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Recruitment procedure

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  • 1. RECRUITMENTMethods and Steps
  • 2. Recruitment:-• Organizational activities that provide a pool of applicants for the purpose of filling job openings.• It is a process of searching for prospective employees .• Stimulating & Encouraging them to apply for jobs in the org.
  • 3. Factors Governing Recruitment• Internal Factors » Recruitment Policy of the Org » Size of the org & the Number of Employees Employed » Cost Involved in Recruitment » Growth & Expansion Plans of the Org.• External Factors » Supply & Demand of Specific Skills in the Market » Political & Legal considerations such as Reservations of jobs for reserved Categories » Company’s Image Perception by the Job Seekers.
  • 4. Sources Of Recruitment:• Present Employees• Unsolicited Applicants• Educational and Professional Instituitions• Public Employment Offices• Private employment Agencies• Employee Referrals• Help wanted Advertising• Walk-Ins
  • 5. Selection:• Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.  A good selection requires a methodical approach to the problem of finding the best matched person for the job
  • 6. Selection Process1. Preliminary Interview2. Selection Tests3. Employment Interview4. Reference and Background Analysis5. Physical Examination6. Job Offer7. Employment Contract
  • 7. SOME CASES……
  • 8. RECRUITMENT PROCESS PRACTICES BY CAPGEMINI INDIA
  • 9. Steps OfRecruitment Process
  • 10. RECRUITMENT PROCESS FOR FRESHER • WRITTEN /APPTITUDE. • GROUP DISCUSSION. • PSYCHOMETRIC TEST(CONDITIONAL). • TECHNICAL INTERVIEWS(CONDITIONAL). • HR INTERVIEWS.
  • 11. RECRUITMENT PROCESS FOR HIGHER POST• PSYCHOMETRIC TEST.• BUSINESS GAME.• HR INTERVIEWS.
  • 12. Difficulties in Recruitment process Talent Acquisition. Expensive. Time Constraint. Retention of employees. Managing low attrition rate. Budget.
  • 13. Challenges in Recruitent & Selection:• Talent Shortage• Attrition Rate• Reservations and other Gov. Policies• Remoteness of Job• Scrutiny of employee’s credentials
  • 14. Basic Diff. Between Recruitment and Selection:• Recruitment- searching for and attracting applicants qualified to fill vacant positions• Selection- Analyzing the qualifications of applicants and deciding upon those who show the most potential
  • 15. Case Study: Selection And Recruitment Practices in Wipro TechWipro Tech is an information technology service company established in India in 1980. Headquarter Bangalore Rank Third largest IT services company in India Employees Strength 1,08,000 as of September 2011
  • 16. Q & A Session with WIPRO HR:How requirement arises in Wipro? Acquisition of Projects, as per needs of HODsHow do you come to know about technology on which the workforce have to be recruited?Project manager, technical lead handover(or mail) HR team about Job description as well as little bit project description ,& required technical competencies.
  • 17. How do you come to know about no. of candidates to be recruited?First do check about current workforce which is on bench and having the required skill then we decide about no. of candidate to be recruited.Whats the first process of recruitment?If the recruitment is on small level and the skillset is easily available then we scan our database for candidates but if the recruitment is very large and skillset is presice (or scarcity of skillset ) then we give the advt in news papers.
  • 18. What is the next step you follow ?We shortlisted the resume on the basis of skill and experience andavailability of skill set in market, then we invite them for further processlike Aptitude Test ,Group Discussion, Interview.What kind of professionals can find job opportunities with thecompany?We have a rigorous recruitment process to ensure that wehire the best talent in the industry. All our HR processes arecompetency based.Educational qualifications are function dependent.In addition to a good education, we look for candidates withhigh potential, integrity and the ability to lead the organizationin future. Our main focus is on ` and hence we look for candidates whoare steady, interesteinternal growthd in building a career withWipro and who bring a new perspective to the organisation.
  • 19. What kind of retention policies do you implement to fight attrition?Our values and culture, freedom and autonomy, exciting challenges and opportunities for career advancement are our key retention tools.We work in a highly charged environment with talented and successful people that motivate one and all.We believe that apart from salaries, employees seek fast growth, exciting work environment and opportunity to make a difference through entrepreneurial ventures, amongst other things.Each employee has a career growth plan in place. Based on the career plan we give each of them opportunity to work in various functions to get a wide and varied exposure.We also have a compensation design, which aggressively differentiates between performers and non-performers.We offer stock options to employees.We also purge the bottom 10% on a regular basis so that they do not become a liability for others.
  • 20. Abhijit Deshmukh Dipesh Sahani Shikha SethPriya Murad Monali Prajapati Sanjay ParmarRonald Maclin Danish Mistry OUR TEAM MEM BERS …. .

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