SUMMER INTERNSHIP PROJECT

TO UNDERSTAND THE INTERNAL RECRUITMENT PROCESS AT INSURANCE COMPANY (AVIVA LIFE INSURANCE) In Partial Fulfillment of Requirement of Degree of

Project Guide:

Submitted By: GURPAL SINGH

COMPANY PROFILE Coalescent was launched to provide quality consultancy in the field of Human Resource. Coalescent boasts of having top professionals from the field of HR to cater to requirements of customers who prefer quality. Our greatest assets are our people at all levels led by experienced and well qualified leaders. Our specialization includes placements of senior, middle and entry level professionals in the field of Pharmaceutical, Healthcare & Life-Sciences; Engineering, Process & Infrastructure; Fast Moving Consumer Goods (FMCG); Banking, Finance, Insurance, Engineering, Research & Development; Entertainment ,Media & Communication; I.T Enabled Services (ITES); Retail; Hospitality; Information Technology (I.T); Telecommunication; Automobile & Auto

Components.Coalescent uses innovative selection methods/tools to help get candidates with better fitment for the specified roles. Our employees are specially handpicked from the industry so that they understand the requirements of the customer better and we are able to provide better customer satisfaction. Our biggest strength is our strong referral program. We do not solely rely on the commercial databases but have strong alternate channels to get referrals. We have career guidance program which we offer complimentary to individuals.

VISION To be a company of standards offering business value through innovative and costefficient service delivery models to customers worldwide. We want to sustain our position as a premier staffing provider in India & North America. We are committed to maintain & build the sense of ethics & integrity by our culture & services with our clients, team members and partners.

MISSION We want to take care of our customers and employees and then profits will follow. We look forward to meet our strategic corporate objectives by way of maintaining our growth by at-least 60%.

It is our endeavor to create the largest placement company in the country with a global presence. We want to grow along with our partners and create a truly world class organization.

BELIEF Quality, integrity, transparency, compliance, customer satisfaction, giving value for money to our customers, wealth creation for our partners, team work, employee satisfaction, wealth creation for our employees, process orientation and working for the social cause

OURPEOPLE Having worked with companies like Wipro, IBM, Convergys and Genpact, our management teams have a proven track record. They amalgamate cross functional leadership with profound understanding, vision, strategic thinking, analytical skills & hands on experience of the business landscape in India & US. GLOBAL SERVICE DELIVERY MODEL It¶s the quality of people on which the success of any enterprise is placed. People are undoubtedly the most valuable asset to any enterprise. We understand that people shape an organization, sustain it and ensure its place in the corporate world. Our services aim at providing our clients with the greatest return on its staffing investment to help a company grow and manage change. We take the time to learn a client's specific hiring needs and corporate culture so that we can provide the most qualified talent ready to make a meaningful difference to their organization. Here we are demonstrating one of the effective workflow which will guide us through the full life cycle from receiving a request for assistance to being selected. We deliver prompt professional high-quality hiring solutions every time by obtaining leading edge talent that matches our clients' business goals and work environment.

ROADMAP TO PRECISION STAFFING MECHANISM Requirement: Upon initial request for hiring solutions. The time spent upfront defining the responsibilities. We also run a confidential background check which is administered & carried-out by our internal team of professionals. We evaluate success rate based on match of applicant and client's core values and corporate environment. Prescreen: We evaluate job-fit Index based on applicant's job compatibility and turnover risk. Accurate forecasting can be done of each applicant's potential for success. We conduct personal interviews to gauge intellectual level. we spend time with clients to understand the hiring solutions required. behavioral pattern. Verify: Structured and streamlined interview processes with standardized rating criteria and skills-based questions resulting in interaction between our client and . organizational goals and culture help attract the right talent and determine the best candidates based on prior experience and personality fit. By working on this practice. thought-process. requirements. stability. Our clients get a realistic preview of applicants' skills and abilities. Evaluate: Target job is simulated and potential job candidate is required to demonstrate the ability to perform critical job skills. interpersonal & communication skills. the applicants get a realistic preview of the job.

we help our clients throughout the offer negotiation process ensuring the needs of both parties are decently met. Hire: Detailed & written references for selected candidates are provided.applicant. We continue to follow up for the next year of the candidate's employment. Once the choice is made.T Pharma FMCG R&D . We help with the transition to the new position and stay in close-touch with our clients and the candidate to ensure satisfaction in the placement. It helps in evaluating job-related skills. experience. We can easily verify which applicants have the greatest potential for success. PROVIDE HR SOLUTIONS FOR Engineering Hospitality I. and abilities.

