IBS-GURGAON

Recruitment and Selection

Project Report

Submitted to: Prof. Shalini Khandelwal Submitted by: Abhishek Vas histha Aman Ratnasamy Anurag Khandelwal Ritika Malhotra Soumya Rajan

11/23/2010

RECRUITMENT According to Edwin B. Flippo, recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:
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A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selec tion, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Purpose

and

Importance

of

Recruitment:

The Purpose

and

Importance

of

Recruitment are given below:  Attract and encourage more and more candidates to apply in the organisation.  Create a talent pool of candidates to enable the selection of best candidates for the organisation.  Determine present and future requirements of the organization in conjunct ion with its personnel planning and job analysis activities .  recruitment is the process which links the employers with the employees.  Increase the pool of job candidates at minimum cost.   Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will

leave the organization only after a short period of time.    Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting

techniques and sources for all types of job applicants. PROCESS OF RECRUITMENT: The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:  Identifying the vacancy: the company. These contain: Posts Number Duties to to of be be filled persons performed The recruitment process begins with the human

resource department receiving requisitions for recruitment from any department of

Qualifications required  Preparing the job description and person specification.  Locating and developing the sources of required number and type of employees (Advertising etc).  Short-listing and identifying the prospective employee with required characteristics.  Arranging the interviews with the selected candidates.  Conducting the interview and decision making

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making

SOURCES OF RECRUITMENT: Every organisation has the option of choosing the candidates for its recruitment

processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other,

promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment.

SOURCES

OF

RECRUITMENT

INTERNAL SOURCES: is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three Transfers, promotions and Re employment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex -employees provide unsolicited applications also. Internal recruitment may lead to i ncrease in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met th rough internal recruitment. Hiring from outside has to be done.

Advantages of Internal Recruitment:     Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting i n'. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. Internal promotion acts as an incentive to all staff to work harder within the organisation. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'.

Disadvantages of Internal Recruitment:    You will have to replace the person who has been promoted An insider may be less likely to make the essential criticisms required to get the company working more effectively Promotion of one person in a company may upset someone else.

EXTERNAL SOURCES: External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labour contractors, recommendations etc.

 Employment at Factory Level This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.  Advertisement It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.  Employment Exchanges There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ

people through such exchanges. Now -a-days recruitment in government agencies has become compulsory through employment exchange.  Placement Agencies There are certain professional organizations which lo ok towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.  Educational Institutions There are certain professional Institutions which serves as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions, is called as Campus Recruitment. They have special recruitment cells which helps in providing jobs to fresh candidates.  Recommendations There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient.  Labour Contractors These are the specialist people who supply manpower to the Factory or Manufacturing plants. Through these contractors, workers are appointed on contract basis , i.e. for a particular time period. Under conditions when these contractors leave the organization, such people who are appointed have to also leave the concern . FACTORS AFFECTING RECRUITMENT: The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and

external forces affecting recruitment function of an organisation are:

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Internal Factors : The internal factors or forces which affecting recruitment and can be controlled by the organisation are :

 Recruitment Policy: The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.  Human Resource Planning : Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also

helps in determining the number of employees to be recruited and what qualification they must possess.  Size of the firm: The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.  Cost of Recruitment: Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for eac h candidate.  Growth and Expansion: Organization will employ or think of employing more personnel if it is expanding its operations.

External Factors : The external factors which affecting recruitment are the forces which cannot be controlled by the organisation. The major external forces are:  Supply and Demand: The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.  Labour Market: Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.  Goodwill: Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up.  Competitors: The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitmen t policies according to the policies being followed by the competitors.  Political-Social-Legal Environment  Unemployment Rate

RECENT TRENDS IN RECRUITMENT: The following trends are being seen in recruitment :
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OUTSOURCING: In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms.

The outsourcing firms help the organisation by the init ial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make availab le personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services.
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POACHING/RAIDING: Buying talent (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can attract talent from anot her firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

INTERNET RECRUITMENT: The buzzword and the latest trends in recruitment is the E-Recruitment . Also known as Online recruitment , it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organisations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e -mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The internet penetration in India is in creasing and has tremendous potential. According to a study by NASSCOM Jobs is among the top reasons why new users will come on to the internet, besides e -mail. There are more than 18 million resumes floating online across the world. The two kinds of e-recruitment that an organisation can use is  Job portals i.e. posting the position with the job description and the job specification on the job por tal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation.  Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available. Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organisations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, experience, payroll etc.) of the job.

