The document provides an overview of the recruitment philosophies of 10 different companies. It describes each company's core values and principles they look for in candidates during the recruitment process. Some of the common themes emphasized across companies include commitment, leadership, integrity, diversity, transparency and selecting candidates that align with the company culture. The recruitment philosophies aim to attract and retain top talent by following fair and systematic hiring processes.

1. ASSIGNMENT
OF
HUMAN RESOURCE
MANAGEMENT
SUBMITTED TO: MRS NISHA
SUBMITTED TO:NAVNEET KAUR
MBA(II)
SSIET DINANAGAR

2. RECRUITMENT
Recruitment (hiring) is a core function of human resource management. Recruitment
refers to the overall process of attracting, 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 positions, such as
voluntary roles or unpaid trainee roles. Managers, human resource generalists and
recruitment specialists may be tasked with carrying out recruitment, but in some cases
public-sector employment agencies, commercial recruitment agencies, or specialist
search consultancies are used to undertake parts of the process. Internet-based
technologies to support all aspects of recruitment have become widespread
RECRUITMENT PHILOSOPHY
Recruiting Philosophy Provides support to managers at every stage of
the recruitment and hiring process. Supports a consistent, systematic hiring process to
eliminate the possibility of discriminatory actions. Ensures that all applicable affirmative
action and equal opportunity laws and practices are met.
RECRUITMENT PHYLOSOPHY OF 10
COMPANIES
Company name : Berger paints india limited

3. The driving forces of Berger Paints - reflect the very spirit of its founder Lewis Berger - who laid the
foundations of brand Berger way back in 1760 in the UK. With modest beginnings in India in 1923,
today, Berger Paints India Limited is the second largest paint company in the country with a consistent
track record of being one of the fastest growing paint companies, quarter on quarter, for the past
few years.
. Starting out as Hadfield's (India) Limited, it had just one factory in Howrah, West Bengal. By
the close of 1947, Hadfield's was acquired by British Paints (Holdings) Limited, UK and came to
be known as British Paints (India) Limited. In 1983, the name of the Company was changed to
Berger Paints India Limited. Currently, the majority stake is with the Delhi based Dhingra
brothers. Berger Paints has established itself through a long course of time.
Recruitment philosophy of Berger’s paint
At Berger, we recruit the appropriate candidate matching the company's HR requirements in
terms of necessary qualifications, experience, attitudes and values. We believe that the Company
can only remain competitive and maintain a lean and flat organization provided we are selective
in our recruitment of people. We look forward to qualities such as a quest for excellence and
unadulterated passion for work in prospective employees. Other competencies that we appreciate
in an ideal candidate and try to inculcate in our employees are:
Leadership
Leadership is an attribute that doesn't come with designation or experience. At Berger, all of us,
irrespective of age or profile are leaders in our own right. We are faced with challenges every
single day, where we stumble, yet continue to learn from each other. We own up, take
responsibility and get it done. And therefore, every day is an opportunity to make it what we
want it to be.

4. Commitment
At Berger, apart from the body, mind and heart, people even get their soul to work. And by
choice work here is not a nine to five chore. It is what defines us and we love what we do. This is
important to belong and have fun and if this is your philosophy of work culture, we would be
glad to have you.
Solution provider
We understand that there is an efficient way out of every problem and that it can be solved with
strategy, action or advice. We, as an organization and as employees, focus on the solution rather
than the problem. And if this is your mindset, then you belong here.
Energy
If there is one defining characteristic of all people working at Berger Paints around the world, it
is the energy. The vigor is infectious and is visible in our work, in our interactions and in us. We
live passionately. We work passionately. We solve problems passionately. We are passionate.
And if this defines you, Berger is meant for you.
Integrity
Berger fosters a sense of responsibility in its entire people who do what they do with utmost
honesty. You are not bundled under layers of management which ensures that there is absolute
transparency in the system. Integrity being high on your list of priorities shows your application
in a positive light.

