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IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE POST GRADUATE DIPLOMA IN B USINESS MANAGEMENT BY LOPAMUDRA MANGARAJ FP57/076 PGDBM 2005- 2007
Summer Project Report: Recruitment process in TeamLease TEAMLEASE INDIA’S LARGEST STAFFING SOLUTION’S COMPANY Acknowledgement Page 2 of 46
Summer Project Report: Recruitment process in TeamLease Declaration I hereby declare that this project on ‘Recruitment Process in TeamLease’ is an origi nal and bonafide work carried out in partial fulfillment of the requirement of P ost Graduate Diploma in Business Management course in Indian Business Academy. I also declare that no part of this project has been published earlier or has bee n submitted as a project for any degree or diploma for any institution or Univer sity. ………………………… Lopamudra Mangaraj PGDBM 05- 07 Indian Business Academy Bangalore- 52 Page 3 of 46
Summer Project Report: Recruitment process in TeamLease Certificate This is to certify that Ms. Lopamudra Mangaraj of Indian Business Academy, Banga lore has completed 50 days of the project titled “Recruitment Process in TeamLease” in partial fulfillment of the requirement for the award of Post Graduate Diploma in Business Management and has submitted the project report. To the best of my knowledge, this project work is original and is not any part of any earlier work by Lopamudra Mangaraj or anybody else. This report has not been the basis for t he award of any degree or diploma by any university or any other institution. ……………………….. Mr. Manish Jain CEO- Indian Business Academy Bangalore Date……………….. Page 4 of 46
Summer Project Report: Recruitment process in TeamLease Certificate This is to certify that Ms. Banga lore has completed 50 days of the project titled “Recruitment Process in TeamLease” in partial fulfillment of the requirement for the award of Post Graduate Diploma in Business Management and has submitted the project report. ……………………….Indian Business Academy Bangalore Date………………. This report has not been the basis for t he award of any degree or diploma by any university or any other institution.. Prof. Subhas Sharma Dean .. Lopamudra Mangaraj of Indian Business Academy. To the best of my knowledge. this project work is original and is not any part of any earlier work by Lopamudra Mangaraj or anybody else. Page 5 of 46 .
Mr.. Page 6 of 46 . ………………………. this project work is original and is not any part of any earlier work by Lopamudra Mangaraj or anybody else. This report has not been the basis for t he award of any degree or diploma by any university or any other institution.Summer Project Report: Recruitment process in TeamLease Certificate This is to certify that Ms.Indian Business Academy Bangalore Date……………….. Rony Kurien Mentor. To the best of my knowledge. Lopamudra Mangaraj of Indian Business Academy. Banga lore has completed 50 days of the project titled “Recruitment Process in TeamLease” in partial fulfillment of the requirement for the award of Post Graduate Diploma in Business Management and has submitted the project report.
to give me this opportunity to do my summer internship in the com pany. Ms Sunita and Mr. Ms Mohana.Kavitha Reddy. all……… Page 7 of 46 . Finally I thank Ms. Wasim for all the discussions that I had wi th him which made my mind clear and to get my thoughts on the right track. I am grateful to Mr. Thank you. Thank you. Vice-President.Rasiq to have made my tenure a pleasurable experience and made my life easier in TeamLease. Thank you so muc h for being my friends. Vikas for alw ays guiding me. I thank Ms.Suman Srinidi for extending all possible help whenever I neede d it. Jasp reet Bali and Mrs. TeamLease BPO IteS Division. Neha. for being a thorough professional and correcting me wherev er I made mistakes.Summer Project Report: Recruitment process in TeamLease Acknowledgement I will remain highly indebted to Ms. Mr. I owe this wonderful experience of corporate life to her. I thank my Team leader and my project guide Mr. Flavia. I thank Ms.Arvind Christo to have guid ed me in my endeavor. Naveen and Mr.
.1 s…………………………………………………….1.2 Vision of the company……………………………………………….3 Benefits for Associates…………………………………………………10 4.2 Match the JD he candidate 4.1 Services to the BPO-IteS industry………………………………………6 3. Methods or Tec 4.ii Proj s inception……………………………..Summer Project Report: Recruitment process in TeamLease Acknowledgement……………………………………………………………….4 Handle reject candidates 5.2 Implementation – Sourcing……………………………………………..13 4. Interview………………………………………………………………….10 3.4 2.1 Ty Table of Contents Page 8 of 46 ...6 3.5 2...3 Strategic b CE and Team……………………………………….2.i Executive Summary……………………………………………………………..2..2.14 5.1 Analyze the CV 4.
Summer Project Report: Recruitment process in TeamLease 6.3.3 Paraphrase 8.1 Candidate Inf Brief Summary………………………………………………………………20 10. Questioning…………………………………………………………………17 6.21 11..2.20 8. SWOT Analysis…………………………………………………………….3 For Database………………………………………………………………. Ch Page 9 of 46 .1 Devise interview question…………………………………………………1 st and MTI 8.
The reason is not too difficult to guess—as organizations focus on their core business strengths in a highly competitive environment.Summer Project Report: Recruitment process in TeamLease Executive Summary A “temp” is a temporary worker with an organization who is on a third-party (staffin g company) payroll. Sourcing the candidates suitable fo r the given job profiles is the core activity of recruitment and is a comprehens ive and complicated process in itself. Temp Staffing or Flexi Staffing. When India is emerging as an economic superpower. the report also takes a broad overview of th e BPO-IteS industry as a whole and the future and challenges of Temp Staffing wi th regards to this industry. It not provides employment but also adds to the national gross inc ome of the country. the different amendments in law have been discussed. The manpower for the latter is provided by the employee leasing c ompany. The contracts can range from three to six months. it is necess ary to deal with the problem of unemployment. Page 10 of 46 . This is where temp staffing plays a major role. the non-core functions a re outsourced. and there are no hassl es normally associated with recruiting and retaining people. This project report tries to comprehend the scope and the difficulties involved during the recruitm ent process in a Temp Staffing Company. this constitutes the prime objecti ve of this report. which is a vital part of the r ecruitment process is thoroughly dealt with. Sourcing. thus making it globally competent. Other than this. has hug e scope in India. A well-accepted norm in global companies. Hence. The temping business has received a major setback d ue to the rigidity of the existing labour laws. In recommendation. many large Indian organizations are now hiring a part of their workforce from employee leasing fir ms.
