Internship Project based on Internship done with Concentrix Daksh Ltd.

1. CONCENTRIX
PORTFOLIO
MANAGEMENT
HARSHA MOTWANI
BACHELOR OF BUSINESS ADMINISTRATION-3rd
YEAR
Dezyne E’cole College, Ajmer

2. STUDY TO
ATTRACT AND
RETAIN FRESH
TALENT
Harsha Motwani
Bachelor of Business Administration – 3rd Year
Dezyne E’cole College, Ajmer
www.dezyneecole.com

3. An internship project report on
Human Resource Recruitment of
“CONCENTRIX”
Submitted to
“Dezyne Ecole College”
Towards
The partial fulfillment of
3rd
year of Bachelor of Business Administration
By
Harsha motwani
Dezyne E’cole College
106/10 Civil Lines,Ajmer
www.dezyneecole,com

4. GRADE SHEET
Dezyne E’cole College
106/10 Civil Lines,
Ajmer- 305001
This project report of Miss Harsha Motwani of Bachelor of
Business Administration of 3rd year has been graded
as………………………………….
Thanking You
Principal
(Seal and Signature)

5. CERTIFICATE OF TRAINING

6. ACKNOWLEDGEMENT
I, Harsha Motwani, student of Bachelor of Business Administration 3rd Year of Dezyne E’cole
College, would like to express my gratitude to each and every person who has contributed in
stimulating suggestions and encouragement which really helped me in successful completion of
my project.
I express my sincere gratitude to Mr. Varun Srivastav (NCR Region Recruiter) and Mr. Bala
Subramanian (Bangalore Region Recruiter) and all other staff Members of Concentrix company for
supporting me and guiding me throughout my internship.
I also take this opportunity to express my indebtedness to Mrs. Vinita Mathur principal “Dezyne
E’Cole College, Ajmer” for her cooperation and affectionate encouragement. I also thank to
my all faculty members for their suggestion and advice.
I thank Dezyne E ’cole College who provided insight and expertise that greatly assisted the project.
Also, a special thanks to my teachers, parents and colleagues who have supported me at every step.
Not to forget, the almighty who blessed me with good health because of which I worked more
efficiently.
Thanking you
With regards,
Harsha Motwani

7. INTRODUCTION
Management is not a new concept to us. Since the times of Ramayana and Mahabharata, we have
witnessed its presence. However, earlier management was defined as a person’s quality. This
doesn’t ’t surprise us considering the fact that earlier the sons had to follow in their fathers’
footsteps and had to do what their fathers did. The ability of efficient management was considered
as a hereditary gift. However, as the world kept evolving, various authors, philosophers and
theorists put in a viewpoint that management can be learnt as well.
Today, management studies are considered a necessity for the development of small and big
organizations and for the growth of great economies.
There has been a constant realization by the industries that the current manages are not
competent enough to meet the industry requirements as graduates today are more into bookish
knowledge.
Thus, the education system shifted towards acknowledging the need for practical on-field learning
so the study patterns were altered. The new educational pattern in BBA involves the student to
undergo an on the field training in an organization under the close supervision of a superior in the
organization.
This training will help him develop a perspective of wholesome management of business activities
and see how they are interrelated. Thus, a student will have on the field knowledge so when he
enters the industry, he will provide efficient and skilled management.

8. SYNOPSIS
This project was undertaken during my internship at Concentrix for a period of 2 months. I worked
on the topic “Human Resource Recruitment” Of Concentrix.
The project is focused upon what is the outsourcing and BPO industries and in what all field they
deal in. Concentrix, which is also a BPO recruits fresh talent for various other companies.
This project is a reflection of what I learnt throughout my internship With Concentrix. It involves
the candidate recruitment I did, varying from the local Bangalore cover to the outstation segment
of Bangalore, which will help Concentrix with its recruitment in the major location of India.
Concentrix deals in recruitment of fresh talent as well as customer interaction and follow back.
Recruitment was done for various companies and through various means. This is why I chose
Concentrix as I was given the opportunity to interact with customers of all levels and sectors. It
provided me with challenges and helped me learn Human Resource behavior.
This project is an attempt to understand how a BPO works and recruits’ people from all over the
globe. It is not possible to include all the points as Human Resource is a vast subject. I will focus upon
the major factors involved. Through this project, I am showcasing what I learnt from my internship.

