectives. Here at Naukrihub, they attempt to
provide a detailed insight into the concept of recruitments, recruitment process and its
sources, recent trends in recruitment, recruitment strategies and the scenario in the industry
along with the career options for recruiters.

Source of Recruitment:

Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the organization
itself (like transfer of employees from one department to other, promotions) to fill a position
are known as the internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of the recruitment.

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 Sources of Recruitment

Fig 1.1: Source of Recruitment

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 Advantage and disadvantage of Sources

Fig 1.1: Advantage and disadvantage of Sources

Some Internal Sources of Recruitments are given below:

 Transfers: The employees are transferred from one department to another according
to their efficiency and experience.

 Promotions: The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.

 Others are Upgrading and Demotion of present employees according to their

performance.

 Retired and Retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work. Recruitment such people
save time and costs of the organizations as the people are already aware of the
organizational culture and the policies and procedures.

 The dependents and relatives of Deceased employees and Disabled employees are
also done by many companies so that the members of the family do not become
dependent on the mercy of others.

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External sources of recruitment:

 Press Advertisements: Advertisements of the vacancy in newspapers and journals

are a widely used source of recruitment. The main advantage of this method is that it
has a wide reach.

 Educational Institutes: Various management institutes, engineering colleges,

medical Colleges etc. are a good source of recruiting well qualified executives,
engineers, medical staff etc. They provide facilities for campus interviews and
placements. This source is known as Campus Recruitment.

 Placement Agencies: Several private consultancy firms perform recruitment

functions on behalf of client companies by charging a fee. These agencies are
particularly suitable for recruitment of executives and specialists. It is also known as
RPO (Recruitment Process Outsourcing.

 Employment Exchanges: Government establishes public employment exchanges

throughout the country. These exchanges provide job information to job seekers and
help employers in identifying suitable candidates.

 Labour Contractors: Manual workers can be recruited through contractors who

maintain close contacts with the sources of such workers. This source is used to
recruit labor for construction jobs.

 Unsolicited Applicants: Many job seekers visit the office of well-known companies
on their own. Such callers are considered nuisance to the daily work routine of the
enterprise. But can help in creating the talent pool or the database of the probable
candidates for the organization.

 Employee Referrals / Recommendations: Many organizations have structured

system where the current employees of the organization can refer their friends and
relatives for some position in their organization. Also, the office bearers of trade
unions are often aware of the suitability of candidates. Recruitment Management can
inquire these leaders for suitable jobs. In some organizations these are formal
agreements to give priority in recruitment to the candidates recommended by the trade
union.

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  Recruitment at Factory Gate: Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent. More efficient
among these may be recruited to fill permanent vacancies.

Recruiters for schools across the country are making use of both historically successful and
newer sources to fill current vacancies for SLPs and to identify potential employees for the
future. These sources include:

 University programs

 Ads in local and national newspapers

 Networking with current staff and student teachers

 Recruitment agencies

 National, state, and local speech-language-hearing associations

 Job fairs

 Online links among all rural, urban, and suburban schools in given districts and
via special

Recruitment Process

Applicant Profile Shortlist Screening Interview

pool Check

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Selection

 Selection is the process of taking individuals out of the pool of job applicants with
requisite qualifications and competence to fill jobs in the organization. It is define
as the process of differentiating between applicants in order to identify and hire
those with a greater likelihood of success in a job.

 Selection is based on probation base, they are taking experienced person for 6
month‟s probation and for fresher the probation period is 1 year.

 While the selection of the senior level post, is taken by head office at Mumbai.

Recruitment needs are of three types

 PLANNED
i.e. the needs arising from changes in organization and retirement policy.

 ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can predict
by studying trends in internal and external environment.

 UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

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 The Recruitment Process

1 Determine the exact need 8 Implement the decision

2 Obtain approval 9 Allow time for response

3 Combine / update job description 10 Screen responses

and job specification

4 Determine KPAs of the job 11Draw up a candiddate shortlist

5 Consult the recruitment policy 12 Provide feedback to applicants
& procedure

6 Choose the recruitment source(s) 13 Proceed to selection

7 Decide on a recruitment method 14 Evaluate the recruitment effort

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 SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the organization
itself (like transfer of employees from one department to other, promotions) to fill a position
are known as the internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

Internal Sources of Recruitment

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 1. TRANSFERS
100

80

60 East

West
40
North
20

0
1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

2. The employees are transferred from one department to another according to their
efficiency and experience.

3. PROMOTIONS
the employees are promoted from one department to another with more benefits and
greater responsibility based on efficiency and experience.