Achievements: During my training I was asked to source for client companies like REUTERS. ORACLE. HP. Putting them through an initial interview process Shortlisting potential candi dates and sending them to the concerned company for the final HR round. During the tenure of the project I learnt to put the candidates under asses sment tests and took the initial rounds of interview. Project Methodology: The following methodology was • • • • • The client company’s requirement was received. Sourcing the candidates from the job portals and databases . Cos-B and Mphasis. salary. All necessary data regarding the c mpany..3 candidates for Tech al rounds. job profile. shift timings and assessment tests were gat hered and understood.3 candidates for Inbound voice process 2 c t Mphasis………………………..Summer Project Report: Recruitment process in TeamLease Project Objective: To understand the scope. ORACLE……………………….2 candidates offered. None Cos-B………………………….. Candidates were interviewed and then potential candidates were shortlis ted. HP……………………………. difficulties and methods of recruitm ent in a Temp Staffing Recruitment Firm with on-site training in sourcing for the cl ient companies. 1 candidate for International voice 1 candidate for Domestic voice Page 11 of 46 . rewards. Project Overview: Rigorous sourcing was undertaken to understand the recruitment process. Following were the candidates who were converted into final offers: REUTERS…………………….
” The fact that India is emerging a s the back-office of the world and that our BPO-ITES industry is estimated to gr ow by around 65 % year-on-year is not taken too well by trade unions  and oth ers in developed countries from where jobs are coming to India. Will India’s BPO industry be able to turn the ti de in its favour despite the controversy? And at what cost? Fame comes at a pric e. as opposed to the £5-£10 per hour charged for the same work in the UK.Summer Project Report: Recruitment process in TeamLease 1. three of the country’s biggest trade unions have come together to fight the loss of jobs to India. The unions fear that if BT outsources its service sector jobs to Ind ia. then the competition would also be forced to follow suit. “The solution to labou r shortages is more children. German agitators h ave been running a sustained political campaign against the German green-card sc heme for a while now. employees of local call centers h ere are worried about their jobs. facilities and operation management and legal services. Klein Inder!” which roughly translated means. Even as investme nts in the BPO-ITES industry are increasing by the day.com Page 12 of 46 .   Source: Nasscom survey 1999 about ‘booming industries in India.25 per hour. not more Indians. In a scenario where India  offers manpower at £0. banners and placards dem anding a ban on outsourcing of jobs to India are increasingly visible. Introduction: It’s a hot topic of discussion—while US senators debate the pros and cons of outsour cing back-office work to countries like India. And being the fastest-growing and most cost-competitive outsourcing destinati on could sometimes elicit responses like the slogan popular with some Germans ag itators: “Kinder. In the UK .expres scomputers. its clear India is a more viable base to do routine back-office work like finance and accounting.75-£1. The main reason for all this negativity is that India is p erceived as a direct threat to the livelihood of the average citizen of these co untries. Source: www. especially British Telecom’s move to open a huge call centre in Bangalore.
quality orientation among the Indian companies and are well appreciated . many of whom look at it as a career. Scope.Availability of skilled w orkforce.outsourcing to India has helped companies to achieve 40-50% cost saving Resource pool. Bank of America or a Hewlett Packard are examples of Captive Operations. • Geographical position. • IT track record. 1.the IT industry success story has positioned India as high potential market in comparison with other countries. The most common examples of the BPO-IteS industry are Call centers and Back-office outsourcing.Summer Project Report: Recruitment process in TeamLease Call centers in India ty pically attract graduates. as opposed to th e West where many employees see it as an in-between-jobs option. The key drivers for off-sho ring and the India value proposition are: • • Cost. Companies like American Express.5 hrs ahead of the eastern time in US and the time difference adds to the project management and true round the clock ope rations. Page 13 of 46 .India has over 2 million English speaking graduates passing out of the Universities every year and the Indian students have greater technology awarene ss. Captives units account for over 60% of the total revenues in the Indian BPO-IteS industry. so that firms i n the West have no option but to outsource to India. The project management skills. Dell. the survival strategy advices that the only way to end the debate is for B PO firms to provide high-quality services at competitive prices. While this coul d spell good tidings for those who have invested millions in the Indian BPO indu stry. Captive Operations – Captive players are subsidiaries of the parent group catering to inhouse requirements or its own op erations globally.1 Broad Industry Classification: Business process outsourcing (BPO) or IT En abled Services (IteS) is leveraging of technology or specialist process vendors to provide and manage an organization critical and/or non-critical enterprise pr ocesses and applications.India is 10.
some of the attractive verticals are: • • • • • Banking & Finance Insur ance Pharmaceuticals Software & Hardware Telecommunication Page 14 of 46 . independent Third Party Service Pro vider (TPSP) started 9-10 years later. and IBM Daksh are some of the early TPSP’s in India. l ow value.4 Key Verticals of the Industry The outsourcing potential is across multiple i ndustry verticals. Companies like Wipro BPO. Hewlett Packard.2 Industry Facts • • • US contributes about 60% of the market Voice processes are high volume. Third Party service Providers – Followed b y the Captive who came to India in the 1990’s. They worked with companies who were eithe r small or not too keen on setting up captive operations.g. some of the specific op erations in Dell. 1. enabling clients to outsource the a ctivity for a better cost and service. Siemens. E. 247 Customer. The TPSP focused on th e non-core functions and built-in expertise. 1. IBM. Manpower & Alternate manpower Lo wer conversion rates Training Employee Retention 1.3 Some Industry Challenges • • • • Demand v/s Supply.Summer Project Report: Recruitment process in TeamLease Shared Services Centers – Shared Services are similar to the Captive but the only difference is that the s ervices are for the internal requirements of the company and its employees only. Wividus (Wipro Shared Services Division). I CICI One Source. faster migration Non-Voice processes are low volume. high value and lo nger migration.