9. CONTENT
1) The Outsourcing Industry
➢ Outsourcing
➢ Business Process Outsourcing
2) Introduction to Concentrix
➢ Concentrix mission, vision and values
➢ Culture in Concentrix
➢ Top Competitors of Concentrix
➢ Clientele of Concentrix India
3) Human Resource Management
4) Recruitment
➢ Recruitment Process
5) Human Resource Management of Concentrix
6) My work at Concentrix
➢ Summary of initial days at Concentrix
➢ Process done in Bangalore location
➢ Table showing locations of recruitment in Bangalore
➢ Rounds a candidate has to go through to join the company
➢ Conclusion
➢ Bibliography

10. THE OUTSOURCING INDUSTRY
OUTSOURCING
Outsourcing is an agreement in which one company hires another company to be responsible for
a planned or existing activity that is or could be done internally, and sometimes involves
transferring employees and assets from one firm to another.
Outsourcing is also the practice of handing over control of public services to private enterprises,
even if on a short-term limited basis.
Outsourcing includes both foreign and domestic contracting, and sometimes includes offshoring
(relocating a business function to a distant country) or nearshoring (transferring a business
process to a nearby country).
BUSINESS PROCESS OUTSOURCING
The term Business Process Outsourcing or BPO as it is popularly known, refers to outsourcing in
all fields. A BPO service provider usually administers and manages a particular business process
for another company. BPOs either use new technology or apply an existing technology in a new
way to improve a particular business process. India is currently the number one destination for
business process outsourcing, as most companies in the US and UK outsource IT-related business
processes to Indian service providers.
Amex, British Airways and GE started the outsourcing trend in the early 1990s. The aim was to
reduce costs and to minimize efforts spent on non-core activities.
It is the delegation of one or more of IT intensive business processes to an external provider, which
in turn owns, manages, and administers the selected processes based on defined and measurable
performance criteria. BPO as per the work performed can be classified as VOICE BASED, which
includes customer related services such as technical support, marketing etc. and NON-VOICE,
which includes internal business operations. And as per the location involved it can be classified
as:
➢ ON-SHORE: BPO that is contracted inside a company’s country
➢ NEAR-SHORE: BPO that is contracted to a company’s neighbouring country.
➢ OFF-SHORE: BPO that is contracted outside a company’s country.

11. OBJECTIVES OF BPO:
Traditionally, the main objective of companies outsourcing their business processes to India was
the want of low cost. But now-a-days, companies that offshore their business processes to India
are no longer looking at cost reduction alone.
They typically want to achieve:
1)Process improvement and efficiency - faster turnaround and greater productivity
2) Cost savings.
3) Improved quality - less errors/rework
4) Building/strengthening presence in a new market/foreign country.
5) Increased focus on core competencies - e.g. developing new products or services
6) Building business value and strategic differentiation.
Sector Outlook
43%
17%
16%
15% 9%
Sector Outlook of BPO Industry
Information Technology
Financial Services
Telecom
Consumer Goods / Services
Manufacturing

12. INTRODUCTION TO CONCENTRIX
Concentrix, a business services company, is a subsidiary of SYNNEX Corporation (NYSE: SNX) since
2006. Its parent, SYNNEX sits at number 198 on the Fortune 500 listing. Concentrix is
headquartered in Greenville, SC. Concentrix provides service in 10 industries: Automotive,
Banking and Financial Services, Consumer Electronics, Energy and Public Sector, Healthcare
Services, Insurance, Media and Communications, Retail and eCommerce, Technology, and Travel,
Transportation and Tourism.
Concentrix has grown through multiple acquisitions bringing on board eight companies since
2006. Two of the acquisitions that are especially notable include the IBM Worldwide Customer
Care Services Business and the Minacs Group Ltd.
IBM Worldwide Services Business
On September 12, 2013, SYNNEX paid a purchase price of $505 million, consisting of
approximately $430 million in cash and $75 million in SYNNEX common stock. Concentrix added
45,000 employees. The acquisition included adding over 300 clients delivering services in more
than 40 languages through 50 delivery centres on six continents.
Services provided by Concentrix
➢ Analytics and consulting
➢ Automation and Optimization
➢ Customer Engagement Centres
➢ Digital Self service
➢ Gig Platform
➢ Marketing Solutions
➢ Technology and Systems Integration
➢ Voice of the customer