4. Others are Upgrading and Demotion of present employees according to their

performance.

5. Retired and Retrenched employees may also be recruited once again in case of shortage
of qualified personnel or increase in load of work. Recruitment such people save time
and costs of the organizations as the people are already aware of the organizational
culture and the policies and procedures.

6. The dependents and relatives of Deceased employees and Disabled employees are also
done by many companies so that the members of the family do not become dependent
on the mercy of others.

The advantages of internal recruitment are that:

1. Considerable savings can be made. Individuals with inside knowledge of how a

business operates will need shorter periods of training and time for 'fitting in'.

2. The organization is unlikely to be greatly 'disrupted' by someone who is used to

working with others in the organization.

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 3. Internal promotion acts as an incentive to all staff to work harder within the
organization.

4. From the firm's point of view, the strengths and weaknesses of an insider will have
been assessed. There is always a risk attached to employing an outsider who may only
be a success 'on paper'.

The disadvantages of recruiting from within are that:

1. You will have to replace the person who has been promoted

2. An insider may be less likely to make the essential criticisms required to get the
company working more effectively

3. Promotion of one person in a company may upset someone else.

External Sources of Recruitment

External recruitment makes it possible to draw upon a wider range of talent, and provides the
opportunity to bring new experience and ideas in to the business. Disadvantages are that it is
more costly and the company may end up with someone who proves to be less effective in
practice than they did on paper and in the interview situation.

There are a number of stages, which can be used to define and set out the nature of particular
jobs for recruitment purposes:

Job Analysis is the process of examining jobs in order to identify the key requirements of
each job. A number of important questions need to be explored: the title of the job to which
the employee is responsible for whom the employee is responsible a simple description of the
role and duties of the employee within the organization.

Job analysis is used in order to:

1. Choose employees either from the ranks of your existing staff or from the recruitment
of new staff.

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2. Set out the training requirements of a particular job.

3. Provide information which will help in decision making about the type of equipment
and materials to be employed with the job.

4. Identify and profile the experiences of employees in their work tasks (information
which can be used as evidence for staff development and promotion).

5. Identify areas of risk and danger at work.

6. Help in setting rates of pay for job tasks.

Job analysis can be carried out by direct observation of employees at work, by finding
out information from interviewing job holders, or by referring to documents such as
training manuals. Information can be leaned directly from the person carrying out a
task and/or from their supervisory staff. Some large organizations specifically employ
'job analysts'. In most companies, however, job analysis is expected to be part of the
general skills of a training or personnel officer.

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 SELECTION PROCESS

Selection is the system of functions and devices adopted in a given company to ascertain
whether the candidates‟ specifications are matched with the job specifications and
requirements or not. The obvious guiding policy in selection is the intention to choose the
individual candidate who can most successfully perform the job from the pool of qualified
candidates.

Selection of personnel to man the organization is a crucial, complex and continuing function.
The ability of an organization to attain its goals effectively and to develop in a dynamic
environment largely depends upon the effectiveness of its selection program. If right
personnel are selected, the remaining functions of personnel management become easier, the
employee contribution and commitment will be at optimum level and employee-employee
relations will be congenial. If the right person is selected, he is a valuable asset to the
organization and if faulty selection is made, the employee will become a liability to the
organization.

Selection Procedure

 JOB ANALYSIS: Job analysis forms the basis for selecting the right candidate. It includes a
detailed study of the positions for which recruitments are to be made, in the form of Job
Description and Job Specification

 HUMAN RESOURCE PLAN: Under this plan estimates are laid for the future requirement
of employees. This forms the basis for the future recruitment function.

 RECRUITMENT: It refers to the process of searching for prospective employees and

stimulating them to apply for jobs in an organization.

 DEVELOPMENT OF BASIS FOR SELECTION: This involves the selection of appropriate

candidates from the applicants‟ pool by adopting suitable techniques for screening.

 APPLICATION FORM: This is also known as application blank. This technique is utilized
for securing information from the prospective candidates.

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 WRITTEN EXAMINATION: Application form is followed by written examination for the
short listed candidates for assessing the candidate‟s ability, aptitude, reasoning and
knowledge in various disciplines.

 PRELIMINARY INTERVIEW: Preliminary interview is to solicit necessary information

from the prospective applicants and to assess the applicant‟s suitability to the job.