Hospit lity. 2. Kolkata. Delhi. Railways Manufacturing – Automo tives Logistics. As India’s faste st growing employer. talent. with 48. TeamLea se believes in ‘open door’ concept to build its relations with its employees. Hyderabad. The working knowledge of BPO-IteS has enabled TeamLease to develop a superior s ervice offering.1 History of the company since its inception: TeamLease started in September 2001 and operational activity kicked off in April 2002 as an HR Outsou rcing Services provider specialized in Temping services and related staffing sol utions. TeamLease services its clients pan India with offices in major 19 cities – Banga lore.000 empl oyees across India. the company has been hiring one employee every hour since i ts inception. It had witnessed an average em ployee growth of 123% over the last three years. 1. Mumbai and Pune amo ng others. Projected growth rate for the l atter half 2005-06 was likely to touch 44 %. The company reached an employee base of 2400 in its first year of operations.000 employees on its payroll placing it among the top 25 private sector employers. providing a range of people solutions to its client partners . Kochi. Chandigarh.800 last year. Utility Transport – Airlines. [Refer to Exhibit 1] Page 15 of 46 . tourism.Summer Project Report: Recruitment process in TeamLease • • • • • • Retail Services. 5300 in 2003-04 and 14. The organizational structure is quite a flat structure. The TeamLease team compromises of p rofessionals from the HR field. Consulting background and the BPO-IteS industry. It is India’s largest staffing solutions company with 48. Chennai. TeamLease – The Company TeamLease Services Pvt Ltd is India’s largest staffing solutions.
3.1Staffing: the staffing SBU comprises of the I.Summer Project Report: Recruitment process in TeamLease 2. The Client Servicing Team plays impo rtant role from the time the Client is on board. Client management and Associate HR administration and the key roles CS focuses on. The Client Servicing Team Business Developmen t is the first level of contact for the corporate on the Temping Staffing front.Kavitha Reddy. It covers all the major locations and industry verticals like IT. Engineering and Retail. The fact that it is o nly two years old in this industry and is already leading it. mapp ing of industries and functional verticals. Ready WORKFORCE and Team ReadyWORKFORCE is the BPO-IteS Staffing Solutions Division of TeamLease. Bank ing & Finance. Manufacturing.2 Vision of the company To be India’s Largest Private Sector Employer by 2007 2. 3.3. market intelligence. Vice president. Business Development Team and II. pronounces the com mitment and the managerial capabilities of the owners of the company.3 Strategic Business Units 2. BD team is responsible f or tracking of competitors and new corporate entrants. CS ensures that delivers based on the SLA’s. 2. Focused ap proach with continuous investment to enhance operational and delivery standards by embracing Global Best Page 16 of 46 .2Sourcing: The Sourcing SBU is responsible to source professi onals with respect to the human capital needs of various organizations across al l levels. and has built in a sustainable single windo w solution model to address specific need of the industry. In addition to continuously tapping into new accounts. headed by Ms. The Temping Practice is re sponsible for sourcing candidates for temp openings created by the Staffing SBU.
the company does not indulge in heavy marketing.1 Services for BPO-IteS IndustryThey bring in: Pan India pres ence Integrated single window solution Domain expertise in BPO-IteS Industry ver tical Substantial pre-screened Database Guaranteed turn-around-time Quality proc esses Page 17 of 46 . The age old theory of s atisfied customer means more customers and more credentials to the company.Summer Project Report: Recruitment process in TeamLease Practices and Technology had enabled ReadyWORKFORCE to attain the leading position in BPO-IteS HR Outsou rcing space. Marketing Strategy of the ReadyWORKFORCE Division: The marketing strategy is quite simple and straight. Keepin g this fact in mind. Now th e company employs at least 200 employees in the IteS division alone. Financial Overview of the ReadyWORKFORCE Division: The ReadyWORKFOR CE division had only twenty odd employees when it started two years back. The annual turnover of the ReadyWORKFORCE division is in cror es. TeamLease has already acquired the position of a global leader in the field of Temp Staffing Solutions. hold very true here. This stagge ring figure stands testimony that the BPO-IteS division has been growing ever si nce its inception. 3. it does not go in for rigorous marketing strategies. The company believes that in th is field the best marketing strategy is the ‘word of mouth’. It has a subtle strategy where it believes that the corporate will be the forti tude which will bring in more business and fame. Since it i s not in its nascent stage. A monthly target of 8 lakhs rupees is undeniably met. The company’s revenue la st year was Rs 150 crore and this was expected to increase to Rs 350 crore in th e current financial year.
Equal importance is given to all our stages with activitie s defined for each stage.trial period to permanent staffing. Associate and TeamLease Manage HR Administration.1. This is shown below: Page 18 of 46 . Initialization. Temp-to-permane nt staffing option.HR. are temporary workers who are deputed to various compan ies who prefer to outsource their HR operations. The duration of a temporary job is three to nine months. and Operations & Rel ationship Management. The ‘associates’ work for the compa ny they are assigned to but are on the payroll of the staffing or the temp leasi ng company. IVR) to Associates. long term and part time assignment. Some of the important characteristics of temping recruitment are as follows Recruit as per C lient requirement and assign them to Client or Transfer candidate identified by client on to TeamLease Co-employment relationship between the Client. Web. Payroll and Regulatory activities Temp s taffing options. Clients & Associates Self service suite (email.Summer Project Report: Recruitment process in TeamLease Infrastructure and techn ology Web interface.1 Temping ‘Temps’ or ‘associates’.Candidates. A much defined process s pans into four distinct stages.short term. There is a unique methodology that TeamLease adopts to render the service. Payroll & Benefits info TeamLease Ecosystem 3. Transition.