13. CONCENTRIX MISSION, VISION & VALUES
Concentrix is a technology-enabled global business services company specializing in customer
engagement and improving business performance. We partner with ambitious, progressive
executives around the world to future-proof their business and stay ahead of the competition and
customer expectations.
It’s all about tapping into sentiment and building an emotional connection that keeps customers
and staff fanatical about your brand. That’s where we come in—we create exceptional customer
engagement, accelerate digital transformation, and deliver actionable CX insights.
We help you reimagine your business—and get you there faster than you ever thought possible.
Mission Statement
We commit to creating value where many might not expect value to be created. To live up to
this promise, we are unique and different on purpose. This DNA makes us able to uniquely
combine three cores of our business to deliver outstanding results for each client.
Vision Statement
We will be the greatest customer engagement services company in the world, rich in diversity
and talent.
Values
Concentrix holds itself and its employees to our core values, which include demonstrating high
integrity and exemplary character in everything we do.

14. CULTURE IN CONCENTRIX

15. Concentrix is in 10 industries:
1. Automotive
2. Banking and Financial Services
3. Consumer Electronics
4. Energy and Public Sector
5. Healthcare Services
6. Insurance
7. Media and Communications
8. Retail and eCommerce
9. Technology, and Travel
10. Transportation and Tourism
WORKFLOW
This unit caters to the scheduling
the working time, the promotions
of all the employees and resource
allocation to them all over the
country.
SUPPORT
The people of this unit supports
the various units of Concentrix.
The TTBU unit of Support
functions does a pan-India hiring
for Concentrix India.
TRAINING
This unit caters to the training &
development of the employees.
They are given training of around 2
months on joining. This unit also
provides various certifications
according to the need of the
employees.
QUALITY
This unit looks into the quality
aspect of the employees. They
take the feedback of the
employees from their managers
and use it for performance
. appraisal.
OPERATIONS
They form the basic and around
80% of the workforce of
Concentrix India. This unit caters
to the customers of around 300
clients of Concentrix nationally
and internationally.

16. TOP COMPETITORS OR ALTERNATIVES OF
CONCENTRIX
1. TELEPERFORMANCE:
2. TTEC:
3. GENPACT:

17. 4. COKeM:
5.WIPRO:
6. CONVERGYS:

18. CLIENTELE OF CONCENTRIX INDIA

19. HUMAN RESOURCE MANAGEMENT
Human resource management (HRM or HR) is the strategic approach to the effective
management of people in a company or organization such that they help their business gain a
competitive advantage. It is designed to maximize employee performance in service of an
employer's strategic objectives.
Human resource management is primarily concerned with the management of people within
organizations, focusing on policies and systems. HR departments are responsible for overseeing
employee-benefits design, employee recruitment, training and development, performance
appraisal, and reward management, such as managing pay and benefit systems. HR also concerns
itself with organizational change and industrial relations, or the balancing of organizational
practices with requirements arising from collective bargaining and governmental laws.
The overall purpose of human resources (HR) is to ensure that the organization is able to achieve
success through people. HR professionals manage the human capital of an organization and focus
on implementing policies and processes. They can specialize in finding, recruiting, training, and
developing employees, as well as maintaining employee relations or benefits. Training and
development professionals ensure that employees are trained and have continuous development.
This is done through training programs, performance evaluations, and reward programs.
Employee relations deals with the concerns of employees when policies are broken, such as cases
involving harassment or discrimination.
Human Resource Management has four basic functions: staffing, training and development,
motivation, and maintenance. Staffing is the recruitment and selection of potential employees,
done through interviewing, applications, networking, etc. There are two main factors to staffing:
attracting talented recruits and hiring resources. HR Managers must create detailed recruitment