 TEST: Test is essentially an objective and standardized measure of sample of behavior from
which inferences about future behavior and performance of the candidate can be drawn. Tests
can be of following type:

o Aptitude Test: This test measure whether an individual has the capacity or latent
ability to learn a given job if adequate training. Aptitude test can be further
subdivided in to

 Intelligence test

 Emotional test

 Skill test

 Psychometric test

o Achievement Test: These tests are conducted to measure the value of a specific
achievement when an organization wishes to employ experienced candidate.

o Situational Test: This test evaluates a candidate in a real life situation

o Interest Test: These tests are inventories of the likes and the dislikes of the
candidate in relation to the job, work, occupations, hobbies and recreational
activities.

o Personality Test: These tests prove deeply to discover clues to an individual‟s

value system.

o Multi-Dimensional Testing: Organizations develop such tests in order to find out

whether the candidates possess a variety of skills or not, candidate‟s ability to

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 integrate the multi-skills and potentiality to apply them based on situational and
functional requirement.

 INTERVIEW: In this step, the interviewer matches the information obtained about the
candidate through various means to the job requirements and to the information obtained
through his own observation during the interview. Tests can be of following types:-

o Background information interview

o Job and probing interview

o Stress interview

o Group discussion interview

o Panel interview

o Decision making interview

 MEDICAL EXAMINATION: Certain jobs require certain physical qualities like clear vision,
percept hearing, unusual stamina, tolerance of hard working conditions, clear tone etc.
medical examination reveals whether or not a candidate possesses these qualities.

 REFERENCE CHECK: At this step candidates are required to give the names of references
in their application forms. This is done in order to verify the information provided by the
candidate.

 JOB OFFER: After taking the final decision, the organization has to intimate this decision to
the successful as well as unsuccessful candidates. Those selected are offered the job and the
candidate has to communicate his/her acceptance to the offer. He/she can also approach the
organization for the modification of the job letter and in case things are not working out the
offer is rejected by the candidate.

 EMPLOYMENT: The Company may modify the terms and conditions of employment as
requested by the candidate and thereby place them on the job.

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 The recruitment process at COOK-N-KLEAN. starts with the enquiry/ walk-in management
of the candidate when he submits his resume, which consists of registration of the candidates
and eligibility verification of the candidate‟s name, phone number, age, qualification and
experience. It also consists of taking two references of peers and providing job brief and
information regarding compensation, career progression and expectation setting in the
company.

Then, after the formalities, a preliminary interview/ screening is conducted by the personnel
of the HR department who screen and shortlist the candidates on the following attributes:

 Job Understanding
 Willingness to work
 Compensation clarity
 Functional Knowledge Validation
 Energy Level
 Sample sales

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 CHAPTER 2

INDUSTRY OVERVIEW

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 INDUSTRY OVERVIEW

Industry Overview: Cooking and Cleaning Business Sector

The cooking and cleaning business sector is a diverse and ever-evolving industry that
encompasses a wide range of services, from residential cleaning to commercial catering. It's a
sector that is consistently in demand, driven by factors such as busy lifestyles, increasing
disposable incomes, and a growing emphasis on hygiene and cleanliness.

Key Segments of the Industry

* Residential Cleaning Services:

* House cleaning: Regular cleaning of homes, including dusting, vacuuming, mopping, and
bathroom cleaning.

* Deep cleaning: Intensive cleaning of homes, targeting areas like carpets, upholstery, and
hard-to-reach places.

* Post-construction cleaning: Cleaning homes after construction or renovation projects.

* Commercial Cleaning Services:

* Office cleaning: Regular cleaning of offices, including dusting, vacuuming, mopping, and
restroom cleaning.

* Retail cleaning: Cleaning of retail stores, supermarkets, and shopping malls.

* Industrial cleaning: Cleaning of factories, warehouses, and other industrial facilities.

* Catering Services:

* Corporate catering: Providing food and beverage services for corporate events, meetings,
and conferences.

* Wedding catering: Catering for weddings and other special events.

* Party catering: Catering for birthday parties, anniversaries, and other social events.

Key Trends Shaping the Industry

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* Technological Advancements: The industry is increasingly adopting technology, such as
smart cleaning tools, online booking platforms, and mobile apps.

* Green Cleaning: There's a growing demand for eco-friendly cleaning products and
practices.

* Specialized Services: Niche services, such as pet cleaning, move-in/move-out cleaning,

and sanitization services, are gaining popularity.

* Food Safety and Hygiene: Strict adherence to food safety regulations and hygiene
standards is crucial.

* Customization and Personalization: Tailoring services to meet specific customer needs and
preferences.

* E-commerce and Online Platforms: Online platforms are revolutionizing the way cleaning
and catering services are booked and delivered.

