Recruitment Process of an IT Organization

1. RECRUITMENT PROCESS
OF AN IT ORGANIZATION
-Eeshan Sidhartha
-Gurpreet Singh
-Kundan Singh
-Lalit Nayyar
-Shamik guha
Submitted to Prof. Suryatapa Kar

2. RECRUITMENT
Recruitment refers to the overall process of attracting, selecting and
appointing suitable candidates to a one or more jobs within an
organization, either permanent or temporary.
Depending on the size and practices of the organization,
recruitment may be undertaken in-house by managers, human
resource generalists and/or recruitment specialists.
The Process consists of Job analysis, Sourcing, Screening and
selection , Lateral hiring
The Approach may consist of In-house , Outsourcing ,On-campus
,Employment agencies ,Executive search firms or headhunter ,
Internet recruitment services

3. RECRUITMENT PROCESS WITHIN IT
ORGANIZATION
Process Inputs &
Outputs
Tooling
Process Activities
& Roles
Measures

4. HR Human Resources
C&B Compensation & Benefit
TA Talent Acquisition
TAT Turn Around Time
ProMesa Third Party Vendor for Security
Background Check verification
ACRONYMS USED

5. PROCESS INPUTS & OUTPUTS
REQUISITION
1. A requisition is opened based on the Business requirement and plan.
The Hiring Manager raises the requisition in My Jobs, and internal tool
used for recruitment process.
2. Once requisition if raised, approvals must be obtained per based on the
minimum approval matrix which is:
a) 2nd Level Leader
b) Executive Director
c) Finance Headcount Approver
d) Local Recruiter
3. Pending Requisitions will be cancelled automatically at 45 days.
4. Requisitions on hold (after being approved and opened) will be
cancelled automatically at 45 days of inactivity.

6. PROCESS INPUTS & OUTPUTS
REQUISITION contd…
5. Requisition opened is validated with a meeting between the Hiring Manager
and Recruiter to determine hiring strategy and confirms the interview team.
6. Hiring Manager will then notify the interviewing team and request for their
assistance.
7. Recruiter will then edit the requisition to update the internal and external
job descriptions and posting information based on sourcing strategy and
posting guidelines.
8. Recruiter will then post the requisition to appropriate job boards and social
media sites to begin sourcing candidates
9. Once all requested headcount has been filled the Requisition will be tagged
as filled and then closed automatically by the tool.

7. PROCESS INPUTS & OUTPUTS
RECRUITMENT PROCESS
Recruitment process involves sourcing of candidates thru different sourcing
channels, phone and paper screening of profiles, conducting test, interviews
and coordination till candidates joins the company.

8. Paper &
Phone
Screening
Candidate
Profiling &
Exam
Final
interview
Initial
interview
Job Offer
Security &
Backgroun
d Check
SELECTION PROCESS
Job Offer:
• Non-exempt:
o Present approved offer to candidate. Once offer is accepted, present onboarding packet to
candidate and endorse to ProMesa for Security Background Check
• Exempt:
o Recruiter will prepare the salary recommendation, using the Salary Recommendation Tool.
If salary recommendation increase is above 20% of base salary and 110% of the Comparative
Ratio in Market, approval of the HR Generalist, Compensation and Benefits representative,
Hiring Manager and TA Manager must be requested.
Candidate Paper Initial Final Interview:
& Interview:
Phone Profiling Screening:
and Exam:
Test All Upon Once application Administrator candidate receiving received candidate profile will facilitate from is received profile different candidate from from sourcing Recruiter, Test profiling Administrator, channels Final for Interviewer all will invited Recruiter
be reviewed and conducts
walk-by
in
applicants. Recruiter conducts the interview. and the Once candidate interview. Candidates candidate who Candidates that completes meets do not minimum that online pass meet the profile requirements the Final minimum in Interview E-Recruitment,
(qualifications mentioned will be
below)
will
candidate will be provided sent be invited to a will assigned feedback be for endorsed tests interviewer based and for interview.
on testing.
the by reason the Hiring for Manager rejection and for Final may Interview.
re-apply after
Candidates 6 Internals:
Analytical months. While Test that o do candidates Duration: not meet 25 that the minutes
pass minimum the interview qualifications will be may extended re-apply job
after 6
o months.
offer.
Check Total # eligibility of Questions: requirements 25
are met
o • Externals:
Passing Score: 13
Check re-hire eligibility (when appropriate)
• Grammar Test o Duration: 40 minutes
o Total # of Questions: 20
o Passing Score: 11
• Typing Test o Duration: 2 minutes
o Passing Score: 20 WPM with 97% accuracy
If candidate pass the exam, he/she will be endorsed for initial interview. If
candidate fails, he/she may re-apply after 6 months.
Once Offer is approved, it must be presented to the candidate. If candidate Declines, this
would mark the end of his/her application. If the candidate negotiates, TA may endorse new
salary recommendations to approvers. If candidate accepts, on-boarding packet is presented
and candidate is endorsed to ProMesa for Security Background Check.
Internal Movement:
All interested team members can apply for an open position through My Jobs. Tenure and
eligibility requirements should be met before applying for any IJP.

9. PROCESS ACTIVITIES & ROLES
ROLES RESPONSIBILITIES
Recruiter/TA Coordinate with the Hiring Manager to review and plan different hiring/sourcing
strategies
: Responsible for sourcing and conducting the HR interviews
: Coordinate with the Operations for Final Interview endorsements
: Prepares salary and extends job offer
: Endorse candidates for Security Background Check
TA Manager Approves salary recommendation for those with increase above 20% of base and
110% Comparative Ratio of Market
Hiring Manager Raises the requisition based on business need and requirement
: Drives the approval of the requisition
: Coordinate with Recruiter/TA the details of the hiring
: Approves salary recommendation for those with increase above 20% of base
and 110% Comparative Ratio of Market
HR Generalist Approves salary recommendation for those with increase above 20% of base and
110% Comparative Ratio of Market
C&B Manager Approves salary recommendation for those with increase above 20% of base and
110% Comparative Ratio of Market

10. ROLES (RACI)
Activity Recruiter
/ TA
TA
Manager
Hiring
Manager
HR
Generalist
C&B
Manager
Raising of
Requisition
C C R&A
Sourcing of
Candidates
R&A R&A I
Initial Interview A A
Final Interview I I A
Offer Approval R C&A C&A C&A C&A
Extend Offer R C I
Endorse for
R I
Security
Background Check
R:Responsible ; A:Accountable ; C:Consulted ; I Informed

11. TOOLING
My Jobs – Requisitions are created based business need due to addition or
attrition where the extension of Job Offer is reflected
E-Recruitment – Where the entire selection process, except the extension of
job offer, happens.
SRT (Salary Recommendation Tool) – Tool used to assist in creating/drafting
job offer.
IJP (Internal Job Posting) – Announcement of opening to all internal
employees.

12. MEASURES
The TAT for TA is calculated from approval of requisition to on boarding of
candidate.
It is calculated as follow:
Average number of Days (TAT) = on boarding date – MPR requested date

13. ?QUESTIONS

14. THANK YOU !