Media & Communication. They are aware of our business requirements and can help us differentiate in the marketplace . CLIENT TESTIMONIALS ³Coalescent HR has a very competent and talented management team. Hospitality. Entertainment . I.Media ITES Telecom BFSI Automobile OUR CLIENTS We are proud to associate as premier staffing partners to prominent companies in different verticals. Securities and Insurance (BFSI). Engineering. Healthcare & Life-Sciences. Fast Moving Consumer Goods (FMCG). Finance.T Enabled Services (ITES). Information Technology (I. etc. Retail. Automobile & Auto Components.T). Our diverse coverage on domains includes Pharmaceutical. Telecommunication. Engineering. Process & Infrastructure. Research & Development. Banking.

We look forward to successfully continue this relation.´ ICICI PRUDENTIAL ³Coalescent has effectively & dedicatedly worked on our requirements.´ STEEL INDIA ³Coalescent has helped us realize significant cost reductions in our staffing & recruiting costs and at the same time considerably improved the quality of the services we were providing to our clients at multiple locations´. HONEYWELL . We were able to staff adequate staff within a month to start a new project with our demanding client.with a focus on our needs.

many auto . Coalescent works with medium-sized companies. We¶ve created an innovative approach that applies the proven principles of SixSigma to the candidate screening process. Our data-driven approach helps reduce costs and speed up the hiring-cycle while improving the quality of hires and the experience of our clients.QUALITY THROUGH SIX SIGMA Methodical Selection Coalescent HR has a solution that meets that challenge better than its competitors. Technological Experience Coalescent HR is a full service staffing and recruiting provider offering full-time employee placement services as well as contract staffing for businesses in need of short term help.

Coalescent eliminates most of the common technical hiring mistakes and saves its clients hours of precious time.suppliers as well as Fortune 1000 companies representing engineering. team members and partners. financial and sales industries. We want to sustain our position as a premier staffing provider in India & North America. We are committed to maintain & build the sense of ethics & integrity by our culture & services with our clients. BPO/ITES. While most recruiting companies use human resource practitioners. The company concentrates on technical positions utilizing an extensive network of contacts in the engineering community. IT. With this customer-focused process. Established and Verified Track Record To be a company of standards offering business value through innovative and costefficient service delivery models to customers worldwide. Coalescent has professionals with technical and engineering backgrounds doing the recruiting. healthcare. Our patent-pending process for candidate screening incorporates a multi-stage method that includes behavioral-based interview questions and technical criteria about the client. .

Trumbull.T Road. J&K 18004 G. Ph: +91 Fax: +91 USA IInd floor. New Delhi 1100049. 65 Saxony Drive Haryana. 1st Floor. . Phone 011-41002782. U.LOCATIONS OF COALESCENT HR CONSULTANTS India SCO-5 Gurgoan. Achla Jammu. 15-B A/C. Aligarh. Tal. Part 1. 124 3277151 Connecticut 124 4141754 06611-1123 Ph:+1 203 4523160 India India. South Ex. Gandhi Nagar.P Ph: +91 191-2431177 India H-10.

Delhi OBJECTIVES OF THE PROJECT Every task is undertaken with an objective. Insurance Domain is one of the main domains of Coalescent.The various clients of Coalescent in Insurance Sector areAviva Life Insurance Max New York Life Insurance ICICI Prudential Insurance Limited. Without any objective a task is rendered meaningless.41002781 INSURANCE SECTOR AND COALESCENT. The main objectives for undertaking this project are: .

Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted in order to acquire new skills and promote organizational growth. To understand the internal Recruitment process at an Company(AVIVA Life Insurance) Insurance  To identify areas where there can be scope for improvement  To give suitable recommendation to streamline the hiring process EXECUTIVE SUMMARY RECRUITMENT AND SELECTION ³The art of choosing men is not nearly so difficult as the art of enabling those one has chosen to attain their full worth´. Recruitment follows HR planning and goes hand in hand with selection process by which organizations evaluate the suitability of candidates. Recruitment is the process by which organizations locate and attract individuals to fill job vacancies. With successful recruiting to create a sizeable pool of .

At AVIVA Life Insurance. The next step is careful examination of the job and enumeration of skills.Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. Convince the candidate and finally make an offer . recruitment is all time high during May-June and Oct-Nov. The insurance sector is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the organization. The recruitment is high during these months due to the fact that March and September are half year closing and business is high during Jan-Mar. This project is centered on identifying best hiring practices in the insurance industries when they outsource their hiring to a consultancy. even the most accurate selection system is of little use . The attrition is high among the sales managers. it gave me the opportunity of involving myself directly with the recruitment process and analyzing the process so that suitable recommendations can be given. Thus it is only after March that people move out of the companies. Since my summer training was in the months of May-June.Creating an applicant pool using internal or external methods. abilities and experience needed to perform the job successfully. unit mangers mostly in the sales profile.candidates. It therefore requires great amount of . Evaluate candidates via selection. Other steps follow.

The methodology adopted was planned in advance so as to collect data in the most organized way.P and Rajasthan. The process is aimed at defining the series of activities that needs to be performed by different persons involved in the process of recruitment. the checks and control measures to be adopted and information that has to be captured.P. The HR department would set the recruitment norms for the organization. the onus of effective implementation and compliance with the process rests with the heads of the respective functions and departments who are involved in the recruitment and selection process.research work. ACTIVITY FLOW The organization philosophy should be kept in mind while formulating the recruitment procedure. U. . However. My area of focus was the recruitment and selection particularly at AVIVA Life Insurance. I was directly involved with the recruitment for candidates for the sales profile. which is a main client in Insurance Sector of Coalescent Consultancy. I was particularly involved with the sourcing of candidates for the regions outside Delhi such as M.

We created the online aptitude test. he is then made to take an online aptitude test. .  The first task was to understand the various job profiles for which recruitment was to be done.  I had the responsibility to make sure that candidates complete all formalities and had to regularly follow up with them.  A candidate matching the desired profile was then lined for the first round of Face to Face interview in their respective cities.  The next step was to explore the various job portals to search for suitable candidates for the job profile.  When a candidate cleared his first round..Recruitment and Selection is conducted by: HR & Branch Manager Functional Head MY JOB AT COALESCENT FOR AVIVA LIFE INSURANCEBefore any task was undertaken. we were asked to go through the HR policies of the client company( AVIVA Life Insurance) so that we get a better understanding of the process followed by them.

Candidates who were contacted were not interested in Insurance on many occasions. Since we received many resumes. It contains all the information of a candidate such as name. Difficulties: Candidates were reluctant to talk at times. contact number. it was essential that a database be maintained to keep a track. Limitations of the study Every task is undertaken with an objective and accomplishment of this objective determines our success. location etc.  I was also involved in maintaining and updating the tracker. . Candidates who were scheduled for interview would not turn up. Task: The recruitment at AVIVA Life Insurance involved a lot search from the database and calling up candidates to check whether they fit the job specification.

at different levels. The annual budget would specify the manpower requirement of the entire organization. A copy of the duly approved manpower plan would be forwarded by the HR department for their further actions during the course of the year. RECRUITMENT PLANNING Recruitment planning on the basis of budget A. B. The respective Functional heads would submit the manpower requirements of their respective functions/ departments to the board of Directors as part of the annual business plan after detailed discussion with the head of human Resource Function along with detailed notes in support of the projected numbers assumptions regarding the direct and indirect salary costs for each position.Run out of database many times since most of them would have already been contacted. in various functions/departments. It . The manpower planning process for the year would commence with the company¶s budgeting activity. at different geographical locations and the timing of the individual requirements.