Challenges and Opportunities

While the industry offers significant opportunities, challenges such as labor shortages,
competition, and economic fluctuations can impact businesses. However, with strategic
planning, innovative approaches, and a focus on customer satisfaction, businesses in this
sector can thrive.

In conclusion, the cooking and cleaning business sector is a dynamic industry with a
promising future. By adapting to changing consumer preferences, embracing technology, and
prioritizing quality and sustainability, businesses can capitalize on the growing demand for
these essential services.

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 CHAPTER 3
COMPANY PROFILE

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 COMPANY PROFILE

COMPANY PROFILE

Company Name: Cook 'N' Klean

Industry: Home Services / Cleaning and Kitchen Solutions

Headquarters: Noida, Uttar Pradesh, India

Founded: 2022

Website: [https://www.cooknklean.com/]

Overview: Cook 'n' Klean is a dynamic company that specializes in offering both kitchen-
related services and professional cleaning solutions to homeowners and businesses. The
company combines expertise in cleaning with a passion for creating sanitary and well-
organized kitchens, ensuring that both the cooking environment and the living space are
maintained to the highest standards of cleanliness and hygiene.

Services:

1. Kitchen Cleaning: Comprehensive cleaning services for residential and commercial

kitchens, including appliance cleaning, deep cleaning of countertops, and sanitation of
cooking areas.

2. Home Cleaning Services: General cleaning for homes, including regular house cleaning,
deep cleaning, and post-renovation cleaning.

3. Specialized Services: Includes steam cleaning, oven cleaning, fridge cleaning, and other
specialized tasks tailored to clients' needs.

4. Event or Party Cleaning: Pre- and post-event cleaning services, ensuring that kitchens an
guests.

5. Commercial Cleaning Solutions: Professional cleaning services tailored to commercial

kitchens, restaurants, and food preparation spaces.

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Mission Statement: To provide reliable, high-quality cleaning and kitchen maintenance
services that help our clients maintain clean, hygienic, and efficient cooking and living
environments, enhancing their overall lifestyle and well-being.

Core Values:

Quality: Commitment to delivering superior cleaning results.

Reliability: Consistent, on-time service with attention to detail.

Customer Satisfaction: Focused on providing an exceptional experience with every job.

Sustainability: Using eco-friendly cleaning solutions and methods wherever possible.

Target Market:

Residential Clients: Homeowners looking for professional cleaning services, especially those
who need specialized kitchen cleaning.

Commercial Clients: Restaurants, cafes, catering businesses, and foodservice facilities

requiring regular or deep cleaning of kitchens.

Event Organizers: Businesses or individuals needing cleaning before or after events or

parties, especially in kitchen or food-related spaces.

Transform Your Home with Cook N Klean: Gourmet Cooking and Professional Cleaning In
today's hectic world, finding time to maintain a clean home and prepare healthy meals can be
tough. That's where Cook N Klean steps in! Our goal is to transform your home into a haven
of cleanliness and wellness with our premium cooking and cleaning services. Let's explore
what makes us exceptional!

Gourmet Cooking with a Health and Wellness Focus

At Cook N Klean, we believe that healthy eating should never compromise on taste. Here‟s
how we ensure every meal we prepare is delightful:

•Gourmet Quality: Our chefs create restaurant-quality meals that are both visually appealing
and delicious. From simple dinners to special occasions, we bring gourmet food to your table.

•Health and Wellness: We prioritize balanced and nutritious meals to support your health.
Our recipes provide the right mix of proteins, carbs, and fats for optimal nutrition.

35
•Fresh Ingredients: We use only the freshest, high-quality ingredients. From farm-fresh
vegetables to premium meats, we source the best to enhance flavors.

•Hygiene: We follow strict hygiene protocols to ensure your food is prepared in a spotless
environment. Food safety is our top priority.

•Experienced and Trained Team: Our cooking staff is highly experienced and trained,
bringing both skill and passion to your kitchen.

•Affordable Service: Enjoy gourmet meals without breaking the bank. Our services are both
affordable and trustworthy.

Professional Cleaning for a Pristine Home

A clean home is a happy home, and our professional cleaning services are designed to keep
your space immaculate. Here‟s why Cook N Klean is your best choice for cleaning:

•Highly Trained Team: Our cleaning staff is trained to handle all types of cleaning tasks
efficiently, using the best techniques and tools.

•Experienced Maids: With years of experience, our maids tackle even the toughest cleaning
challenges, ensuring every corner of your home is spotless.

Satisfaction Guarantee: We stand by our work. If you‟re not satisfied with our cleaning, we‟ll
make it right. Your satisfaction is our priority.