Summer Project Report: Recruitment process in TeamLease ! " #$ % " & # Diagram 1. Temping Stages in TeamLease’s temping service Page 19 of 46 .
( * Diagram 2.( ( ( * + .( ( * .2 Recruitment The ba se of all HR function is recruitment.1. It builds the workforce that leads a compa ny into progression. Hiring the right person for the right job is very important task. ( . Three phases of Recruitment service followed by TeamLease Page 20 of 46 . . * ) ) " . There are three distinct phrases that TeamLease follows which is shown in the diagram: ( * + ) ( .Summer Project Report: Recruitment process in TeamLease 3.( * ( * .
Training facilitation. Reduce HR Administration cost and time involvement Performance appraisal co-ordination Feedback and mentoring sessions with the Associates base d on feedback.3 Benefits for Associates Candidates referred to as ‘associates’. outsourcing the basic functio ns like recruiting becomes a common thing. The need for flexi staffing is on dem and and in such a scenario.Summer Project Report: Recruitment process in TeamLease 3. policies and manual Professional assistance for employee related issues Professional orientation and HR support Portable an d comprehensive employee benefits Accurate and timely payroll services Part of a professional employee outsourcing organization o With presence across India o 4 8.Need analysis.000+ member family Page 21 of 46 .Managing short-term & temporary business n eeds Access to a talent pool on required skill sets. Screen candidates for perma nent employment. program development and coo rdination Comprehensive Regulatory & Statutory compliance Management reports and MIS 3. The services that they receive from TeamLease are Focuse d employer and employee communication Skill upgrade – Training and Development Str uctured Induction Employee handbook. are also on the advantageous side. ReadyWORKFORCE renders these services to its Clients Focus on delivery of specialized activity/functions Manage unexpected business d emands/manpower Staffing flexibility.2 Benefits for Client As business these days grow on a confounding rate.
radio. arranging interview s. Page 22 of 46 . For this purpose. For managerial.1. campus recruiting is an extensive exercise. Indirect Method These methods involve mostly advertising in newspapers. furnishing space and providing student résumés. professional and sales personnel. Pertinent information about the processes of the company would also help you analyze CVs a nd find the right candidate. The pl acement office usually provides help in attracting students. before the interviewer arrives.1 Preparation 4. employees’ contacts with public and manned exhibits. Fundamentally there are two distinct steps of r ecruitment and each is a comprehensive process in itself. recruiting firms. websites. Methods or Techniques of Recruitment Direct Method These include sending recruiters to educational and professional i nstitutions. in trad e and professional journals. Most college rec ruiting is done in co-operation with the placement office of the college. c arefully prepared brochures describing the organizing and the job it offers are distributed among the students. Professional Organizations: The se organizations maintain a pool of human resource for possible employment. Companies advert ise when qualified or experienced personnel are not available from other sources . ‘raiders’ and pirates by organizations who lose personnel thought their efforts. man agement consulting firms. friends and relatives. This can be done by reading the corporate website o r calling the company for further information or using your own network and find out the ‘work culture’. state agencies and placement offices of colleges.Summer Project Report: Recruitment process in TeamLease 4. They are discussed bel ow: 4. technical magazines and brochures.1 Know your client Learning about companies is valuable because knowing what a company values will help an agent to assess the candidates better. Third Party Method These include the use of commercial or private employment a gencies. Thes e firms are also called ‘head hunters’.
An updated job description is essential for a good selection interview.1. it helps to motivate and mould the sui table but reluctant candidates to attend the interview. A good job description covers at least 4 elements of the job. [Refer to exhibit 3] Page 23 of 46 . working condition and hazards”. It is concerned with the job itself a nd not the work. it becomes easier to assess a resume bas ed on these parameters. their core values. then he can decide what kind of person he/she would need to d o it. Sometimes the job specification is already prepared and given by the clien t along with the job description. when one is equipped with such vital informati on about the company and the job profile. Moreover. the job of the agent becomes e asier. responsibili ties and requirements of a particular job.2 Analyze the Job De scription (JD) A job description is a written record of the duties. it tells us ‘what is to be done’. it refers to a summary of the personal characteristics required for a job. It helps one to explain the nature of work to the pros pective candidate properly without any over or under commitment. the client company and the agent on the same platform. This also helps to put the candidate.Summer Project Report: Recruitment process in TeamLease This will help one to kn ow about the history of the company. Once the agent know s what the job is. In such a case.3 Prepare a Job Specification (JS) It is a written record of the requirement s sought in an individual worker for a given job. duties. ‘how it is to done’ and ‘why’. They are as follows: [refer to exhibit 2] • • • • Accountabilities/ Responsibilities/ Duties Dimensions – leve l or size of responsibility Framework – where the job fit in the organization? Rel ationships – with whom does the position holder interact? 4. In other words. the benefits employees can enjoy and the career growth chart. When one has knowledge about these vital parameters. It is a statement describing the job in such terms as “Title.1. their clients and proces ses. loc ation. In other words. 4.
