The document outlines Deloitte's recruitment process, highlighting the company's status as a leading global professional services firm. It discusses both internal and external recruitment sources, including employee referrals and campus placements, as well as the various stages of the recruitment process, such as resume shortlisting, interviews, and assessments. The use of technology in recruitment is emphasized, along with the recommendation for candidates to enhance their communication and problem-solving skills.

1. Recruitment
Process in Deloitte
Presented to:-
Prof. Jean Saldanha
Presented By:-
Arushi Sharma 17BSP3304
Alwin Sunny 17BSP0282
Vinay Nehra 17BSP3162
Navya Chawla 17BSP1671
Sana Abbas 17BSP2417
Khushboo Kumari 17BSP1272
Suyash Aggarwal 17BSP2933
Rahul Chaudhary 17BSP2100

2. About the
Company.
 Deloitte is one of the "Big Four" accounting
organizations and the largest professional
services network in the world by revenue and
number of professionals.
 Deloitte
provides audit, tax, consulting, enterprise
risk and financial advisory services with more
than 263,900 professionals globally.
 In FY 2017, the company earned a record
$38.8 billion USD in revenues.
 Punit Renjen is the current CEO of deloitte.
Mr. Hitesh Kumar Dewani
Mr. Jitender Tanwar
(HR Transformation)

3. What is
Recruitment?
The process of generating
pool of people from which
qualified candidates for job
vacancies can be chosen.
This process makes a wider
pool of talent available for
better choice.

4. Sources of Recruitment
in Deloitte
 They use both internal and external sources of
recruitment.
 Deloitte tries to identify employees from within the
organization to be groomed to take on higher
responsibilities.
 This type of internal recruitment maybe in the form
of as follows:
 Transfers
 Promotions

5. External Sources of Recruitment
 Advertisements
 Campus Placements
They have tie ups with various institutions and colleges from wherein they hire freshers and
henceforth train them and help them to enhance their overall performance.
 Employee Referral
And the most commonly used external source is Employee Referrals and in case of referrals
it has a greater preference for experienced employees rather than for freshers. The number
of freshers hired as employees by the means of referrals are negligible.

6. Resume
Shortlisting
 Grammatical errors, Physical Appearance
 Academic Qualifications
 Experience
 Dependence on Urgency
1. If Urgent, Mismatch of profile is done.
2. Notice period of 60 to 90 days are simply
disqualified if requirement is not urgent.
 Passed through various hierarchy technological
experts who may have better knowledge of the
concerned technology

7. Recruitment Process
Telephonic Interview
Aptitude Test
Personal interview
Final Interview
HR interview

8. Type of tests
 Cognitive- Aptitude Test
 English Language- Pearson Versant
Software to check the fluency,
comprehension and the
grammar(Everything about the language
is judged except the accent)
 No psychometric, physical ability, medical
tests are conducted.
Note:- For Freshers Generally tests are conducted

9. Error in selection
This generally doesn’t happen as the whole
recruitment process consists of a lot of steps
which are sufficient to select the right person for
the right profile.

10. The Joining
IT DEPENDS ON THE REQUIREMENT OF THE
EMPLOYER.

11. Use of Technology
“Everything is Digitalized now,
from beginning to end during
the whole process.”
 The skype interview
 Job Tests Software's
 LinkedIn, Facebook for
reference check to know
about the overall
behavior of the person

12. CONCLUSION
 Huge process is involved
 External and internal sources of recruitment
 Employee referral and campus recruitment- mostly
done
 2-3 levels of resume shortlisting
 Various tests like cognitive and English language
 Everything depends on the urgency of the work
 Suggestions- Improving the communication skills,
Analytical thinking, Problem solving, convincing
power and above all the hardwork is just inevitable