20. Strategic and have a plan of action to put forward when recruiting. Next, managers can put
strategies into place through hiring resources, by extending out to find the best possible recruits
for the team. Recruiting is very competitive since every company wants the best candidates. Using
tactics such as mass media can grab the attention of prospective recruits.
Human resource management involves developing and administering programs that are designed
to increase the effectiveness of an organization or business. It includes the entire spectrum of
creating, managing, and cultivating the employer-employee relationship.
For most organizations, agencies, and businesses, the human resources department is responsible
for:
• Managing job recruitment, selection, and promotion
• Developing and overseeing employee benefits and wellness programs
• Developing, promoting, and enforcing personnel policies
• Promoting employee career development and job training
• Providing orientation programs for new hires
• Providing guidance regarding disciplinary actions
• Serving as a primary contact for work-site injuries or accidents
Human resource management is about:
Addressing current employee concerns: Unlike company managers who oversee the day-to-day
work of employees, HR departments deal with employee concerns such as benefits, pay,
employee investments, pension plans, and training. Their work may also include settling conflicts
between employees or between employees and their managers.
Acquiring new employees: The human resource management team recruits potential employees,
oversees the hiring process (background checks, drug testing, etc.), and provides new employee
orientation.
Managing the employee separation process: The HR management team must complete a specific
set of tasks if an employee quits, is fired, or is laid off. Paperwork must be completed to ensure
that the process was completed legally. Severance pay may be offered or negotiated, benefits
must be settled, and access to company resources must be severed via the collection of keys,
badges, computers, or sensitive materials from the employee.
Improving morale: Effective HR teams encourage company employees to do their best, which
contributes to the overall success of the company. Their work often involves rewarding employees
for good performance and creating a positive work environment.

21. The Agenda of Today’s Human Resource Management Team
Today’s HR management team must focus their efforts on five, critical areas, according to the
Forbes article:
Define and align organizational purpose: A company’s employees must be able to clearly
articulate why the company exists in order to achieve a purpose-driven, sustainable, high-
performing organization. Employees must also understand how their efforts connect, or align,
with the organization’s purpose.
Recruit the best talent by creating, marketing, and selling an Employee Value Proposition (EVP):
False marketing and misconceptions about an organization are some of the main reasons why the
employer-employee relationship fails. Therefore, companies must create, market, and sell an EVP
that is true and accurate as to not mislead potential employees.
Focus on employee strengths: Companies must make every effort to understand what candidates
and employees do best and put them into roles where they can play to their strengths as much
as possible.
Create organizational alignment: Achievements must align with the organization’s objectives so
as to build a successful and sustainable organization.
Accurately measure the same things: All internal departments and employees must be measuring
the same things as to achieve a definitive organizational result and to ensure that everyone knows
exactly where the organization is at all times.

22. RECRUITMENT
Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable
candidates for jobs (either permanent or temporary) within an organization. Recruitment can also
refer to processes involved in choosing individuals for unpaid roles.
Recruitment process is a process of identifying the jobs vacancy, analysing 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 Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions are
analysed 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.

23. Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy is prepared
for hiring the resources. After completing the preparation of job descriptions and job specifications,
the next step is to decide which strategy to adopt for recruiting the potential candidates for the
organization.
While preparing a recruitment strategy, the HR team considers the following points −
• Make or buy employees
• Types of recruitment
• Geographical area
• Recruitment sources
Searching the Right Candidates
Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates will be
initialized. This process consists of two steps −
• Source activation − Once the line manager verifies and permits the existence of the vacancy, the
search for candidates starts.
• Selling − Here, the organization selects the media through which the communication of vacancies
reaches the prospective candidates.
Searching involves attracting the job seekers to the vacancies. The sources are broadly divided
into two categories: Internal Sources and External Sources.
Screening / Shortlisting
Screening starts after completion of the process of sourcing the candidates. Screening is the
process of filtering the applications of the candidates for further selection process.
Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant
candidates, which were received through sourcing. The screening process of recruitment consists
of three steps −
Reviewing of Resumes and Cover Letters
Conducting Telephonic or Video Interview
Identifying the top candidates
Evaluation and Control
Evaluation and control are the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a costly
process; hence it is important that the performance of the recruitment process is thoroughly
evaluated.