estimated separations and replacements therefore. The manpower plan would also clearly indicate the exact time at which the incumbent should be on board in such a way that the Regional HR has adequate notice for the time lapses involved in sourcing any other activities. C. as monthly and quarterly activities on the basis of the approved budget. Review of Manpower Plans and Additional Manpower . which is the cost allotted towards the recruitment of the budgeted staff and the replacement of the existing employees. D. The Regional HR¶s would undertake the planning activity and necessary preparations in advance of the anticipated requirements.would also specify the requirement budget. Head of the Regional HR shall also have the responsibility to monitor the appointments being considered at any point of time with specific respect to the duly approved manpower budgets. The vacancies sought to be filled or being filled shall always be within the approved annual manpower budget and no recruitment process shall be initiated without the formal concurrence of the Head of the Regional HR under any circumstance.

VP-HR may record the summary of his discussion with the Managing Director and the MD¶s approval on the recommendations. . In the event of any new position or any deviations to the original plans. Alternately.A. The recommendations would normally require a formal approval of the Managing Director. SOURCING OF SUITABLE CANDIDATES Selection of Sources Regional HR would tap various sources/channels for getting the right candidate. details of the positions maybe forwarded to the VP-HR along with the adequate supporting information. Depending on the nature of the position/grade. Review of manpower budgets shall take place on a quarterly basis. volumes of recruitment and any other relevant factors. to signify the final decision taken regarding the recommendations. Employee referral as per any company scheme that may be approved from time to time. the Regional HR would use any one multiple sources such as: Existing database (active application data bank).

depending on the specifics of each position for which recruitment advertisements are to be . specialist positions and critical positions. criticality of positions and the urgency of the positions. Direct recruitment from campuses/academic institutes. The norms for using any of the sources are not water tight. Job websites and Any other appropriate sources. Number of positions. Placement Agencies (particularly for positions of Managers and above).Advertisement in the internet/newspapers/magazines/company¶s sites/job sites or any other media. relative efficacy and cost considerations would play a role in the choice of the appropriate sourcing mechanism. confidentiality requirements. ADVERTISEMENTS All recruitment advertisements (in any form and any medium) shall always conform to the KLI compliance norms and would not be released by any department or branch without the approval of the VP-HR. Headhunting firms particularly for senior positions.

The advertisement mode that could be broadly specified as newspapers (local or mainline depending on requirements). Plans for such recruitment need specific special approval of VP-HR. fresher fitting different description listed above may be recruited from time to time. norms regarding the identification of the appropriate institutes.released. from academic institutes of appropriate standards/reputation/grade. in the requisite numbers and at the compensation/stipend amounts to be formally approved of the VP-HR. Placement Agencies/Headhunting Agencies Depending upon the vacancies. timings of the recruitment. Regional HR may obtain assistance from the company¶s marketing department and/or any external advertising agencies for the preparation of the contents. internet sites and business magazines. Key features of the positions as notified by the Functional Heads would normally form a part of the advertisement text. constitution of the selection panels. The media for releasing advertisement would depend on the level of the position being considered and the urgency of the requirements. choice of the appropriate selection process and the tools thereof shall . number of candidates to be recruited into different positions.

.be decided by the Head of the Regional HR in consultation with the VP-HR. The general profile of the candidate. Screening the candidates First level screening The Candidates would be screened by the HR Manager/Branch Manager for the respective locations. Screening would be on the basis of the profile of the candidate and the departmental requirements. Aptitude/attitude of the candidate. c. Personality fit of the candidate into the profile. d. b. This assessment will be with respect to: a. Motives of the person to join the company and whether focus is in the short term or is a long term player. depending on the specific features of the position.

etc f. In case of need. g. the Regional HR may take a Tele interview of the candidate for further assessment process. The scoring. once such a test is finalized. Explain the role of Sales manager to the applicant and check the acceptance of the candidate for the same. People who qualify the minimum criteria on this test will be put up on to the Functional Head (VP¶s in case of HO) for functional assessment and suitability into the role. Basic skill level on our set of requirements. Tied Agency Sales Manager candidates short listed by the BM have will then take sales Aptitude test. Second Level Screening Aptitude Test If the first assessment is positive. the regional . Establish the annual guaranteed cash compensation of the individual and check whether the person would fit into the system. For the final selection. interpretation and the generation of interview probes from that test will also be done at this time. once such test is selected approved by the company.e. say numerically ability. the candidates will give the aptitude test. networking ability.