•Affordable Pricing: Quality cleaning doesn‟t have to be expensive. Our competitive pricing
makes our services accessible to everyone.

•Flexible Scheduling: We offer flexible scheduling to fit your busy lifestyle. Book our
services at a time that‟s convenient for you.

•Best Professional Cleaning Service: Our commitment to excellence has made us a trusted
name in the cleaning industry. We use eco-friendly products and advanced techniques for the
best results.

•Specialized Service: From deep cleaning to regular maintenance, we offer services tailored
to your needs. Whether it‟s a one-time clean or a recurring service, we‟ve got you covered.

36
Why Choose Cook N Klean?

Choosing Cook N Klean means choosing quality, reliability, and peace of mind. We take the
hassle out of cooking and cleaning, allowing you to enjoy a healthy, clean, and stress-free
lifestyle. Our dedicated team ensures that you and your home are always well taken care of.

Ready to transform your home? Contact Cook N Klean today and experience the difference!
Visit our website at cooknklean.com and follow us on social media @cooknklean for updates
and special offers.

Cook N Klean: Your Partner in Creating a Healthy, Clean, and Organized Home.

About Us:

Hello folks! Worried about the stinky stains that change the look of your floors? Tied up with
work and unable to keep up with household chores? Fret not, the unsung heroes of health and
well being are here to dust away your worries. They are here to shower you with hygiene and
cleanliness at the best rate possible. Imagine your house with a gleaming countertop, stain
free bathroom sparkling bright, glossy floors taking us to heaven in every step, pretty cool
right? You will soon be encountering a surrounding devoid of germs, that whispers a promise
of hygiene and comfort.

What not? We also offer nutritious and scrumptious cooking services. Are you a workhorse?
Have no time for cooking? Feel free to contact us. We will come up with the best cullinary
delights. From the first chop to the final garnish, our chefs ensure hygiene, nutrition and
flavour that makes your taste buds dance with glee. They would be cooking up a storm to
provide you with mouth watering recipes. Won't it be a piece of cake to have dishes that
assures both taste and health. But the cherry on top is that, our team will reach your doorstep
with the most affordable price. Wait not! Grab the phone and book your order to embrace a
sparkling house as well as a satisfied tummy.

37
38
 CHAPTER 4
OBJECTIVE OF THE
INTERNSHIP

39
 Objective of the internship

Management as a profession can‟t be taught merely in the four walls of classrooms. Only
theoretical knowledge is not sufficient to build competitive managers. Practical knowledge of
the business environment is equally important.
The purpose of this report is to pick up the most suitable candidate who would meet the
requirements of the job and the organization best, to find out which job applicant will be
successful, if hired.

“Recruitment is a process to discover the source of manpower to meet the requirements of the
staffing schedule and to employee effective measures for attractive that manpower in
adequate numbers to facilitate effective selection of an efficient working force. Selection is
the process of picking individuals with requisite qualification and competence to fill job in
the company.” With the respect of we define the selection process of employee.

This report is shows Communication sector & how Communication is most important part of
life.
As a Trainee COOK-N-KLEAN give me very practical knowledge about Communication
Indurtry and how to working in organization, How manage work, how to maintain relations
with top level management as well as colleges and bottom level management. So, this
experience will helpful in future. I am pleased by taken training at India’s one of the best
Industries.

40
 CHAPTER-5
WORK RESPONSIBILITY

41
 WORK RESPONSIBILITY

The work responsibility we have given is :-

Task 1 - Attendance

Task 2 - Linkedin ids

Task 3 - Job description

Task 4 - Interview questions

Task 5 - Interview pitch

Task 6 - Templates for all domains

Task 7 - Rejection message

Selection message

Task 8 - Hiring

Task 9 - Definition of HR by 3 different authors

Task 10 - HR Hiring

Here's an elaboration of the tasks as an HR intern:

Task 1: Attendance

Purpose: To track employee work hours and ensure adherence to company policies.

Responsibilities:

 Maintain accurate attendance records, either manually or using HR software.

 Monitor employee punctuality and time-off requests.
 Calculate overtime hours and prepare necessary reports.
 Assist in addressing attendance issues and implementing corrective actions.

Task 2: Linkedin IDs

Purpose: To build a professional network and identify potential candidates.

42
Responsibilities:

 Create and maintain an active LinkedIn profile.

 Connect with HR professionals, recruiters, and industry experts.
 Search for potential candidates based on specific job requirements.
 Engage with the LinkedIn community by sharing relevant content and participating in
discussions.

Task 3: Job Description

Purpose: To attract qualified candidates and clearly define job roles.

