The document discusses the recruitment and selection process of IT companies. It describes the key steps in recruitment, which includes attracting potential job candidates and selecting suitable individuals. Some factors that influence recruitment are internal factors like company policies and external factors like the labor market and economic conditions. The selection process involves steps like screening interviews, application forms, testing, interviews and reference checks. The document provides examples of selection practices at companies like Siemens and PepsiCo and describes the recruitment process and eligibility criteria at IBM for internship and other programs.

1. Submitted ByGaurav GuptaRajesh BanerjeeRam KishorePawarMBA July 10’IILM-Business SchoolRECRUITMENT AND SELECTION PROCESS OF AN IT COMPANYFriday, July 08, 20111

2. INTRODUCTION TO HRMThe 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.Recruitment is distinct from Employment and SelectionFriday, July 08, 20112

3. RECRUITMENTThe means of attracting them towards the organization before selecting suitable candidates for jobs.Recruitment is only one of the steps in the entire employment process.Friday, July 08, 20113

4. FACTORS AFFECTING RECRUITMENT2) EXTERNAL FACTORS •Supply and Demand factors•Unemployment Rate•Labor market conditions•Political and legal considerations•Social factors•Economic factors•Technological factors1) INTERNAL FACTORS •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 expansionFriday, July 08, 20114

5. RECRUITMENT RELATION WITH OTHER FACTORFriday, July 08, 20115

6. SELECTIONSelection is the process of picking individuals who have relevant qualifications to fill jobs in an organization.The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidatesFriday, July 08, 20116

7. STEPS IN SELECTION PROCESSFriday, July 08, 20117

8. RECEPTIONTo create a favorable impression on the applicants’ right from the stage of receptionFriday, July 08, 20118

9. SCREENING INTERVIEWGenerally planned by large organizations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selectionFriday, July 08, 20119

10. APPLICATION BLANKApplication blank or form is one of the most common methods used to collect information like—•Personal data (address, sex, telephone number)•Marital data•Educational data•Employment Experience•Extra-curricular activities•References and RecommendationsFriday, July 08, 201110

11. SELECTION TESTINGAttempts to asses intelligence, abilities, personality trait, performance, simulation tests . Some of the commonly used employment tests are: •Intelligence tests•Aptitude tests•Personality tests•Achievement testsFriday, July 08, 201111

12. SELECTION INTERVIEWInterview is the oral examination of candidates for employment. The most essential step in the selection processInterviewer matches the information obtained about the candidates through various means to the job requirements.Friday, July 08, 201112

13. MEDICAL EXAMINATIONCertain jobs require physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc.Medical examination reveals whether or not a candidate possesses these qualities.Friday, July 08, 201113

14. REFERENCE CHECKSOnce the interview and medical examination of the candidate is over, the personnel department will engage in checking referencesCandidates are required to give the names of 2 or 3 references in their application formsFriday, July 08, 201114

15. HIRING DECISIONThe line manager has to make the final decision now – whether to select or reject a candidate after soliciting the required information through different techniques.Friday, July 08, 201115

16. SELECTION PRACTICES OF RENOWNED COMPANIESSiemens India– It uses extensive psychometric instruments to evaluate listed candidates. It also prepares a personality questionnaire to understand the candidate’s personality.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.Friday, July 08, 201116

17. RECRUITMENT PROCESS OF IBMFor a student, the process begins with sending the resumes, through the Campus TPO's(Training and Placement Officer).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.Friday, July 08, 201117

18. ELIGIBILITY CRITERION OF IBMInternship ProgramISL has an Internship Program wherein students interested in doing their engineering projects for a period of 6 monthsExtreme Blue Program It is a premier internship for top notch students pursuing software development degreesCAS(Centre Advance Study) 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) programYou should have a minimum aggregate of 70% in Engineering (till the last semester till which the exams have been declared)However, for all IITs, IISCs and colleges in Maharashtra, a minimum aggregate of 60% is enough.Friday, July 08, 201118

19. Friday, July 08, 201119THANK YOU