24. HUMAN RESOURCE MANAGEMENT OF
CONCENTRIX
During my internship I was mainly assigned in Human Resource department. Concentrix always
determine what jobs need to be done, how many and types of workers are required.
They had only major moto:
“Deliver your best brand anywhere your customers are.”
So, establishing the structure of the asset management company assists in determining the
skills, knowledge and abilities of job holder. To ensure appropriate personnel are available to
meet requirements set during the strategic planning process. It believes that the quality work
comes from quality workers who are well motivates and ready to take challenges to provide
better services.
UNITS IN HUMAN RESOURCE DEVISION
There are divisions in human resource management of Concentrix, among which certain are:
1. Campus Team
2. Social Media Team
3. Internal Job Posting (IJP) Team
4. Voice and Accent Team
5. Background Verification Team
6. TAS
7. Double You Team
There are some career levels in Concentrix as per the position of an employee which is known
as CAREER PROSPECTUS:
1. CAREER LEVEL 4: Applicable Executive (Level Titles)
2. CAREER LEVEL 5: Associate Director
3. CAREER LEVEL 6: Senior Delivery Leader
4. CAREER LEVEL 7: Delivery Leader
5. CAREER LEVEL 8: Managers / senior Manager
6. CAREER LEVEL 9: Assistant Manager / Deputy Manager
7. CAREER LEVEL 10: Analyst
8. CAREER LEVEL 11: Senior Representative

25. 9. CAREER LEVEL 12: Representative/Customer Care Representative.
Career
Level
Career
Level 7
Career
Level
11
Career
Level 6
Career
Level 5
Career
Level 9
Career
Level 8
Career
Level
12
Career
Level
10

26. MY WORK AT CONCENTRIX
I did my summer internship in Concentrix for two months i.e. for May and June 2019. The work
experience was great. We gained knowledge of so many things such as how an employee has to
behave in the office and behaviour of candidates whom we used to recruit for the organisation.
DAY 1:
We started our working from 1st
of May 2019 and the it was our induction (Onboarding) day in
which we were told about the company’s policies, rules and regulations, operating principles,
leaves granted to the employees, leaders of every zone, about the history of the company, what
all achievements they have achieved, how much Concentrix has grown and still growing, what
position the company holds in the market, number of employees working there, the working
atmosphere, and, fun activities to encourage employees, etc.
Some leaders of Concentrix are:
1. Deepak Wadhawan: India’s leader (Answerable for all the profit and loss at India level).
2. Raj Tanwar: Director HR (People Solution – India).
3. Harish Bhardwaj: North zone leader (India).
4. Vikas Verma: West zone leader (India).
5. Anil Kumar: South zone leader (India).
6. Yogesh Rastogi: India Recruitment Leader.
7. Bhupesh Gajrai: India workforce Management
8. Boswell Gomes: India IT delivery leader.
9. Chandan Uppal: India transaction leader.
10.Sanjay Banerjee: India procurement leader.
11.Shivani Bhaka: Computer Council.
12.Vikas Gupta: Transport and physical security leader.
DAY 2:
On the very next day we had a meeting with our recruiter Mr. Varun Shrivastava and he told us
what exactly recruitment is and made us familiar with our job profile and our position in the
company i.e., HR EXECUTIVE. To assign us the locations on which we have to work, he took a test
of ours through which he was willing to know our personality and our behaviour. He asked us to
write 10 positive points which we feel we have in ourselves and 10 negative points and also how
much we have understood about our job profile. Our entire day went in this and we were
accompanied by Varun sir the whole day.