Job sites provide a 24*7 access to the database of the resume s to the employees facilitating the just -in-time hiring by the organisations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references thr ough the passers-by applicants. Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments.

Online recruitment techniques

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Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.

E-recruitment should be incorporated into the overall recruitment strategy of the organisation.

A well defined and structured applicant tracking system should be integrated and the system should have a back -end support.

Along with the back -office support a comprehensive website to receive and process job applications (through direct or online adver tising) should be developed.

Therefore, to conclude, it can be said that e -recruitment is the Evolving face of recruitment.

SELECTION The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision ma king, conveying the decision and the appointment formalities. Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecti ng right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. Recruitment v/s Selection: Both recruitment and selection are the two phases of the employment process. The differences between the two are:
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The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.

Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

Who Makes The Decision: In some companies there will be a personnel o r human resource specialist who will undertake most of the sifting and short listing. It is very important that the line manager/supervisor for the job also be involved, both at the job and person specification stage and at the interview stage. The final s election will thus normally be a joint decision, except in those very small companies where only a line manager/supervisor is available to do the recruitment of staff. Gaining the commitment of the immediate manager/supervisor by involving them in the selection process can be vital to ensuring that the new employee is settled successfully into the organisation. It may be useful both for the candidates to see the environment in which they would be working, and, if they are to be part of a team, for the curre nt team members to meet the candidate . SELECTION PROCESS: Since the selection process of every company in todays world is somehow different with others. But generally the Employee selection Process takes place in following order 1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Prel iminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2. Application blanks - The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 3. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Mor eover

the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interview er. Problems In Interviews:
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Snap Judgements Negative Emphasis Halo Effect Biases and Stereotyping Cultural Noises

5. Medical examination - Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee ab senteeism. 6. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

Recruitment and Selection at Indian Oil

IndianOil recruits bright and professionally qualified people for its executive cadre. It follows a mix of open and campus recruitment. For open recruitment advertisements are published in leading national dailies. Interested candidates meeting IndianOils requir ements can apply online. Applications are then scrutinised and checked for eligibility. The candidates meeting the criteria set by IndianOil are then called for a written test. Based on their performance in the written test, they are further called for gro up discussion/ group task and interview. For campus recruitment, IndianOil visits the IITs, NITs and other reputed technical institutes of the country for recruiting final year engineering students, and prominent business management institutes for final year MBA students. It also recruits Chartered Accountants from various centres of the Institute of Chartered Accountants of India (ICAI). A. Qualifications a. The prescribed qualifications are a minimum of 65% marks in Engineering or Business Management from recognised institutes b. Pass class as declared by the respective Institute for SC/ST/PH candidates in the qualifying Degree examination c. Only full-time regular courses from recognised Indian universities/ institutes are considered d. For Boiler Operation En gineers (BOEs), the requirement of minimum 65% marks in the qualifying Engineering Degree examination is not applicable Engineering Disciplines: Bachelors Degree in Engineering /Technology from the following branches are generally considered: i. ii. iii. iv. v. vi. vii. viii. Chemical, including Petrochemical/ Polymer Engineering Mechanical [excluding Production/Industrial] Engineering Electrical Civil (Excluding Construction/ Structural) Instrumentation & Control Metallurgy Computer Science Fire Engineering.

Boiler Operation Engineer (BOE): i. ii. iii. Bachelors Degree in Engineering/Technology in Electrical or Mechanical with Boiler Operation Engineer's Certificate (1st Class proficiency) Minimum two years, post-BOE experience in the operation of large size thermal power plant having a coal/oil/gas fuelled boiler Period of experience relaxed to ONE year for SC/ST candidates

Business Management a. Master of Business Administration (MBA) or its equivalent 2 -year Post-Graduate Diploma in Marketing and Finance b. Master of Business Administration (MBA) or its equivalent 2 -year Post-Graduate Diploma with specialisation in Personnel Management & Industrial Relations c. Master of Business Administration (MBA) or its equivalent 2 -year Post-Graduate Diploma in Human Resource/Master of Social Work It may be noted that recruitment from all branches of Engineering or Business Management or BOE does not take place every year. B. Age Limit a. Not exceeding 26 years for Engineers/Graduate Apprentice Engineers (GAEs)/ Management Graduates (HR) and 28 years for BOEs as on 30th June of the year of joining IndianOil b. Relaxation in upper age limit by 5 years is extended for SC/ST/Ex -Servicemen applicants, 3 years for OBC & 10 years for physically handicapped persons C. Health

Pre-Employment Medical Guidelines Prospective candidates seeking employment with IndianOil may please see the pre employment medical guidelines and criteria for physical fitne ss.