5. company overview:
CavinKare is an Indian conglomerate headquartered in Chennai, India. The company was formed
in 1983 as Chik India. In 1990, it was renamed as Beauty Cosmetics Pvt. Ltd. and was
subsequently rechristened as CavinKare Pvt. Ltd. in 1998.[1] The company has presence in more
than 21 countries and has diversified into dairy, foods, snacks, and beverages businesses. It has
strategic partnerships with Coty Inc. for Adidas[2] and Jovan brands[3] and Hawpar International
for Tiger Balm.
The founder chairman, CK Ranganathan, was born in Cuddalore, Tamil Nadu. He set up Chik
India in 1983 with an initial investment of Rs. 15,000 with Chik Shampoo as its first product
Recruitment philosophy of cavincare
CavinKare practices innovative processes in the recruitment arena, with the entire recruitment
cycle being linked to the Business Strategy. Being innovative and using new technologies to
support the recruitment efforts have immensely helped us in finding the Right Talent with the
Right Attitude. As CavinKare is expanding across India and rest of the world, acquiring new
businesses and merging with other businesses, we are continuously innovating new recruitment
practices which help us to focus on the following:
 Becoming Strategic /aligning to the business needs
 Responding quicker to big changes in the business / Management
 Cost optimization
 Improving service levels
 Optimizing resource availability.
At CavinKare, we are constantly striving to raise the bar on our recruitment practices, using
innovative recruitment practices to increase efficiency and partner with Business in delivering on
- time proactive solutions for the business. Converting business strategies into innovative HR
recruitment practices helps in the following ways:
 Reduce time from conception of strategy to execution

6.  Customer service strategies have been translated into specific policies and recruitment
strategies
 Achievement of financial performance because of effective execution of recruitment
Company overview
The profile explores the six markets that we work across of Buildings, Transport, Environment,
Energy, Oil & Gas and Management Consulting. Our commitment to creating customer value by
combining local experience with a global network of multidisciplinary expertise that has been
developed over several decades also forms a key theme.
Take a look at the Company Profile to find out how we can help deliver innovative, inspiring and
sustainable solutions that set new standards and benefit our customers, the environment and
society as whole.
RECRUITMENT PHILOSOPHY
Ramboll is an equal opportunity employer.
We recognize the importance of having the right people working for us to achieve our
organisational goals. Our recruitment and selection processes are designed to attract and retain
the best candidates.
All our recruitment decisions are based on valid, practical and measureable approaches that
ensure hiring on the basis of merit. This means hiring the candidate whose qualifications best
meet the requirements to do the job and allow them to excel in their choice of profession.
Our workforce embraces diversity. This is manifest in the multi-cultural mix of our business unit
and in other Ramboll offices across the globe. This diverse mix allows us to look at problems
from a variety of backgrounds to present the most considered and well-rounded solutions.
Ramboll also believes in promoting from within wherever possible, ensuring a transparent and
consistent recruitment process. We want our people to grow with us, to become ambitious
leaders who understand our business, our history and our expertise. Ramboll engineers share

7. their knowledge and technical expertise across the world, not only with each other but with
clients and partners.
Our recruitment process demonstrates our commitment to our values of trust, fairness, diversity,
excellence, creativity, collaboration, efficiency and responsiveness.
Company overview
University of Denver is a private institution that was founded in 1864. It has a total
undergraduate enrollment of 5,758, its setting is city, and the campus size is 125 acres. It utilizes
a quarter-based academic calendar. University of Denver's ranking in the 2017 edition of Best
Colleges is National Universities, 86. Its tuition and fees are $46,362 (2016-17).
Recruiting Philosophy
The University of Denver recognizes that to fulfill its mission it requires a diverse group of
highly qualified employees – educators, researchers, administrators and support staff. To ensure
that the best possible candidate is identified for every open position the University supports a
recruiting program that:
1. Provides support to managers at every stage of the recruitment and hiring process.
2. Supports a consistent, systematic hiring process to eliminate the possibility of
discriminatory actions.
3. Ensures that all applicable affirmative action and equal opportunity laws and practices are
met.
4. Utilizes tools that reach the broadest possible range of diverse candidates.
5. Supports the University's retention efforts in the areas of compensation, benefits, training
and development.
6. Provides quality services, to hiring managers in a timely fashion to ensure the process is
both effective and efficient.
7. Requires appropriate due diligence in the review of candidate's background to ensure a
workforce that is both highly qualified and a proper fit to the University's culture.