They may insist on seeing the proof of the claims made by the candidate regarding qualifications. The chart specifying the Minimum approval level for each level of recruitment is specified below: Category Branch Manager/Chief Manager CSE/ADVISORS Yes BIC BM/CM SM Yes Yes Yes No Yes Yes Yes No No Yes Yes No No No Yes Area Business Managing Director Manager/AVP/VP Heads General Norms regarding interview Process: A. They . Interviews should consider the entire data provided by the candidate either through the formal CV or otherwise before coming to a conclusion about the candidate.Manager (Business Heads for HO) will meet the candidates short listed by the branch manager/VP. experience and other achievements.

at their discretion. referral to another panel. Specific points to be probed during the reference check process. B. soon after the interview is over. . Suitably appropriate IES formats may be created for specific positions. Along with these numerical ratings. Ratings on various attributes of the candidates shall be recorded in the interview evaluation sheet. if any. Any discrepancies noticed by the panel members regarding the authenticity of the data provided by the candidate should be specifically and formally recorded on the IES form and suitably high lightened. qualitative observations about the candidate and overall decision regarding selection or otherwise (including a decision to defer the induction. No selection will be treated as final unless the IES form is filled comprehensively. Individual panel members have the option of appending their additional remarks/observations. C. considering for another position) shall be forwarded to the associated Recruitment Manager/ Head of Regional HR.may. decide to meet the candidate on more than one occasion or to refer the candidate to another panel. D. must also be clearly recorded and high lightened on the IES forms.

CV. after taking mutual convenience into account. For field positions. In the case of interviews taking place at the branch/regional levels. Fitment of the candidate into a grade and compensation fitment shall be on the assumption of authenticity of the information provided in the CV/application form.reference check details. or details of the verbal/telephonic communications provided to the candidate shall be recorded on the candidates papers. After the final round. if the candidate is selected.Administrative Actions Regarding Interviews A. by the recruitment team/associated line managers. similar noting should be recorded on the individual candidate¶s papers. .. job requisition no. along with the interviewer¶s recommendations and Reference check form should be forwarded by the recruitment managers to recruitment head. B. An appropriate formal communication shall be sent to the candidate whose candidature is not being taken forward. Scheduling and the venue of the interviews would be handled by the recruitment team in consultation with the short listed candidate and the selection panel members. Interview evaluation sheet . respective branch/regional heads would undertake this coordination. C. educational details. the complete set of papers Personal Data Form.

Responsibility for negotiations and finalization of the terms shall rest with the best Branch Manager/Associated Manager. Reference checks . the branch managers will be allowed to fix the salary and grade of the incoming sales manager. For all other functions.Negotiations of the terms and conditions and other pre-appointment formalities A. the compensation and grade would be fixed post a discussion between the Head of the Regional HR and the associated AVP/VP. at the discretion of the VP-HR. for the MD¶s formal approval. provided the compensation does not exceed 20% of the candidates current cash salary. B. In appropriate cases. Any fitment beyond this norms will need the approval of Head-HR. Any candidate being offered a CTC of more than 4lacs will need the sign off from HEAD-HR. In the case of sales-Tied Agency functions. a deviation may be referred to the Managing Director. They may seek the assistance of the recruitment managers. whenever required. HR will forward a worksheet to support the BM¶s to evaluate the appropriate cash CTC of the incumbent. Reference checks process should not normally be initiated unless the candidate has indicated his firm acceptance of the offer being made by us.

