TABLE OF CONTENTS
PART 1 A) INTRODUCTION B) NEED & SCOPE OF THE PROJECT C) OBJECTIVE OF THE STUDY D) REASEARCH METHODLOGY a) DATA COLLECTION b) PRIMARY DATA COLLECTION c) SECONDARY DATA COLLECTION E) LIMITATIONS OF THE PROJECT

PART 2 A) OVERVIEW OF THE ORGANISATION B) COMPANY PROFILE C) SERVICES

PART 3 A) DATA ANALYSIS AND INTERPRETATION B) FINDINGS C) RECOMMENDATIONS D) BIBLIOGRAPHY E) ANNEXURE(QUESTIONAAIRE)

Part I
INTRODUCTION

CHAPTER 1 A) INTRODUCTION
Transport yourself back to a time when eager young recruitment professionals spent hours looking through piles of CVs and narrowing down candidates in face-to-face interviews. It may sound prehistoric to many of us, but it’s the fact.
Let’s face it, the industry has been moving fast and today’s high-fliers teenagers with the amount of time they spend staring at computer screens, ipads, social media sites etc..
Arguably, the old way is more personal and the new is more scientific, but the big debate is which method gets the best results?
Recognising traditional sources of Recruitment Before technology took hold, there was a lot more personal interaction happening between the candidates and the clients. Recruiters spent hours speaking to clients and industry contacts either on the phone, in one-to-one meetings, over lunch or at networking events. Besides getting down to business, they were picking up valuable industry trends and hot tips on who might fit a role along the way while building relationships.
When they weren’t connecting with potential young jobseekers at college careers fairs, they’d be finding candidates by analyzing their target market and placing ads in the relevant newspapers and magazines as well as cold calling and trawling through business cards and old CVs.
Then the job applications poured in