27. DAY 3:
On the third day we met our mentors and team manager. On that day we were allotted with our
locations under different mentors. Company is situated in 13 locations and I was assigned
Bangalore location which is the second most populated location after NCR(Gurgaon) which was
under Mr. Bala Subramanian. I was assigned to see the footfall that means how many candidates
are coming on that specific day and what will be their interview process as per their skills. Half
of our day passed with them and afterword’s we were asked to sit with our mentors and to know
the requirements and work of our specify location. I was briefed by my mentor regarding what
all processes are there and what are its requirements as per the candidate’s skills and what will
be their package.
DAY 4:
From this day we started our main working and I was assigned Bangalore location which was the
second most populated location after NCR(Gurgaon) region. Every location has their own
requirements and if that location is full with the candidates and there is no vacancy for that
specific year then it comes under non hiring zone.
My mentor told me the requirements for every different location and segregated the process
which is followed their:
There are 2 processes in Bangalore which are:
(a) Voice Process
(b) Non-Voice Process
(a) Voice: In voice process the customer care agent have to answer all the questions and
queries of the client through calls. They should have good communication skills and at the
same time good command on their English language and typing speed have to be
maintained.
In this process there is a requirement of international score i.e., in between 3-5 on scale.
(b) Non-Voice: In non-voice process the customer care agent have to answer all the questions
and queries of the client through chats and mails. There is no need of them to talk to the
customers on call that is the reason candidates have to be fast with their typing speed.
In this process there is a requirement of domestic score i.e., in between 2.5 to 2.7 on
scale.

28. The below table shows the Locations of recruitment and their Requirement
as per the job Profile: -
CITY SUPPORTED BANGALORE
HIRING
COMPENSATION
FOR ENTRY LEVEL
CORE JOB
Belgaum Voice and Non-
Voice Campaign
Salary Range 2.5
lakhs PA
To align for the further
process of interview at
different locations of
Concentrix in
Bangalore
Hubli International voice Salary range
3.5lakhs PA
To check the initial
screening of campus
candidates and
educate them about
the voice and accent
rounds over phone.
Mangalore Domestic voice
process
Salary range
2.5lakhs PA
To align for the further
process of interview at
different locations of
Concentrix in
Bangalore
Manipal Domestic Voice
Process
Salary Range 2.5
lakhs PA
Align outstation
candidates over phone
to give Operations and
voice and accent round
Mysore Voice and non-
voice campaign
Salary range
2.5laksh PA
Looking into the basic
expectations of
candidates
Bangalore Voice and Non-
Voice Campaign
Salary Range 3.5
lakhs PA
To check the initial
screening of campus
candidates and
educate them about
the voice and accent
rounds over phone.

29. List of Bangalore colleges from where I used to recruit: -
1. St. Alberts college
2. Sacred Heart college
3. IHM
4. All Saint’s college
5. Poornapraina college
6. Milagres college
7. St. Mary’s college
8. Manipal University
9. Reva University
10.NMKRV
11.Jyoti Nivas College
12.MLAC
13.Presidency College Bangalore
14.CMR
15.Kristu Jayanti College
16.KLE Rajajinagar
17.SJR College
18.Surana College
19.Jain college
20.Oxford College
21.Vasavi College
22.Krupanidhi College
23.KLE
24.RC College
25.St. Claret College
26.St. Joseph Evening College
27.Sheshadripuram First Grade College
28.Baldwin Methodist College
29.Acharya Patashala College of Commerce
30.Indo Asian Academy Degree College
31.Basaveshwara Degree College
32.C.B. Bandari Jain college
33.Dayanand Sagar Institution
34.Brindavan College
35.Dr. N.S.A.M First Grade college
36.V.V.N Degree college
37.Alameen Degree College
38.CMS College
39.RVS College

30. 40.PSG College
41.GRD college
42.Nehru Group
43.St. Aloysius Degree College
44.Community Institute of Commerce and Management
45.SSR College of Science and Commerce
46.Sir M. Visvesvarayya First Grade College for Women
47.SRN Adarsh College
48.Sri Krishna Degree College
49.GT Group of institution
50.Aditya Institute of management studies and research
51.Govt. First Grade college, Vathur
52.ASC Degree College
53.Basaveshwara College of arts, science and commerce
54.Bharatiya Vidya Foundation College
55.Institute of Technology
56.MGR College
57.Dr. Ambedkar College
58.Acharyas Bangalore B school
59.Administrative Management college
60.SVR Insititution
61.East West First Grade College of Science
62.Indian Academy Degree College
63.R.N Shetty First Grade College
64.Hasanath College for women
65.Jindal College for women
66.Visveswarapura College of Science
67.T John College
68.VLB Janakiammal College of Arts and Science
69.MES College of Arts & Science
70.Jain College Belgaum
71.Bhandarkars Arts & Science College
72.Beasant Women's college
73.Garden City College
74.Mahatma Gandhi Memorial College
75.Dayanand Sagar University
76.P.E.S. Institute
77.Azim Premji University
78.Yuvaraja's College
79.Bearys Knowledge Campus
80.Smt Rukmini Shedthi Memorial National Government First Grade College
81.Rani Parvati Devi College of Arts and Commerce