C. before coming to conclusions. Responsible officials from the former employers. In case of recruitment of Management trainees. fresher and life advisors as sales Managers no reference checks will be required. Normal. Close relatives and friends cannot be considered as references. VP-HR would normally consult the functional head concerned. a reference should be made with a senior official of the candidate¶s current employer. Depending on the seniority and any other considerations about the positions. reference checks should be undertaken with at least one reference. In case the candidate is currently unemployed. Wherever feasible and considered appropriate. reference should be made with the latest employer. the matter may be to the VP-HR for a final decision. Any candidate whose credentials are doubtful shall not be recruited. The format of reference check is to be used as a framework for conducting the process.A. A second reference check will be done if considered necessary. Employment offer letter . B. Where the minimum two reference checks are not possible (particularly with the current employer) or where there is a mixed response from different sources. academic institutes and/or any other eminent personalities can be considered as appropriate references.

Latest and updated resume of the candidate Photocopy of the appointment letter of the last employer or latest salary slip. . When a recruitment Manager is fully satisfied about the selection of the right candidate and about completion of all the formalities connected with the appointment of candidate including requisite documentation.A. Employment details. satisfactory reference check reports and medical fitness. he/she would forward the relevant papers listed below to the head of recruitment. Two Professional references. Language Proficiency. Personal Data form Employee requisition form duly filled by the regional Head/Branch Manager Interview evaluation sheet filled by the regional head/Branch manager/interviewer with his/her comments.

Document check list for every grade is as follows: Authorization Release Form. 2 Passport Size Photograph. Proof of Residence. 1 Month Salary Slip of Current Employer. Relieving Letter of last Employment. Regional HR manager will take the signature of Head-HR on the employee requisition form and forward the papers to the employee service team for issuance of the offer letter. . Highest Education certificate. Highest Education marksheet.B. 1 Month Salary Slip of Last Employer. Background check Form. C.

the µoffer¶ has not taken place in formal sense. The employee service team may enlist the help of the Branch Manager to ensure that all necessary documents within ten days o . Till this letter is issued. F. A copy of the offer letter shall be duly signed and returned to the candidate. Candidate would be expected to fulfill various joining formalities. before issuing the appointment letter. The Regional HR head shall have the overall responsibility and accountability to maintain the templates of the offer letters and also for drafting of suitable non-standard terms to any specific candidate. Employee services team will issue offer letter. The employee service team will follow up Branch Manager/Regional HR Manager for the joining of the candidate and will collect all relevant documents from the candidate including the joining report. and send the same to the concerned Branch Manager/ HR Manager. It would be the responsibility of the Branch Manager/HR Manager to ensure that the accepted copy of the offer letter is forwarded to the employee service team within a week of receipt of the offer letter.D. E. which are also formally communicated to him/her in the form of a checklist that is attached to the letter of offer. to be signed by the National Recruitment Manager or Chief Manager-HR.

After the of all necessary documents. the employee service team will send the appointment letter to the new joinee. Once the documentation is complete for the new joinee (including the accepted appointment letter). If the person does not submit the relieving letter from the previous organization. An illustrative list of the key deliverables of these incumbents is listed below. This advance will be adjusted once the person gets included in the subsequent month¶s payroll. numbers.the person joining. the employee service manager can put their salary on hold till such time as the said documents are received. where required to be submitted as per the table given above. H. . time and cost consideration of the company in accordance with the approved manpower budget. within three months of joining. G. people who may have joined before 20th of the month but have not been included in the payroll for the month because of delay in receipt of papers will be given ad-hoc salary advance (up to maximum of 65% of the pro rated salary). Ensuring inductions as per quality. Key tasks of Regional HR Head Regional HR Head will have the authority and responsibility to administer/implement the recruitment and selection process as outlined.

tracking timely payments and adjusted thereto Creation of comprehensive and appropriate tools.Creation of appropriate sourcing mechanism along with tracking the performance of these mechanisms. documents. . along with timely improvements thereto Assistance to user department and line managers including in interviewing/selection support. Creation of quarterly and monthly recruitment plans Effective coordination with external parties such as candidates. scheduling etc. Effective internal communication with user departments and line managers including making the standard recruitment formats and other templates easily available to such users and notifying the modifications to such formats and templates. templates and any other mechanisms to ensure smooth execution of the process requirement. linkages. placement agencies. consultants. academic/professional institutes and any other including the custody of the formal agreements .

placement agencies. institutes. campuses. etc for the purpose of improvement to recruitment and selection process. extensions of probation periods/training period. and any other employment-market information. Effective coordination with the post recruitment arm of the Human Resource function . Monitoring recruitment costs Complete documentation for the entire recruitment and selection process for easy and quick retrieval in a readily auditable format Timely and effective communication with all internal and external parties including the candidates Tracking the progress of the selected candidates including resignation.Creation and maintenance of qualitative information base regarding candidates. including publication/circulation of appropriate reports there from to the relevant users within the company. Creation and maintenance of appropriate and high-quality MIS for current and future needs of the organization.