8. Overview
Embl Founded in 1974, EMBL is Europe’s flagship laboratory for the life sciences –
an intergovernmental organisation with more than 80 independent research groups covering the
spectrum of molecular biology. It operates across five
sites: Heidelberg, Hamburg, Grenoble, Monterotondo
Recruitment philosophy
Responsibility
By ensuring that we select the most suitable person for the job at the right time and on the basis
of relevant skills.
Professionalism
By following a clearly structured and equal selection process for each applicant.By carrying out
interviews by trained staff.
Diversity
By taking actions to attract applicants from under-represented areas or areas of skill shortage.
Transparency
By making the recruitment procedure as open, fair and consistent as possible.By documenting
the process and providing relevant information to all applicants.
Efficiency and effectiveness

9. By having clear and efficient hiring processes and procedures that effectively serve hiring
managers and applicants.
Overview
Raya IT’s data center offering is a total solution that offers organizations a professional way of
operating and maintaining its IT networks by consolidating several IT rooms all over the
organization into one data center. The solution increases companies’ human resources utilization
by saving all redundant resources assigned to several IT rooms into few people in charge of one
data center:
 Consultancy and Design.
 Data Center Site Preparation.
 Data Center Implementation.
 Data Center Assessment.
 Cable Management Systems.
 ICT Infrastructure.
 Cabling passive solutions.
Raya Recruitment Philosophy
We strongly believe that every individual has the capability of acquiring knowledge and learning
new skills, as well as developing their maximum potential given the right working environment,
appropriate training and support.
One of the key responsibilities of the Human Resources function is to recruit high potential
calibers while considering the knowledge, skills, abilities and competencies necessary for the
job. All members of management play a significant role in identifying and attracting potential
candidates in the local and global market place.

10. Our talent resourcing program will concentrate on attracting suitable and potential candidates
through positioning our company as the “employer of choice”. This positioning will be the result
of successful implementation of our corporate human resources philosophy.
Decisions concerning the selection and placement of candidates have as much weight in the
success of the business as the decisions concerning product and service quality, customers and
revenues. Our staffing process will emphasize the need for excellence and strong customer focus.
The ability to make the right selection decision is based on having a complete understanding of
the knowledge, skills, abilities and competencies each job requires. A thorough detailed set of
selection criteria must be developed for each position and a competency based interviewing
program consistently implemented which identifies candidates who possess Raya’s core values:-
Team Work
• Respect for People
• Customer Focus
• Excellence
It is Raya’s policy to always search for talents within our employees for candidates who fit the
selection criteria for any new position before considering external candidates.
The growth of Raya depends on having a strong pool of talented employees who will give the
company a competitive edge in the vigorous market. Hence, a primary goal of the Human
Resources function is retaining our employees.
All employees will be equally treated and we will exert extra efforts to identify, develop and
retain our employees in every region we operate in.
Overview
In 1976, Lloyd Dorfman opened our first Bureau de Change on Southampton Row, London,
setting up what has become the world’s leading foreign exchange specialist.

11. We trade in over 80 currencies and do business in over 50 countries. Our customers can find us
online and in over 1,500 stores, including all the major airports. We have over 1,250 ATMs
around the world. We also take care of foreign currency services for partners including banks,
supermarkets and travel agencies, extending our reach to over 100 countries and 20,000
locations.
Recruitment Philosophy
Travelex recognizes the importance of having the right people working for us to achieving our
organizational goals. Our recruitment and selection processes are designed to attract and retain
suitable candidates.
Travelex only recruits and selects people who demonstrate an alignment with our company
values and philosophy. Because recruiting decision has a major impact on our business, we take
the time to make thorough selection decisions.
Overview
Corona Crewing SRL is organized as a standalone crewing company duly authorized by the
Romanian Naval Authority (RNA) since June 2012. Corona was established as a logistic and
legal necessity towards Romanian specialized marine and offshore labour force recruited and
employed by Corona Crewing clients worldwide.
The pool of experienced offshore and marine professionals as well as the graduates seeking a
career worldwide chooses Corona Crewing for the personalized recruitment services.
The company, specializing in temporary and permanent staffing solutions, seeks talents for its
clients being determined to provide the most responsive customer focused staffing and crew
management services. Our clients rely upon Corona Crewing due to our high responsiveness,
commitment consistency, communication alignment and motivation to support the development
of individual careers and offshore and maritime businesses sustainability.