31. 82.Mysore Institute of Commerce & Arts, Mysore
83.Maharani`s Science College for Women Mysore
84.Oxford Institution
85.Anjuman-E-Islam's Nehru commarce College
86.Government First Grade College, Shivamogga
87.Amrita Vishwa Vidyapeetham University
88. Jain University—Bangalore

32. What all levels a candidate has to go through to join the company:
We were HR Executives and the basic screening was done by us. We used to call the candidates
and ask them about their interests in joining the organization and if they agree then we use to
inform them about all the terms and conditions which will be applied to them and the working
conditions in order to make sure they are very well aware about everything.
After this we used to ask them some certain questions, statements, and gave them one or two
topics on which they were asked to speak for a minute or two. On the basis of this we used to
check whether the candidate is fit for which process, either voice or non-voice.
If the candidate is fit for voice profile then we used to conduct their all rounds of assessment on
to the audio and video call. But before we conduct the voice round, we need to make sure that
the candidate doesn’t have Mother Tongue Influence (MTI) which means they have to be clear
with their speech. Whereas if the candidate is fit for non-voice profile, we ask them to come to
their preferred location for the further rounds of assessment.
Before we conduct any further rounds, we used to make sure that the candidate agrees to all the
terms and conditions because if they deny to do the work on the later basis then, that used to
create problem for us because the entire recruitment process suffers hard.
Thus, ensuring security on the candidate’s side was a must as their security meant a complete
joining for the profile and our security was to give them right information as per their job profile.
Below are the statements that were given to candidates for the Voice and Accent Rounds: -
Dear Candidate
Congratulations on getting shortlisted for Concentrix.
As shared during the campus drive the Final interview will consist of 2 parts: Mentioned as
below:
1. English Assessment (Telephonic round)
2. HR round (Telephonic round).
To begin with we will start with English Assessment. Which will be divided in to 3 segments:
1. Pronunciation Check: In this segment your pronunciation will be checked. So please listen to
the pronunciation on Cambridge Dictionary Online to prepare well.
2. Fluency and Thought Process Check: In this segment you be given any one topic and asked to
speak on the topic for 2 minutes. To check your grammar, fluency, pronunciation and vocal
dimensions. Stop Thinking in Your Regional Language! Make your brain THINK in English by
SPEAKING English.

33. 3. Mock Call Check: In this segment you will be asked to act as a customer care representative. To
check empathy (Use I’m sorry wherever required), paraphrasing and comprehension. Think of it
like acting. You and your interviewer are the actors. You are the Representative, and your
interviewer is the customer. While the customer role can change from calm to neutral, to irate to
hysterical.
To help you prepare better. Below are the tips for the preparation of a 15mins English
Assessment:
Please take the printout of these questions and prepare.
Note: These are the sample questions to make you understand better and prepare well for the
English Assessments.
Statements which may help you to improve the pronunciation
In this segment your pronunciation will be checked. So please listen to the pronunciation on
Cambridge Dictionary Online.
1. We need to Measure the treasure.
2. Honesty is the best policy.
3. My television is broken
4. She has a clear vision
5. The task is impossible.
6. This is not possible.
7. It is unusually hot today.
8. I really appreciate your patience.
9. He is my younger brother.
10. I heard a loud explosion outside the building.
11. Yellow is my favourite colour.
12. Social Studies is my favourite subject.
13. Sugar syrup is yummy.
14. I usually wear casual clothes.
15. It’s my pleasure to meet you.
16. This shoe section is closed today.
17. This is a great opportunity.
18. This is a good opportunity.
19. Company has a great policy.
20. Yesterday was my birthday.
21. She has a clear vision.