i t is very important to have a clear understanding of the requirement of the clie nt company.Summer Project Report: Recruitment process in TeamLease The job specification is for the benefit of the employees working in TeamLease.2. It is ready reference to check on the requirements that one needs to keep in mind while sourcing for the different clients. 4. So urcing involves logging on to a job-portal and doing a search for the potential candidates. It makes sure that all the questions that a candidate has reg arding the profile or the credibility of the company are satisfactorily answered . It is human nature to generally omit the negative points while crea ting a resume or to exaggerate the achievements. When the search is generated. It is also difficult being m onotonous in nature. The procedures involved are discussed below. The recruiter must have all knowledge about the company he/she is ab out to source for. They are discussed below: 4 . Sourcing is defined as the process wherein the recruiter creates a pool of pot ential candidates to fill up a position. Mainly four steps are involved in Sourcing. Though most of the time people are truthful while forming their resumes. Page 24 of 46 . It makes the whole task easier and more convenient.2 Implementation – Sourcing Sourcing is the most of all recruitment activities.listing a candidate.1 Analyze the Curriculum Vitae (CV) : Now is the time to scrutinize the candi date’s resume. A good CV is one which is precise and presentable. Even before starting sourcing . A recruiter needs to be self-motivated to do the job. The s ourcing takes place in different levels and in all the verticals of the industry . It is the first step of recruitment. It should contain all details of education and work experience should be arranged in reversed chronological method so as to emphasize on the mo st recent one. then comes the most critical part of s ourcing. Analyzing a CV helps in short. others can hide or not mention things that can portrait a negative picture of them.
There is an individual interview of the recruiter and the candidate. 4. A lot of things get clear during an interview.Summer Project Report: Recruitment process in TeamLease 4. now it can shortlisted. A face to face tal k with the candidate ensures that the recruiter evaluates the candidate on terms of attitude.4 Handl ing the rejected candidates: It is very important how a recruiter manages the rejected candidates.2. I n this way not only the recruiter helps the candidate to correct itself but also helps in creating an association with them which is so very vital in the servic e industry. The candidate may have an explanation for it.2 Match the JD and JS: When a CV has been analyzed and is considered as a good one. the next step is to match it with the job description. Such a candidate is then called in for a f ace-toface interview. It is necessary to match it with the profile given by the company. These are the criteria for selection.2. It is impo rtant to make the candidate where his lacunas are and what can he do about it.2. Page 25 of 4 6 . On the other han d if he is lying.3 Shortlist the candidate: Once the CV has been matched with the job description and matched with the job s pecification. then he can be cross-questioned about this. Some of the object ives of interview are: • To get an opportunity to judge an applicant’s qualification s and characteristics as a basic for sound selection and placement. Matching it with the JD gives an idea if the person will be able to serve well in the position or not. The JS gives the details of the desired skills and the mandato ry skills. confidence and communication. 5. Interview Interviews determine if a potential candidate will be a finalist and if he shall suit the job. 4. Next it is important it with the j ob specification. In this interview the candidate answers the questions the recruiter a sks to be sure that the candidate would suit the profile of the job. The gaps that seem in the resume are also questioned.
Summer Project Report: Recruitment process in TeamLease • • • • To give an applicant ess ential facts about the job and the company you are recruiting for. The complexity of the interview depends on the complexity of the job. in a telephonic interview he has to eve n sharper. 5. This in turn helps the recruiter to judge that if the candidate would be suitable for the job or not. 5. To promote goodwill about the company whether interview culminates in employment or not. All the interviews are not conducted for all the job profiles. Listening to the words used and their tone used gives immense message s about the candidate. The nature of the job determines which of these interviews would suit best. We shall now discuss the telephonic interview which is very instrumental in selecting a p otential candidate in TeamLease. The sound. To establish a rapport.1 Types of Interview • • • • • • Patterned or Structured Interview Non-structured interview Depth or Action inte view Panel or Board Interview Stress Interview Telephonic Interview The above mentioned interviews are all conducted at various levels of the organi zational recruitment. Unlike the face-to-face interview where the recr uiter can read the non-verbal languages. the varying pressures that a prospective candidate uses while he/she speaks tells a lot about his/her attitude.2The telephonic Interview It is said that listening intently gives a good idea of what a person want to sa y and what a person does not say. intonations. Page 26 of 46 . To get a real feel of the candidate.
This helps in b eing professional and saves time to in approaching the right candidate. Page 27 of 46 .3 Call Script The call script is a pre-formatted method of calling up a candidate while approa ching them for the job. There are ba sically 6 steps involved in the call script. To use a call script. You must keep th e CV next to you and make notes while taking the interview. 3. Note: It is always advisable ne ver to over or under commit to a candidate and to never to disclose the client c ompany’s name. 4.Summer Project Report: Recruitment process in TeamLease As a recruiter. It could build false hope and under circumstances where the candida te is rejected. Must prepare a se t of questions that would match the JD. Do no t display any negative emotion during the interview. Never to over or under comm it anyone. he/she feels let down. It is professional and saves a lot of time. They are: START Step 1: Use a profe ssional greeting Step 2: Reach the Prospect Step 3: Introduce yourself Step 4: P rovide reference if Appropriate Step 5: State the purpose of call Step 6: Seek p ermission to continue END Step 1: Confirm Agreement Step 2: Check for Acceptance Step 3: Thank the candidate on a Positive note. 5. 2. The following st eps can be kept in mind while taking a telephonic interview: 1. one has to be completely prepared before taking a telephonic interview.
6. Basica lly.1 Devise int erview questions: Preparation in advance of an interview is essential if you are to make a successful hire. two rules are kept in mind when framing the questions that will indicate wh ether or not an applicant meets the requirements you established for the positio n: RULE 1: Ask questions that concentrate on the applicant’s past performance – to p ermit reliable assumptions about future success. RULE 2: Ask questions that rela te directly to at least one of your listed requirements to maximize the informat ion you will gain in the time allotted.1 General Questions: • • • • • • • Tell me abou ourself What do you about the company? What are your goals? What are your streng ths and weakness? What has been your most significant contribution in your colle ge/previous organization? Why should we hire you? How would your friends describ e you? Page 28 of 46 . Critical in the preparation process is the developme nt of interview questions that elicit tangible facts from all applicants. otherwise it will f eel like interrogation to the candidates.Summer Project Report: Recruitment process in TeamLease 6. Questioning It is very important to ask for permission to ask questions. it is advisable to ask easy questions first (the best things about their current situations).1. To start off with. 6. then ask about their problems and get them to expand on their answers.
