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@article{199095,
        author = {Ankita Milind Gajbhiye and Nitin Prakash},
        title = {An Analysis of the Recruitment and Selection Process Implemented by Haldiram's at Nagpur},
        journal = {International Journal of Innovative Research in Technology},
        year = {2026},
        volume = {12},
        number = {11},
        pages = {12400-12405},
        issn = {2349-6002},
        url = {https://ijirt.org/article?manuscript=199095},
        abstract = {This research paper entails a critical review of the recruitment and selection process that is practiced by Haldiram at Nagpur unit and more specifically an assessment of the effectiveness and efficiency of the process and its consistency with the current Human Resource Management practices. Recruitment and selection are strategic roles that have the direct impact on quality of the workforce, productivity of a company, and sustainability in the long run. The research design used is descriptive and analytical research design based on secondary data, i.e., scholarly literature, HR structures, and organizational experiences. It seriously analyzes the different sources of recruitment internal (promotions, transfers and employee referral) and external (job portals, campus recruitment, walk-in interviews and consultancy services) and how effective they are in helping to attract a diverse competent talent pool. Moreover, the study examines the multi-stage approach to selection that the organization undertakes and it entails initial screening, aptitude and skills-based tests, structured interviews and the final decision. As it is revealed through the analysis, Hadiram focuses on systematic and cost-effective hiring strategy with a strong tendency to rely on internal recruiting strategy to improve employee retention, motivation, and organizational commitment. Although the recruitment structure is well-organized, the study reveals that there is some gap, especially regarding the use of superior digital recruitment software, data analytics, and management of candidate experience. Lack of wholly integrated e-recruitment systems and predictive recruitment methods can become a hindrance to the organization in its competition in the dynamically changing talent market. The results indicate that the current recruitment and selection processes are sound and consistent with the conventional concepts of HR, but there is still much room to be modernized by integrating the concept of artificial intelligence, HR analytics, and employer branding techniques.},
        keywords = {Recruitment Strategy, Selection Process, Human Resource Management (HRM), Talent Acquisition, External and Internal Recruitment, Employee Retention, HR Analytics, E-Recruitment, Organisational Effectiveness, Structured Interviewing, Workforce Planning, Haldiram’s Nagpur.},
        month = {April},
        }