Responsibilities:

Collaborate with hiring managers to understand job requirements.

Draft clear and concise job descriptions, highlighting key responsibilities, qualifications, and
skills.

Use strong keywords and phrases to optimize job postings for search engines.

Review and update job descriptions as needed to reflect evolving business needs.

Here are some works:-

We are Hiring!

Join as now to level up your skills.

�Job title : Video editior internship

�Location: Remote

Duration: 45 days

Type : Unpaid

Qualification:

✓ Graduates or pursuing from any field

43
✓Proven experience as a video editor with a strong editing skill

✓Professional proficiency in video editing software like Adobe

✓Edit and produce high quality video

✓Creativity and attention to detail

Roles and Responsibilities:

* Edit video content using industry standard software

* Edit photos using Adobe lightroom and Photoshop as required

* Maintain project timelines and a quality standard

* Incorporate with animation, graphics and visual effects

Perks and benefits:

✓Certificate of completion provided

✓Offer letter

✓Letter of recommendation (performance based)

✓Hand on experience and mentorship

Interested candidate can mail their resume on shrutijais1503@gmail.com

Task 4: Interview Questions

Purpose: To assess candidate suitability for a specific role.

Responsibilities:

Develop a list of relevant interview questions based on job requirements.

Prepare questions to evaluate technical skills, problem-solving abilities, and cultural fit.

Consider using behavioral interview questions to assess past performance.

Update the question bank regularly to align with changing hiring needs.

44
Task 5: Interview Pitch

Purpose: To effectively communicate the company's value proposition to potential

candidates.

Responsibilities:

Develop a compelling pitch highlighting the company's mission, vision, and culture.

Emphasize the benefits of working for the company, such as career growth opportunities,
competitive compensation, and a positive work environment.

Practice delivering the pitch confidently and concisely.

Task 6: Templates

Purpose: To streamline HR processes and maintain consistency.

Responsibilities:

 Create templates for common HR documents, such as offer letters, employment

contracts, and performance review forms.
 Develop templates for emails, letters, and other correspondence.
 Ensure templates are updated regularly to comply with legal and regulatory
requirements.

45
46
47
Task 7: Rejection and Selection Messages

Purpose: To communicate effectively with candidates throughout the hiring process.

Responsibilities:

 Draft professional and empathetic rejection messages.

 Prepare concise and informative selection messages, outlining next steps and
expectations

Here's some demo of my work :

Dear [Candidate Name],

Thank you for participating in the first round of interviews. We'll review all applications and
be in touch within [time frame] to inform you of the status of your application.

Best Regards

[Kanak jaiswal]

[HR Team]

[COOK-N-KLEAN]

Dear candidates name:

Congratulations! : We are pleased to inform you that you have successfully passed the final
interview for the (position) internship at Cook N Klean.

To move forward with the on-boarding process. Kindly share the following documents in a
single PDF form :

- passport sized photo

- Highest qualification

- Aadhar card

- CV

Regards,
[Kanak Jaiswal]

48
[HR team]
[Cook N Klean]
Dear (candidate's name)

Thank you for the time and dedication you have given to us unfortunately at this time we
decided to proceed with our selection process with other candidates.

It is a hard decision for us and we will definitely keep your resume in our database and wish
to work in the near future.

Regards,
[Kanak Jaiswal]
[HR Team]
[Cook N Klean]

49
Task 8: Hiring (7)

Purpose: To fill open positions with qualified candidates.

Responsibilities:

o Source and screen candidates through various channels, including job boards, social
media, and employee referrals.
o Conduct interviews and assess candidate skills and qualifications.
o Extend offers to selected candidates and negotiate terms of employment.
o Onboard new hires and ensure a smooth transition into the organization.

Task 9: Definitions

o As an HR intern, you may be asked to define various HR concepts or terms. Here are
a few examples:
o HR: Human Resources, the department responsible for managing employee-related
activities.
o Recruitment: The process of attracting and hiring qualified candidates.
o Onboarding: The process of integrating new hires into the organization.
o Performance Management: The process of setting goals, monitoring performance, and
providing feedback.

50
 CHAPTER- 6
SKILLS ACQUIRED

51
Skills Acquired in the Recruitment and Selection Process of Cook-N-Klean

The recruitment and selection process in Cook-N-Klean is designed to not only identify and
hire the right talent but also to develop critical skills that enhance both individual and
organizational efficiency. The process equips HR professionals and hiring managers with
valuable competencies that are crucial for navigating the unique challenges of the cleaning
and culinary services industry.