[Refer to exhibit 4] Page 29 of 46 . for it wi ll turn into a stress interview instead. how successful have you been so far? Note: It is always advisable not to ask all these questions at one go. etc…? 6.3 Trick Questions: • • • • • You may be over-qualified for this position What would yo u look for if you had to hire people? If you had to change your educational stre am again. what would you do differently? What career options do you have at the moment? According to your definition of success. most likely he is n ot interested in the conversation anymore or he does not like what is being offe red to him. As a recruiter it is necessary to keep a watch for all these sign languages. 7.Summer Project Report: Recruitment process in TeamLease 6.2 Specific Questions : • • • How would you resolve a conflict in a project team? What was the most difficul t decision you had to make? Can you work under pressure. In such cases the recruiter has to take some counteractive measures and needs to change the direction of the conversation.1. If the candidate shows negative ge stures like shifting in the chair or looking here and there. They are reflex actions that we are not aware of.1. They are sig n language that let out so many secrets of the candidate regarding his attitude and his thought process. Body Language Gestures and body movements are unconscious forms of communication. The impo rtance to keep a watch on these non-verbal gestures is that it helps a recruiter to change the direction of the conversation. deadlines.
Grammar. Then the candidate is categorized into trainable or not trainable . The way he carries on a conversation and the direction in which he/she drives it. 8. his level of mother tongue infl uence and his proper use of punctuation marks comes in play. is the first hand information about th e voice and accent of the candidate.2 Assessment test A voice and accent test is condu cted wherein the degree of MTI of a candidate is checked. This helps in measuring the intonations and the pres sures he gives while he talks. Voice and Accent Calibration In times of globalization. 8. It is then he puts the candidates i nto other assessment tests. When he reads the passage. Most of the time the recruiter gets to know if the candidate fits in the job or not. But there are times when the recruiter may not be very sure about his assessments. 8 . what is more necessary is that one speaks in a global ly comprehensive language rather that in the popular accent of American. his pronunciation. That means the candidate should have a neutral accent.2. he/she is considered as trainable or not trainab le. Wh en the candidate is asked to read a paragraph.2.1 P assage Test A passage is give to the candidate to read from a book or a newspape r. Some methods used to test the candidate’s suitability for the process: 8. his voice is checked on the micro phone and is then recorded. Page 30 of 46 . Depending on the degre e of the MTI the candidate has. British or Australian. One of the major criteria in the BPO-IteS industry is the commun ication of the candidate which should be free from ‘Mother Tongue Influence’ or MTI as it is generally known.1 Individual Interview: The individual interview that takes place between a rec ruiter and the candidate in the first session of their meeting gives vital infor mation about the candidate’s soft skills.2 Voice test: T his test is usually done when the candidate is for a voice-based job profile.Summer Project Report: Recruitment process in TeamLease 8. If he has a neutral accent then he is a potential investment for the company.
7 being the highest and 1 being the lowest. his qualification.3 For Database 8. This rating sheet has about ten parameters. the candidate is sent to the client company for the last HR round or any other rounds of interview that he h as to attend. The candidate is also aske d to write an essay. the candidate is checked on his paraphrasing capabilit ies. A rating of 1-7 is given. This helps a recruiter to assess the thought flow of the ca ndidate. this is a good method. 8. [Refer to exhibit 5] 8. [Refer to exhibit 6] 9. If the candidate is hired by the client company on a temporary basis. then the cand idate is on the payrolls of TeamLease Company. But the recruitment mainly constitutes of the above mentioned meth ods.3 Paraphrase: Paraphrase is an important function in a voice based job. The rating sheet gives qualitative informat ion about a candidate as he/she scored on the different parameters a candidate i s assessed on in TeamLease.2. The job may have to ke ep repeating a call script or some information a number of times.2 Rating Sheet The rating sheet is attached to the candidate information sheet. The contract that he/she will sig n will speak about his rights and the details Page 31 of 46 . After he has been given the offer letter and told the joining date. The process of recruitment ends with hiring the candidate on a temporary or permanent basis. He has to fill up the necessary infor mation regarding his work experience. valid email id and phon e number and reference of at least five other people. all this information is stored as a database for the company. To avoid this. the candidate has to sign on contract papers with the temping company.Summer Project Report: Recruitment process in TeamLease 8. So when any recruiter leaves the organization or anybody needs to d o a reference check on any candidate after some time has passed. It then gets m onotonous. The candidate is rated based on these parameters.1Candidate Information Sheet The candidate information sheet is given to the candidate the moment he enters TeamLease. But most importantly.3.3. Brief Summary After all the tests the candidate has gone through.
4.India presence ( Across 19 cities) Weakness: 1. 2. Pan. in this case will take care of most of the employee related problems of the candidate. Pay is low even if it a ccording to industry standards. This is the reve nue for such companies. A strong client servicing team. The temping company. 2. The pe rformance of a recruiter depend much on the performance of the candidate. 3. 10. a part of t he candidate’s salary will go as billing for the temping company. 3. Very strict incentive plans. This is when the competencies of a recruiter is measured.Summer Project Report: Recruitment process in TeamLease about the job and this s alary and benefits. Brand nam e of the company. Strength: 1. The diverse strategic business units extending into FMCG an d BPO-IteS industry. Most par t of the work is done if a recruiter finds the right candidate who’s CV matches th e job profile of the client company but more importantly. SWOT Analysis A SWOT analysis of the company is given below keeping in view the different envi ronmental factors that affect an organization in general. It is crystal clear that sourcing the right person for t he right job is the core or the building block of recruitment function. A recruiter has to work under so many constraints like the candidates not turning up for interview or the dearth of sk illed candidates. Page 32 of 46 . Only i f the candidate is offered the job he/she was sourced for. Sharing of database internally among colleagues a nd externally with other temp staffing companies or recruitment firms. Therefore it is difficult to retain its employee s. 4. the recruiter is qual ified for incentives. As per the contract. it is a challenge for the recruiter to present the job in such a manner that will motivate the candida te to come down and attend the interview.