12. Corona Crewing provides best manning solutions for proper vessel or rig as a result of managing
a large and comprehensive database of highly qualified personnel.
Corona Crewing provides tax free services for candidates and strives to remain an affordable
business partner for its clients by practicing fair prices.
Recruitment Philosophy
Corona Crewing attracts and retains best in class staff, seafarers and offshore personnel. It has
been proven that best business results our clients report are based on having the right people in
the right spots. Corona Crewing selects people who naturally align to our company values and
philosophy. The thorough selection decisions are based on proven
professionalism and efficiency seconded by honesty and intelligence. Recruitment decisions
are the beginning of a most rewarding relationship Corona Crewing develops both with the
candidates and clients.
Outstanding professionals team up with Corona Crewing to take advantage of the opportunity the
company provides to prove their work market value. Corona Crewing nurtures quality in the
business relationships it develops and is determined to identify, assess, recruit, train and coach
best professionals, and presents to the clients only the appropriate candidates matching the
requirements of each position to be filled in. The long term relations both with the staff and
client companies is based on the outstanding services Corona Crewing provides.
Trust is a constant feature of Corona Crewing communication process, as depicted in agency’s
best practices guidelines: the company concludes all its commercial agreements in such a manner
that any misunderstanding is avoided and all details in respect of scope, time and costs,
assignments such as coaching, human resources audit, search, and training are included.
Transparency is Corona Crewing operational signature as it helps both candidates and clients to
better understand all processes with best possible business results.
Apar Industries Limited, founded by Late Shri. Dharmsinh D. Desai in the year 1958 is one
among the best established companies in India, operating in the diverse fields of electrical and
metallurgical engineering. Over the ensuing years it has evolved to be a US$ 850 million
diversified Company offering value added products and services in Power Transmission
Conductors, Petroleum Specialities and Power & Telecom Cables.

13. Recruitment Philosophy
We believe in building a ’Powering Ahead’ organization by empowering competent and actively
engage employees with unlimited learning and growth opportunities.
Apar believes in grooming business leaders for the present and the future. This belief forms the
basic philosophy behind the company recruitment process, which leads to the creation of pool of
human capital having the same vision, mission, and organizational goals.
Our hiring philosophy too is in line with our corporate vision and mission statement focusing on
the Passion, Vision and Courage in our talent pool.
The goal is to attract, nurture, engage and retain the best-in-class talent for the job. Identifying
the right talent, training and developing them are the pillars of our talent management process. It
enable employees to make positive career moves, which leverage their strengths and focus on
areas of development as they prepare for leadership roles.
All selection procedures are systematically conducted with defined criteria, corporate policies
and procedures and strictly based on the candidate’s merit and suitability to the job role.
At Apar we make sure that all positions are manned by proficient individuals who have the
requisite skills, competencies, knowledge, experience, qualification & right attitude to perform
them effectively and efficiently. A combined force of existing talent and induction of fresh blood
helps the company to be competitive in the face of increasing business complexities.
webuild Staffing specializes in the recruitment of professionals within the construction,
engineering and environmental industries.
Webuild has more than 20 years of experience staffing organizations that are responsible for
infrastructure development, engineering and the environment. We are considered one of the
nation’s leading staffing agencies that is dedicated to providing high quality, industry specific
technical professionals in exceptional employment opportunities throughout commercial and
governmental organizations.

14. Recruitment Philosophy
Building organizations one exceptional professional at a time…
The construction, engineering and environmental industries are all built upon projects. Whether
you are working as a Construction Manager, Engineer, Environmental Scientist, Biologist, Land
Planner, Real Estate Professional or the many associated technical and support personnel your
career and skills have advanced around the projects you have been associated with.
Working with a recruitment firm who understands the evolution of your career and the
significance of the projects that have built your expertise is of key importance.
Webuild’s recruiters focus their efforts on finding the most highly qualified individuals in the
marketplace and qualifies those candidates based on specific organizational requirements, one
candidate at a time.
We feel an individual organizations future success depends not only on the skills an individual
will bring to an organization, but also the impact that candidate will have on day 1. Only after a
thorough screening and qualification of candidates do we forward along the most qualified and
available candidates for an individual opportunity. Candidates that we feel are best suited to your
organizations culture, needs, requirements and long term organizational success.
Recruiting…
We strive to build long term partnerships with our clients; learning about organizational needs,
projects, personnel and growth initiatives. Over time through our activities we develop a
customized recruitment methodology tailored specifically to an organization’s needs. Allowing
us to achieve rapid results in matching potential candidates to the requirements of an
organization unmatched in the industry today.
THANKYOU…..