ASSIGNMENT

ON
Recruitment &
Selection
Process of
SUBMITTED TO SUBMITTED BY
Mrs. PREETI DUBEY Rakesh Soni
Narendra singhThakur
Pooja Singh Baghel
Romans soni
Rakesh Ranjan Das
Nilam Chouragade
 CONTENT
 Dabur pharma
 Company profile
 Company vision
 Recruitment process of Dabur pharma
 Selection process of of Dabur pharma
 Dabur pharma
Dabur Pharma Limited is the leading Indian
company for cancer research and anticancer
products.
Dabur Pharma Limited, a public limited
company incorporated in March 2003, is an
associate company of Dabur India Limited, a
US $ 250 million healthcare company founded
in 1884. Dabur Pharma Limited operates in
Europe and in some other markets through its
fully owned subsidiary- Dabur Oncology Plc.
The Dabur group of companies have a legacy
of trust and excellence in the healthcare
business.
 Company profile
Dabur Research Foundation, established in 1979, is a
premier research organization that focuses on
innovative products in the therapeutic segment of
Oncology. It also focuses on the development, through
extensive R&D, of new patented oncology drugs and
the manufacturing of generic oncology drug
formulations and active pharmaceutical ingredients
(API's).
Dabur Research Foundation has a well-established R&D
capability that has led to the development of a number
of significant anticancer drug molecules
Dabur Research Foundation has filed more than 130
patent applications worldwide with 40 patents granted.
Today more than 160 scientists are engaged in
research and product development at Dabur Research
Foundation.
 Company vision

dedicated to the health well

being every house hold
Recruitment Process
Selection Process of Dabur pharma

o Eligibility Criteria.
o Pre-Placement Talk.
o Written Test.
o Group Discussion.
o Personal Interview.
o Deliberations by the Company People.
o Announcement of the Results and
Issuing the Offer Letters.
 Eligibility Criteria.

 In its communication intimating the desire to

hold the campus interview, the company
specifies the minimum eligibility criteria. These
include the average percentage marks in
engineering, HSC and SSC, percentage marks at
each semester or the year, acceptability of live
or past ATKT, year down condition in the past,
etc. Some of the companies specify height,
weight and eyesight acceptability conditions
also. Only those students who meet the
eligibility criteria are permitted to appear for the
campus interview.
 Pre-Placement Talk
 The selection process generally
starts with the ‘Pre-Placement Talk’
(PPT) by the company executives, who
give information about the company.
This includes activities carried out,
organizational structure, volume of
business in terms of annual turnover,
expansion plans, working culture,
training scheme, bond if any, salary
structure etc.
 Questions are invited from the
students at the end of the PPT.
 Written Test.

 While some small companies go

directly for the personal interviews,
many prefer to administer a written
test to the candidates. The test
consists of ‘objective’ type questions,
and is usually for one to two hours. It
aims to test the knowledge of the
students in basic mathematics
including oral computing ability,
quantitative and verbal analytical
ability, English language, programming
skills (for software companies), quiz-
solving capability etc.
 Group Discussion.

 A topic (from any field – academic,

political, cultural, social, socio-economic
etc) is given to a group of about 6 to 12
candidates (qualifying in the written test),
who are asked to discuss it among
themselves. The aim of this exercise is to
identify who can speak on that topic
logically, has fair amount of knowledge, can
make an impact on the audience and in
short, is a good team member and a good
leader.
 Personal Interview
 During the personal interview, each
candidate is interviewed individually. The
interviewing panel generally consists of the
Technical Specialist and the Human
Resources Specialist. In some cases, there
is more than one specialist. Sometimes, the
Technical specialists interview the
candidate first, and then the candidate is
sent to another cabin, to be interviewed by
the Human Resources Specialist. A
candidate has to satisfy both the
specialists, to get selected.
Deliberations by the Company
People
 After the interviews of all the
candidates are over, the company
officials get down together, to
deliberate over their findings,
consolidate the results and prepare
the offer letters.
 Announcement of the Results
and Issuing the Offer Letters
 All the candidates interviewed are assembled
together, and the names of the candidates finally
selected are announced. Sometimes, some candidates
are told that they are ‘on hold’. This means that their
selection would be finalized only after the company
finishes campus interviews at all other colleges, and
only if some vacancies remain unfilled at that stage.
In the meantime a candidate kept ‘on hold’ is free to
appear for other campus interviews. The offer letters
are issued at the time of the announcement of the
result. In some cases, there are more rounds of
interviews at the company office, before the final
selection is made. In some cases, the offer letters are
sent later.