1. Talent Sourcing and Networking

o Proficiency in sourcing candidates through diverse channels such as job
boards, social media, recruitment agencies, and employee referrals.
o Building networks within local communities and industry groups to tap into a
pool of skilled candidates for both cleaning and cooking roles.
2. Screening and Shortlisting Skills
o Ability to assess resumes and applications effectively to identify candidates
who match job requirements.
o Expertise in evaluating technical skills, such as cooking techniques or cleaning
methodologies, during the initial screening stages.
3. Behavioral and Competency-Based Interviewing
o Mastery in conducting interviews that assess soft skills like reliability,
customer service orientation, and adaptability.
o Use of structured interview techniques to evaluate competencies relevant to
both cleaning and culinary roles, ensuring alignment with organizational
values.
4. Technical and Practical Assessment
o Designing practical tests, such as cooking demonstrations or cleaning
efficiency evaluations, to gauge candidates‟ hands-on expertise.
o Developing criteria for evaluating technical tasks based on industry standards
and customer expectations.
5. Decision-Making and Analytical Skills
o Analyzing assessment results and interview performance to make informed
hiring decisions.
o Balancing technical qualifications with cultural fit to select candidates who
will contribute positively to the team dynamic.

52
 6. Knowledge of Employment Regulations and Compliance
o Ensuring adherence to labor laws, safety protocols, and food handling
regulations during recruitment.
o Awareness of ethical hiring practices, including equal opportunity
employment and diversity promotion.
7. Time Management and Organization
o Coordinating multiple stages of the recruitment process efficiently to
minimize delays in hiring.
o Keeping track of candidate progress through applicant tracking systems (ATS)
and maintaining organized records.
8. Communication and Interpersonal Skills
o Building rapport with candidates to create a positive interview experience.
o Effectively communicating job expectations, company values, and career
growth opportunities to prospective employees.

These skills not only contribute to successful hiring outcomes but also strengthen the
company's ability to attract, develop, and retain high-quality talent in the competitive
cleaning and culinary services industry.

53
 CHAPTER 7
DATA ANALYSIS AND
INTERPRETATION

54
 DATA ANALYSIS AND INTERPRETATION

Q1. What is the estimated recruitment timing / process in COOK-N-KLEAN ?

(i) 6 Month

(ii) 3 Month

(iii) 1 year

(iv) Less than 1 Month

6 month ,
10%

3 month ,
less than 1 30%
month, 60%

1 year, 0%

Interpretation

According to diagram estimated recruitment timing / process in COOK-N-KLEAN is less

than one month as shown in figure 60 %

55
Q2. Is CBI (Competency based interview) questions are being adapted at COOK-N-
KLEAN in comparison to traditional method?

(i) Yes

(ii) No

(iii) Can‟t Say

Analysis

Yes , 20%

Can't say,
50% No, 30%

Interpretation

According to figure 50% we cannot say that Competency based interview questions are
being adapted at COOK-N-KLEAN in comparison to traditional method.

56
Q3. Both technical and behavioral factors are taken into consideration at the time of
recruitment ?

(i) Yes

(ii) No

(iii) Can‟t Say

Analysis

No,
10%
Can't say,
30%

Yes, 60%

Interpretation

According to figure, not 60% technical and behavioral factors are taken into consideration at
the time of recruitment.

57
Q4. When application are called for the interview they know that who will be present in
the interview panel and for what duration?

(i) Yes

(ii) No

(iii) Can‟t say

Analysis

yes, 0%

Can’t say,
20%

No, 80%

Interpretation

According to 80% employees do not know who will be present in the interview panel and for
what duration.

58
Q5. What is best sources in information of reference check for an employee?

(i) Personal reference

(ii) On the job performance

(iii) HR Office

(iv) Good questioning technique

Analysis

Good
questioning Personal
tefhnique , 30% Reference, 40%

HR Office, 20%

On the job
performance,
10%

Interpretation

According to 40% personal reference is best and remaining 20 and 30 % are margin.

59
Q6. Which recruitment source are being adapted most in COOK-N-KLEAN .?

(i) Internal resources

(ii) Employee reference

(iii) Head hunting

(iv) Advertising agency

Analysis

Advertising Interest
Agency, 0% resources,
10%

Employee
reference, 20%

Head hunting,
70%

Interpretation

According to 70% head hunting is mostly adopted by Yamaha for recruitment process.

60
Q7. What is the mode of recruitment information received by applicant?

(i) Post

(ii) Electronically

(iii) Both

(iv) None

Analysis

None, 0%

Post, 30%

Both, 50%

Electronically,
20%

Interpretation

According to 50% both Post and Electronically recruitment information received by

applicant.