D. Selection Process i. For open recruitment, the selection methodology comprises - Written Test (objective type consisting of two parts - General Aptitude and Discipline Knowledge), Group Discussion / Group Task and Personal Interview for assessment of different facets of knowledge, skill, attitude and aptitude Candidates will have to pass through each stage of the selection process successfully before being adjudged as suitable for final selection Candidates applying for BOE discipline wil l not be required to appear in the written test

ii. iii.

E. Execution of Service Bond i. All the selected candidates, irrespective of open or campus recruitment, will have to execute a bond of Rs.1 Lakh (Rs.25,000/ - for SC/ST/OBC & PH candidates) giving a commitment to serve the Corporation for a minimum period of three years from the date of joining

F. Concessions / Relaxations
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Reservation of posts for SC/ST/OBC (non -creamy layer) /PH (degree of disability 40% or above) as per Go vernment directives Age relaxation by 5 years for SC/ST, 3 years for OBC and 10 years for PH candidates Age relaxation by 5 years for candidates domiciled in Jammu & Kashmir between 1.1.1980 and 31.12.1989 Age relaxation by 5 years for Ex -servicemen & Commissioned Officers (including ECOs / SSCOs) subject to rendering minimum 5 years military service and fulfilment of other conditions prescribed by Government of India Exemption from payment of application fee for SC/ST and PH candidates. Minimum standard of 65% marks in the qualifying Degree Examination is relaxed to pass class for SC/ST/PH category candidates Reimbursement of 2nd Class rail fare by the shortest route, to outstation SC/ST & PH candidates provided the distance travelled is not less than 3 0 km. (Candidates opting for examination centre other than the centre nearest from mailing address are not to be paid TA.)

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Remuneration Minimum CTC at Grade A (Entry Level)

Sr. No. Remuneration Components 1 Basic Pay *

Unit % p.m. p.a.

Rs. 23000 276000 51060 138000 82800 98118

2 3 4 5

Dearness Allowance (IDA) (as on 1.7.09) Perks & Allowances (Max. admissible upto 50% of BP) House Rent Allowance (HRA) - for Metro

18.5% 50% 30%

Superannuation benefits (upto max. of 30% of BP+DA) 30% (includes PF, Gratuity, Post -retiral Medical & Pension) Total CTC (in Rs.) Performance Related Pay) Metro city (Excluding

645978

Rs. in lac 7 Performance Related Payments % age BP

6.50 of 40%

Supera(Max. admissible subject to conditions) ** 8 Total (in Rs.) - Metro Performance Related Pay) city (6+7) (Including

110400 756378

Rs. in lac * Basic pay is provisional and under finalisation

7.60

Perks and Perquisites Car purchase advance immediately after induction training - Rs. 2.65 lakh (@ nominal interest of 2.5%) Computer and furniture at home (provided by Company) House-building advance after 5 years of service - Rs. 12 lakh (@ nominal 5% interest). Insurance cov erage for house is also provided at nominal 0.5% Almost unlimited medical benefits and nomination facility at best of the hospitals across the country for self and dependents Opportunity to avail of full fee reimbursement (up to Rs. 3 lakh) for part -time MBA programme at best of the institutes in India Individual performance -based incentives Life-time medical care: Post -retirement medical benefits Holiday Homes facility during service & after retirement Nominated hotels facility on tours / leave

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Apart from attractive scales and perks, IndianOil provides its employees many facilities and welfare measures, which are continuously upgraded. The medical facilities extended to the employees are rated amongst the best in the country. Apart from fully equ ipped hospitals at refinery townships, the Corporation has also nominated hospitals at various locations to meet employee needs. Holiday homes at select locations throughout the country help employees and their families unwind. Induction In a bid to facilitate the induction of a fresh recruit into the IndianOil family, all new recruits are imparted induction training. The induction programme consists of a Corporate Module as well Divisions-specific module. These modules provide not only a macro view of th e business and endeavours of IndianOil but also a micro insight of its various functions. A unique blend of classroom training as well as field visits helps fresh entrants understand the grassroots working of the organisation. Believing in the power of enr iched experience, these training modules also provide ample opportunity to the officers for interacting with the senior management, including Directors on the Board through open sessions.

