Recruitment process IBM


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Recruitment process IBM

  1. 1. Submitted By<br />Gaurav Gupta<br />Rajesh Banerjee<br />Ram KishorePawar<br />MBA July 10’<br />IILM-Business School<br />RECRUITMENT AND SELECTION PROCESS OF AN IT COMPANY<br />Friday, July 08, 2011<br />1<br />
  2. 2. INTRODUCTION TO HRM<br />The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein.<br />Recruitment is distinct from Employment and Selection<br />Friday, July 08, 2011<br />2<br />
  3. 3. RECRUITMENT<br />The means of attracting them towards the organization before selecting suitable candidates for jobs.<br />Recruitment is only one of the steps in the entire employment process.<br />Friday, July 08, 2011<br />3<br />
  4. 4. FACTORS AFFECTING RECRUITMENT<br />2) EXTERNAL FACTORS<br /> •Supply and Demand factors<br />•Unemployment Rate<br />•Labor market conditions<br />•Political and legal considerations•Social factors•Economic factors•Technological factors<br />1) INTERNAL FACTORS<br /> •Recruiting policy•Temporary and part-time employees•Recruitment of local citizens•Engagement of the company in HRP•Company’s size•Cost of recruitment•Company’s growth and expansion<br />Friday, July 08, 2011<br />4<br />
  5. 5. RECRUITMENT RELATION WITH OTHER FACTOR<br />Friday, July 08, 2011<br />5<br />
  6. 6. SELECTION<br />Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization.<br />The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates<br />Friday, July 08, 2011<br />6<br />
  7. 7. STEPS IN SELECTION PROCESS<br />Friday, July 08, 2011<br />7<br />
  8. 8. RECEPTION<br />To create a favorable impression on the applicants’ right from the stage of reception<br />Friday, July 08, 2011<br />8<br />
  9. 9. SCREENING INTERVIEW<br />Generally planned by large organizations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection<br />Friday, July 08, 2011<br />9<br />
  10. 10. APPLICATION BLANK<br />Application blank or form is one of the most common methods used to collect information like—<br />•Personal data (address, sex, telephone number)•Marital data•Educational data•Employment Experience•Extra-curricular activities•References and Recommendations<br />Friday, July 08, 2011<br />10<br />
  11. 11. SELECTION TESTING<br />Attempts to asses intelligence, abilities, personality trait, performance, simulation tests . Some of the commonly used employment tests are:<br /> •Intelligence tests•Aptitude tests•Personality tests•Achievement tests<br />Friday, July 08, 2011<br />11<br />
  12. 12. SELECTION INTERVIEW<br />Interview is the oral examination of candidates for employment. <br />The most essential step in the selection process<br />Interviewer matches the information obtained about the candidates through various means to the job requirements.<br />Friday, July 08, 2011<br />12<br />
  13. 13. MEDICAL EXAMINATION<br />Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc.<br />Medical examination reveals whether or not a candidate possesses these qualities.<br />Friday, July 08, 2011<br />13<br />
  14. 14. REFERENCE CHECKS<br />Once the interview and medical examination of the candidate is over, the personnel department will engage in checking references<br />Candidates are required to give the names of 2 or 3 references in their application forms<br />Friday, July 08, 2011<br />14<br />
  15. 15. HIRING DECISION<br />The line manager has to make the final decision now – whether to select or reject a candidate after soliciting the required information through different techniques.<br />Friday, July 08, 2011<br />15<br />
  16. 16. SELECTION PRACTICES OF RENOWNED COMPANIES<br />Siemens India– It uses extensive psychometric instruments to evaluate listed candidates. It also prepares a personality questionnaire to understand the candidate’s personality.<br />PepsiCo India-- Company uses competency based interviewing technique that look at candidate’s abilities in terms of strategizing, lateral thinking, problem solving in the real environment.<br />Friday, July 08, 2011<br />16<br />
  17. 17. RECRUITMENT PROCESS OF IBM<br />For a student, the process begins with sending the resumes, through the Campus TPO's(Training and Placement Officer).<br />This is then followed by an independent selection process involving a round of discussions. This is where the student's interests and skills are matched with the existing business problems that ISL(India Software Lab) projects plan to solve. A selection offer is made once a match is found.<br />Friday, July 08, 2011<br />17<br />
  18. 18. ELIGIBILITY CRITERION OF IBM<br />Internship Program<br />ISL has an Internship Program wherein students interested in doing their engineering projects for a period of 6 months<br />Extreme Blue Program<br /> It is a premier internship for top notch students pursuing software development degrees<br />CAS(Centre Advance Study)<br /> ISL offers M.Tech, M.S and Ph.D students, access to the IBM research areas, technical staff and other resources, with the goal of solving research problems of the utmost importance, through its Center for Advanced Studies (CAS) program<br />You should have a minimum aggregate of 70% in Engineering (till the last semester till which the exams have been declared)<br />However, for all IITs, IISCs and colleges in Maharashtra, a minimum aggregate of 60% is enough.<br />Friday, July 08, 2011<br />18<br />
  19. 19. Friday, July 08, 2011<br />19<br />THANK YOU<br />