1. DEPARTMENT OF COMMERCE AND
MANAGEMENT
MBA UNIT
SHIVAJI UNIVERSITY KOLHAPUR

2. Name :
Patil harshal dagaji
Topic Name :
Recruitment and Selection process

3. Company Profile
Anand Milk Union Limited or Amul is
an Indian dairy company, based at Anand in
the state of Gujarat.
Formed in 1948, it is a cooperative brand
managed by a cooperative body, the Gujarat
Co-operative Milk Marketing Federation Ltd.
(GCMMF), which today is jointly owned by 3.6
million milk producers in Gujarat.
Amul spurred India's White Revolution, which
made the country the world's largest producer
of milk and milk products. Amul has become
the largest food brand in India and has
ventured into markets overseas.

4. Recruitment Policy
•Internal source
Internal source include personnel already
on payroll of the organization filling vacancy. It
can he done by means of promotions which
increases the general level of moral of existing
employees and make them to provide more
reliable information about the capable
candidates.
Following are included in this source:
1.Present Permanent Employees
2. Employee Referrals
3. Former Employees

5. External Source :
These source lie outside the organization in Amul they
consider following sources for
Recruitment…
1) Advertisement:
For the recruitment, Amul consider this particular
source. They give Advertisement in local newspaper and
other newspaper for the post in the sales department
with complete job description.
2) Campus Interview:
This is second option that AMUL consider.
Recruiters are sent to educational institution where they
find suitable candidate. AMUL go through this option.
They have various famous institutions like IIM, IRMA etc.
But this type of recruitment is done for the upper level
positions i.e Assistant managers, managers.

6. 3) Employee Exchange:
An employment exchange is an office setup for
bringing together as quickly as possible candidates
searching for employment and employees looking for
prospective employees.
4) Employee Referrals:
Amul also considers this option for recruitment.
Friends and relatives of present employee are also a
good source from which employee may be drawn.
5) Unsolicited Application:
Some candidates send in their application
without any invitation from the organization. A
recruiter can use these unsolicited applications for
appointment and when vacancies arise. AMUL consider
this option also for recruitment of the sales force in
the firm.

7. Selection Process
Selection either internal or external is a deliberate effort
of the organization to select a fixed number of
personnel from a large number of applications. The
primary aim of employee selection is to choose those
persons who are not likely to perform their jobs with
maximum effectiveness and to remain with the
company. Thus, in selection, an attempt is made to find
a suitable candidate for the job.This makes selection a
negative function.
Following are the steps followed are as under :-
•Application
•Initial interview of the candidate
•Employment tests
•Interviews
•Checking references
•Physical or medical examination
•Final interview

8. During this, various steps like Biographic Data
checking, Education, Experience, Personal
Detail, Aptitude test, Interest test, Intelligence
test, Performance test, Personality test are
considered.
Different types of interviews are conducted like:
•Preliminary interview
•Extensive interview
•Stress interview
•Discussion interview
•Structured interview.
•Non-structured interview
•Group interview
•Final interview