61
Q8. If by post than how many days after you requested the pack being received?

(i) 1 to 2 days

(ii) 2 to 3 days

(iii) Above 3 days

Analysis

Above 2 days,
0%

2 to 3 days, 40%

1 to 2 days, 60%

Interpretation

According to 60% after 1 to 2 days of request the pack has being received.

62
Q9. Is there is professional equity in recruitment and selection policies in COOK-N-
KLEAN .?

(i) Yes

(ii) No

(iii) Can‟t say

Analysis

Can't say, 30% yes, 40%

No, 30%

Interpretation

According to 40% yes there is professional equity in recruitment and selection policies in
COOK-N-KLEAN . .

63
Q10. What is the present recruitment hiring ratio?

(i) 1 on 20

(ii) 1 on 5

(iii) 5 on 15

(iv) 6 on 12

Analysis

5 on 15, 20%
1 on 5, 30%

10on 20, 50%

Interpretation

According to 50% present recruitment hiring ratio is 10 on 20.

64
Q11. What is the average joining ratio?

(i) > 50%

(ii) <25%

(iii) >75%

(iv) None

Analysis

None, 0%

> 50%, 30%

>75%, 60%
<25%, 10%

Interpretation

According to 60% average joining ratio is more than 75%.

65
 CHAPTER 8
FINDINGS, CONCLUSION &
SUGGESTIONS

66
 FINDINGS

The data shows that to recuiting a employee varies according to person‟s profile. Most
of the unemployed person want to get a job with salary. Unemployed don‟t have any
kind of job. They just want to do something which can give them a position in corporate
world. Since the work profile of an employee is to interacting with the people and convincing
them for purchasing.

Private employees whose salary within Rs 15,000, are highly interested to become an
employee. They just want to make money. Age also matters here, most of the private
employee who were showing their interest. Hence they have the higher percentage among all
the employee.

The COOK-N-KLEAN a multinational concern is busy in recruiting and selecting

employees tactfully, skillfully and with expertise. In view of the competition, especially in
the private sector, the COOK-N-KLEAN Makes efficient sales team effort with expertise
to create excellent customer relationship management with great online support and personal
contacts. The COOK-N-KLEAN is one of the most prominent companies with expertise
and experience. Employee are extensively trained in understanding customers needs with a
dedicated work force behind it, the COOK-N-KLEAN success story is a result of the
unique vision of the company.

Hence, recruitment of employees is one of the most important jobs. Inefficient employees are
burden for the company. Hence only the capable people who have desire to earn and work
hard are selected.

67
 CONCLUSION

This study has focused on the recruitment process of COOK-N-KLEAN. The study has been
conducted from the employees working for recruitment process in COOK-N-KLEAN The
Company seems to be moving its right lines as far as its recruitment strategy is concerned.
However a few drawbacks were found and suggestions are recommended for it.

Since the company is at its early stages and since recruitment is carried out on a mass
scale it becomes important to concentrate on this aspect. With these objectives in mind this
study has been conducted.

68
 SUGGESTIONS

 The company should increase its intake of employees by recruitig from Educational
Institutes more vigorously.

 The company should introduce a mobile recruitment team who can go from places to
places to select the candidates quickly and cost effectively.

 To avoid the drain out of candidates because of less pay, company should give
incentives to the candidate based on the performance every month.

 Company should give appraisal to the candidates in form of promotion or raise in

alary to enhance their performances and company should arrange further workshops
for least performing employees so as to increase their performance level.

 Candidates with working experience in any other export company shouldn‟t be

drained at all instead should be hired and given training according to the requirement
of the company process.

 Advertisement is the best source to grab maximum candidates, even though it is

expensive. This one time investment helps to reach maximum candidates. In addition
to this, employee references are the best source to get skilled candidates.

69
REFERENCES

70
 References

References

1. Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource

Management Practice. Kogan Page Publishers.
2. Bauer, T. N. (2010). Onboarding new employees: Maximizing success. SHRM
Foundation's Effective Practice Guidelines Series.
3. Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the
selection interview. Personnel Psychology, 50(3), 655–702.
4. Cascio, W. F., & Aguinis, H. (2019). Applied Psychology in Talent Management.
Sage Publications.
5. Dessler, G. (2020). Human Resource Management. Pearson.
6. Mathis, R. L., & Jackson, J. H. (2019). Human Resource Management: Essential
Perspectives. Cengage Learning.
7. Snell, S., Morris, S., & Bohlander, G. (2019). Managing Human Resources. Cengage
Learning.

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