BPO industry is growing at a very fas t pace.Summer Project Report: Recruitment process in TeamLease 5. Challenges faced by Temping Companies 11. 11. 3. Opportunity: 1. The dearth of skilled candidates. 3. 5.1 Internal challenges: • • • Most of the candidates just see the BPO-IteS as a stop -over before actually getting on to their respective career. The mass sti ll trickles into the organized sector. So supply for skill up gradation does not meet the demand. Temps make more sense for snappy projects like handling Christmas sales or shor t-term data process job. employees still work in the same position with little hike in pay or a better j ob profile. 2. 4. Results in increased demand for temp and perm staffing. It is easy to reach the saturation point in this job easily owing to its monotonous nature. Attrition rat e in BPO sector is 30-40 % . makes temp staffing difficult. The freshers look at the temp job f or work experience and not planning to stay as a permanent employee. in eff ect. Some of them look a t it as a method to fill in the resume gaps. Exi sting Contract Labour Acts that do not recognize a company like TeamLease. The night shift timings do not attract a lot of young women to the industry. BPO-IteS is unorganized sector and demands at least graduates to do multi tasking. Even after 1-2 years. 6. Therefore is always a need to fill in positions. De arth of skilled candidates for the BPO-IteS sector has always plagued the indust ry. Threat: 1. 2. Page 33 of 46 . Students also tend to avoid these timings until they want to earn while they learn. This increa ses the attrition rate in the industry. Competition from other consultancies.
000 Rs 6. Number of temp staffers in 2003 Number of temp staffers at the beginning of 2006 Averag e compensation in 2003 Average compensation at the beginning of 2006 Potential s ize of temp market [Ref: Deccan Herald .3% o of total workforce. 000 above 1. The young worker who i s evidently concerned about the work-life balance does not appreciate this. temping jobs seem to be a viable solution for the companies looking forward to excel in the competitive market.27 yea rs of the workforce. As a recruiter. 9 and 10] In the fast changing global HR scenario.Rs 8.000 . Page 34 of 46 . 12. Indian companies are also no exception to this rule. companies irrespective of ind ustry and size are first catching up with the trend.20. 2006] 15. Though IT and ITES companies are the pioneers to adopt temping jobs. like TeamLease did.5% . 4th January. 11.Rs.Summer Project Report: Recruitment process in TeamLease • The pay in the BPO-IteS industry is good but personal life has to be compromised.2 External Challenges: • The Contract Labour Regulation and Abolition Act (1970 ) that does not recognize the temping practice In this case. 8. 6. The following points will g ive you a comprehensive idea of the growth of the temping jobs in India.DH Avenues. the temping compani es should take a stand. 20. Future of Temping in India Temping jobs are here to stay and rule the Indian HR market! [Refer to Exhibits 7.000 2. 000 Rs. • To s ome extent it restricts the pulling of female candidates for night shifts and th at being a major concern since women make at least a 45% of the total 18. one has to work against all these constrain ts and still emerge successful. 000 .000 . 5.
[Ref: Deccan Herald .DH Avenues. 20% hire temp staff on a tr ial basis before permanent employment. Recommendations 13. 39% to perform one-off ta sks. temporary staffing provides opportunities to millions of talented freshers and experienced candidates to work with big names in the industry. 59% to cover for leave vacancies. 63% companies hire temps to match the seasonal peaks in work load. According to industry studies f ollowing are some of the main reasons of temporary staffing. Letting the candidate recognize his incompetencies and helping him overcome it by doing simple everyday exercises will bring down t he chances of the candidate getting rejected in the final HR rounds in the compa ny. If the candidate is trainable in some of the parameters designed by TeamLease. With temporary staffing. companies can lease skilled employees in any function. the employers as well as the employees. While companies e njoy service of more people keeping the payroll in control. On the other hand. 4th Jan uary. it is recommended that the training takes pla ce at the first step itself. in any department without the liabilities associated with keeping permanent employees. employees get the fr eedom of working according to their convenience. 21% hire temporary staff for specialist skills.1 Internal: • Training is the answer for the most of the problems faced by the temp staffing companies like TeamLease. 2006] 13.Summer Project Report: Recruitment process in TeamLease The main cause behind th is surging popularity of the temporary staffing system is the fact that it is be nefiting both. Page 35 of 46 . Th e recruiters can do some amount of training after they have shortlisted the cand idate for a particular job profile. 6% companies use te mporary staffing to reduce wages. Training at all levels is imperative.
thereby allowing utiliza tion of temporary staffing in all functions and industries. The recruitment industry must be treated on par with the software & IT Enabled services. The labor la ws for contract employment need to be liberalized to enable increased employment . but also leads to increase in Sham consulti ng agreements in this industry. th e rate of temp job creations is significantly hampered primarily due to staffing companies not being considered as the Principal employer. India’s unemployment can be reduced by allow ing liberalized contract / temporary employment for knowledge workers. When they und ergo a training program for handling interview and gather knowledge about BPO-It eS sector in India. employin g around 2 million temporary workers. 7 of CLRA. As sta ted in the previous point. Ye t another key issue that is impeding the temp staffing industry growth is the re striction imposed on utilizing temp staff for Core and Perennial work. export earnings are bein g created through deployment of knowledge workers. This not only increas es the growth of unorganized sector. since in each of the above case. To avoid these. Page 36 of 46 . The largest private employer in US is a Temporary Employment company. Since the definition of Core and Perennial work is not clearly stated. The Recruitment industry help s to generate among the highest net invisible FOREX inflow on a continuing susta inable basis. Export earnings for the recru itment industry must also be covered under 80HHE of Income Tax Act. it is bound to get interpreted differently by different entities (appropriate governments). Unde r graduate and graduate students are a major source of candidates. this is hampering the employment creation significant ly. Today. it is critical for the Staffing Companies to be recognized as Principal Employer under Section 2g.2 External – Fighting for Rights The professional recruitment orga nizations have immensely contributed to the industrial development in all the se ctors including earning valuable foreign exchange.Summer Project Report: Recruitment process in TeamLease • The temping companies co nduct training programs at various levels in the educational institutional. The restriction (Sec 10 of CLRA) should be removed. it creates a reserve of good quality candidates in the marke t to source. 13.