Adequate number of channel Huge employee turnover. etc and identifying the key areas for improvement in the formal recruitment and selection process document. partners to generate footfalls for each . SWOT Analysis of AVIVA Life Insurance¶s Recruitment Process Strengths Brand equity of Kotak Mahindra Bank. Rigorous Pre-Hiring assessment Lengthy pre-offer formalities. deviation. Conversion of footfalls is low.Documentation and creating MIS regarding waiver. tests to understand aptitude and personality of candidates. Proper reference checks to ensure that only bonafide candidates are appointed. Weaknesses Pre assessment tests are costly.

Same channel partners are handling all insurance companies. This leads to same pool of candidates being choices.location. channel partners to meet the Increasing spill over as a candidate has more than one offer at the time Make blue form brief and to the of making a job shift. Tie up with recruitment agencies on supplying fixed number of footfalls week on week. frequent and easy mobility for employees. point. Develop exclusive contract with circulated to all partners. . Opportunities Campus recruitments have huge Threats Increasing number of private players potential for fulfilling manpower in insurance sector creates ample requirements cost effectively. As the insurance industry is small. manpower requirements. Footfall MIS being maintained at each branch locally by Admin.

meet HR of other companies for the fear of grapevine. infrastructure etc. This also becomes frustrating for the candidate sometimes. Blue form should be made consise.Reduce turn around time of making senior level candidates hesitate to an offer. This is very time consuming and even after taking these details from candidate its not sure that offer will be made or not. education levels. One size doesn¶t fits all An effort must be made to study local condition. Since applying common test for all candidates across entire country can overshadow a candidates capabilities. it is recommended that unnecessary details should not be asked before we make the final offer to the candidate. educational and professional details of candidate. language. A test with . So. This factor must be given importance since Indian society is divided on various parameters such as education. RECOMMENDATIONS & SUGGESTIONS Reduce the pre offer formalities: Pre-offer documentation includes filling of a lengthy Blue form which includes all personal.

Other uses of Web-based technology include online interviewing. It is recommended that apart from the person-job fit. It will help the organization to . Work the Web wisely and you save time for recruiters and hiring managers and nab top candidates before your competitors can. But the Web can also be a powerful tool for screening and qualifying that flood of resumes. method must be devised to check for person-organization fit. job boards constitute the biggest use of the Web. and tracking. offering access to thousands of resumes within hours. applicant self-scheduling. This takes a great importance especially when attrition is high. Whether the attitude he/she carries will promote both organizational as well personal goals. Companies have begun to use the Web to collect and instantly match data on candidate skills. Web-based technology lets you increase hiring speed and quality while reducing costs. motivations.high level of English and complicated sentence structure can be a hurdle in areas where language itself is barrier. A person-organization helps to assess how well a candidate is suited the organization. candidate assessment and testing. and experiences against job criteria. An option is to have different tests for different regions. Blend technology into every aspect of your recruiting and hiring process. Currently.

The organization must constantly improvise in its recruitment process so that it is able to attract best in the industry in order to serve the best. Thus an organization must be able to stand out in the crowd. Thus the organization must look out for methods that can enable it to adopt best recruitment practices. Therefore it makes recruitment a critical function in the organization.retain its employees for a longer period of time and less burden on recruitment staff. CONCLUSION Insurance is confronted with high attrition rate. It is only when organization is recognized for its quality that it can build a stability with its customers. In order to grow and sustain in the competitive environment it is important for an organization to continuously develop and bring out innovations in all it activities. . The first step in this direction is to ensure competitive people come in the organization. Therefore recruitment in this regard becomes an important function.

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