Recruitment and Selection Process at HSBC

The selection of external recruits consists of the following steps: 1. CV-Online form Potential candidates interested in joining the bank are required to complete the CV -Online electronic form. 2. Application Evaluation The Human Resources department evaluate s all incoming applications, against prerequisite abilities and skills set for all current openings. All applications are kept based on strengths and specialization, for future reference. 3. Ability Tests Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal, English and psychometric, when deemed necessary. 4. Capability Based Interviews To ensure that our recruitment process is fair and consistent, all candidates who are successful at the exams are invited for a capab ility based interview. Interviews are based against capabilities, required for each position for which the candidate is interviewed for. A capability or competency is an ability described in terms of skills & behaviours that are essential to effectively pe rform within a job. 5. Reply Letters At all stages of the process candidates are kept informed of the status of their application with an email reply letter. 6. Job Offer If a candidate successfully reaches the final stage, a position offering is made in conjunction with a competitive reward package.

Recruitment and Selection at Ford Motors

Understanding how ford hires

Ford looks for applicants to:

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Foster functional as well as technical excellence Own working together Role model our Ford values Deliver results

Fords hiring decisions are based on an objective evaluation of ones skills, experience and competencies. A brief explanation of their proces s will help in understanding what they are looking for and what one should expect. A straightforward process Recruitment at Ford Motor Company is designed to be straightforward yet thorough, as well as personal. Initial recruiting typically begins onl ine. Their website is designed to provide you with information about the Company, career programmes and vacancies, and what its like to work there. After youve applied for a specific job, your application will be reviewed and your skills, experiences and competencies will be assessed against thei r selection criteria. The exact selection process will vary depending on the role. However, if they find your application meets their criteria, they will invite you for an interview, most likely by telephone, followed by an invitation to an assessment centre .

Where the applicants shall be interviewed in detail and further selection steps shall be applied to find out the required candidate.

Recruitment And Selection at INTELNET

Process Selection Intelenet has a unique process selection tool that has been highly beneficial to organisations that want to outsource business processes. Use of this tool allows for:
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Transparency in selecting the process Selection of processes that will benefit by the offshoring initiative Identifying processes that are not yet ready for remote processing In addition, a Process Prioritisation Matrix is charted. This evaluates the as is health of the process in the context of:

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People Process Infrastructure Technology Each of the above processes is assessed and evaluated in detail by their domain experts on a scale of high, medium and low, which is then translated into objective scores. The overall score represents the A s Is health of the process from an offshoring perspective and indicates the feasibility of offshoring the respective process.

Recruitment & Training Intelenet believes that one of the critical success factors for delivering value to their customers and achieving success is the quality and caliber of people that are recruited. Hence, they try ensure recruitment of people with the right skills for specific processes. Job profiles of potential employees are defined using the following key criteria:
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General competencies, education, experience, understanding of industry sector, defined by the client Communication skills Competencies as per level of criticality towards delivery of company goals Commitment to understanding and delivering to client expectations and critical success factors for the project Commitment to the values and mission of Intelenet and our clients At, Intelenet, we hire for attitude and train for skills Rigorous testing and interview processes are used for every level of recruitment, which include domain tests, psychometric testing, technical & operations interviews and Voice & Accent Assessment. Background checks are conducted for all employees irrespective of the level at which they enter. In addition to assuring themselves of the quality of people they hire, this check also ensures that they can be confident about fulfilling the security and confidentiality requirements of clients. Training Once employees with the right set of skills have been recruited, the right training is provided which ensures adaptation/alignment to the client and organizational requirements. Different Training methodologies are applied:

Operations Training: Process Training, Voice and Accent Training, Culture Acclimatization, On The Job Training, Continuous Trai ning programs based on performance feedback from the Production and Quality Assurance teams. Learning & Development: Employee Growth Programs, Personality Development, Communication Skills etc.

Bibliography
www.wikipedia.com www.naukrihub.com www.managementstudyguide.com www.personneltoday.com Howard Business review ICFAI HR Review www.fordmotors.com www.ioc.com www.hsbc.com