Huma n Resources. we a re operating with a highly fragmented market with decentralized s processes. Medical. Due to over-regulation and under-supervision in our industry. which helped customers recognize strengths of the I ndian software professional. This would significantly shift compliance responsibility directly to the staffing company. This does not help either the employees or the employers especially in the case of staff working for a short period. 12 of CLRA). Recruitment Companies have contributed significantl y to it. If Service Tax has to be charged the go vernment needs to issue a clarification that the tax is on the service charges a nd not on the entire amount. the overall complianc e level is significantly low. Marketing. since any other interpretation would be suicidal to the survival of the nascent staffi ng industry. etc. irrespective of th eir employment tenure. EPF is to be deducted for employees from day one. This adds to the lack of transparency and encourag es high degree of corruption. This clarification is essential to avoid any ambiguity and litigation. Accountants. We would like to req uest the Government to consider deducting EPF only in case of employees working for more than 90 days. ERA will help build the Global Brand & Recognition for Indian knowledge workers from other professions Engineers. significant exports and FOREX earnings. In order to evade this situation. ERA can be the catalyst to replicate the software expor ts success to other professions for outsourced knowledge & R&D centers. it is also important that Service Tax for Int erim staff be done away with completely. As per the cu rrent rule. The Recruiting Indust ry should be exempt from Service Tax. a single-window National License for staffing companies should be created replacing the existing contract-by-contract registration (Sec 7. The seeds for the growth of Software Exports were provide d by "onsite body-shopping". Page 37 of 46 . Media.Summer Project Report: Recruitment process in TeamLease In today scenario. which includes the compensation paid to the Employe e. since it is contributing working towards t he government top priority of creating employment & reducing unemployment of the educated youth. To achieve the Government own objectives of s significantly en hancing employment in the country. helping create employment.
That it has taken a stand. is a very exhausting one.Summer Project Report: Recruitment process in TeamLease The productivity of the national employment service could be significantly improved through Private – Publ ic partnership. It not only needs the basic understanding of the client company’s need to fill the position in a period of time but it also requires the recruiter to be sensitive of the needs of the c andidate to find the right job for himself. No matter what. Page 38 of 46 . The focus now should be on the wider picture where the future of the BPO-IteS industry in India lays. s hould not rest just there. Meeting targets on your level dedicatedly is your contribution to the revenue generation of the company. 14. structuring and implementing the employment serv ice effectively and this in turn we believe would radically help improving produ ctivity. All this needs a great profundity of intellect. could help the public sector in planning. There are unwritten policies and standard operating procedure s that each employee has to abide to. To generate employment is one thing but to recrui t the right kind of workforce for a job is another thing. the real works starts now. During my tenure at TeamLease. The private sector with its expertise and experience. The one thing that got profoundly clear is that text books do not help in the actua l corporate world. It must be noted that these are merely topics of debate until something concrete is done. profit maximization is the core purpose of the existence of every business. the potential to generate immense emplo yment opportunity and stride towards a more competent India. The pioneers of the temping industry like TeamLease who has released a white paper on this topic. It is detail oriented in nature. Conclusion I conclude saying that the whole process of recruitment from a recruitment firm like TeamLease. I learnt to work as professional. The r eason why every employee gets motivated to do the job is because of the knowledg e that at that particular moment that particular recruiter was responsible for g iving job to these candidates.
The government should encou rage this ideology and do whatever is possible to extend the much needed help. There is a social obligation to this country in the bigger pict ure. A responsibility that certain enlightened minds have taken up – to reduce the level of unemployment in India and to make sure that the un-organized sector is recognized as a major employment generation sector.Summer Project Report: Recruitment process in TeamLease But there is a greater p urpose as to why concepts such as temp staffing were developed into companies su ch as TeamLease. it is the dream of every citizen of India to see this country stand wh ere it rightly belongs – At the TOP! Page 39 of 46 . A fter all.
Summer Project Report: Recruitment process in TeamLease 15. Page 40 of 46 . Exhibits Exhibit No 1. Organizational Chart of TeamLease Staffing Solutions Company.
Summer Project Report: Recruitment process in TeamLease Please Note: Exhibits 2 to 6 could not be shown here because they were exhibits from the Induction manual of the company. Refer to the hard copy for the exhibit s. Page 41 of 46 .
Page 42 of 46 .Summer Project Report: Recruitment process in TeamLease Exhibit No 7.
Page 43 of 46 .Summer Project Report: Recruitment process in TeamLease Exhibit No 8.
Summer Project Report: Recruitment process in TeamLease Exhibit No 9. Page 44 of 46 .
Summer Project Report: Recruitment process in TeamLease Exhibit No 10 Page 45 of 46 .
com Page 46 of 46 .expresscomputers.com www.com kpr@mafoi.Summer Project Report: Recruitment process in TeamLease 16.teamlease. Bibliography Human Resource Management – Gray Dessler Human Resource Managemen t – Aswathappa TeamLease White Paper on Labour Reforms email@example.com www.
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