34. 22. The shopkeeper shouted at me yesterday.
23. I have many achievements.
24. I found a hidden treasure.
25. It was a bad collusion.
26. I went to school yesterday
27. Please zoom the photo.
28. I haven’t had my lunch yet
29. May I place your call on hold
30. I apologise for the inconvenience caused to you
31. I watch television rarely.
32. I met my younger brother yesterday.
33. I love listening to music.
34. I hate going to school.
35. There’s seems to be some confusion.
36. Everything is possible.
37. I love the yellow jacket.
38. What is the confusion all about.
39. I have silver shoes
40. We just saw a shooting star.
41. She is taking some leisure time.
42. I am waiting for the right opportunity.
43. Her mother yelled at her yesterday.
44. May I have your social security number.
45. Yesterday I wore a yellow jacket.
46. Mission impossible is my favourite movie.
47. Social circle is complete.
48. My sim card is activated.
Free Speech topics which may asked.
In this segment you be given any one topic and asked to speak on the topic for 2 minutes. To
check your grammar, fluency, pronunciation and vocal dimensions.
• Tell me about your best travel experience with your family.
• Goals are good for you – Do you agree?
• Summer is the best and worst of times. Why?
• How has the teaching methodology changed in schools these days?
• Do you think it’s good for television to offer so many channels?
• Is it important to build a social network these days?
• Should students be permitted to eat during classes?
• Do you think that a sense of humour is essentials?
• Role of women in development

35. • Why conserving energy is important
• Relationship between Money & Happiness
• Advantages & Disadvantages of Co-education in Colleges
• What do you think is better – Cooking or Out
• What’s your favourite sport/game? Why?
• The benefits of online learning
• Who has been the most influential person in your life and why?
• The world is a smaller place these days.
• Children today are not what they used to better.
• Is E-Commerce the best thing for India
• Who is your Role model and why?
• If I were an animal, I’d be a……….
• The most important lesson of my life so far is …...
• What human quality do we need more of and why?
• Cities are for people not cars
• Favourite festival
Mock Call
In this segment you will be asked to act as a customer care representative.
To check empathy (Use I’m sorry wherever required), paraphrasing and comprehension.
You will be asked to open a call by saying
Customer care Rep: Thank you for calling ABC company. My name is XXXX
Customer care Rep: How can I help you?
Assessor: Will come up with real time situations.
Further process will be informed accordingly.

36. CONCLUSION
During my internship of two months with Concentrix, I learned how to recruit candidates for a BPO
organization and how they get employed in it. I learnt how to deal with different human behaviors
and their perception towards the company. Asking them for joining the organization, doing basic
screening and finally recruiting them for the organization was indeed a complicated job. The
hardest part of my job profile was to make the fresh candidates understand how to attend the
voice and accent rounds in order to get selection for the final interviews.
Recruitment of right candidate for the right place and for the right job profile was my main working
in the organization. Handling a location like Bangalore which was the second most populated
location after Gurgaon wasn’t an easy job as convincing candidates to join the job and for relocating
was difficult. As HR Executive I briefly understood how a human behaves in various situation and
how they agree to join the organization.
Today’s dynamic environment places some expectations upon the HR professional to meet the
changing environment and contingencies these expectations are enlisted as following:
• Understand problems assigned
• Stay competent and professional through study and research
• Maintain high standards of personal honesty and integrity
• Consider the personal interests, welfare, and dignity of all employees affected by
recommendations and actions
• Ensure organizations maintain high regard for public interest and personal interests and
dignity of employees
I also learnt the use of Internet in the Human resource recruitment in order to communicate
with the candidates and to create our image as well. Use of social media and applications
cannot be ignored today.
Lastly, the moto that I learned from my experience at Concentrix is that,
Firstly, Recruit for attitude and train for skill, then Win Customers and build your brand.

37. BIBLIOGRAPHY
www.concentrix.com
Google.com
Functional Management-M.J. Mathew