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Internal and External sources of recruitment by ICICI Introduction:
Recruitment is the activity that links the employers and the job seekers. It is a process of finding and attracting capable applicants for employment. It begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
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Definition:
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.”

Coverage of ICICI:
ICICI Bank is one of the largest private bank in India. The Bank has 1467 branches & 4721 ATMs across various cities/towns of India. Similar to the recruitment for jobs in HDFC bank, ICICI also recruits candidates regularly though various sources. ICICI Bank has its own career portal - for interested candidates to register their profile. As & when requirements occur, opportunities are listed on the website, which also enables the registered candidates to apply for the jobs directly. The recruitment for ICICI Bank PO post – November 2010 & February 2011 batch were released in the website.

How to register with ICICI Bank for future Job Offers?
Candidates looking for jobs in ICICI bank can register their profile, educational details etc., at their website as below : * Visit ICICI career site @ www.icicicareers.com * Click on the link Career Opportunity * Fill-in the profile form by clicking on the link Talent Database * Remember the Login ID and Password , using which you can Update your profile/Search/Apply for jobs in ICICI bank.
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OBJECTIVES:
1. To attract people with multi-dimensional skills and

experiences

that

suit

the

present

and

future

organizational strategies.
2. To induct outsiders with a new perspective to lead the

company.
3. To infuse fresh blood at all levels of the organization. 4. To

develop an organizational culture that attracts

competent people to the company.
5. To search or head hunt people whose skills fit the

company’s values.
6. To devise methodologies for assessing psychological

traits.
7. To seek out non-conventional development grounds of

talent.
8. To search fro talent globally and not just within the

company.
9. To anticipate and find people for positions that do not

exist yet.

RECRUITMENTPROCESS:
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment
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process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows:
1. Identifying the vacancy: The recruitment process begins with the human for resource department receiving requisitions

recruitment from any department of the company. These contain: •Post to be filled • Number of persons • Duties to be performed • Qualifications required 2. Preparing the job description and person specification. 3. Locating and developing the sources of required number and type of employees (Advertising etc). 4. Short-listing and identifying the prospective employee with required characteristics. 5. Arranging the interviews with the selected candidates.
6. Conducting the interview and decision making.

SOURCES OF RECRUITMENT:
Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the
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SOURCES OF RECRUITMENT INTERNAL SOURCES OF RECRUITMENT: 5 . Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.5 organization itself (like transfer of employees from one department to other. promotions) to fill a position are known as the internal sources of recruitment.

6 . Others are Upgrading and Demotion of present employees according to their performance. 5. The Dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.TRANSFERS: The employees are transferred from one department to another according to their efficiency and experience. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work.6 1. 3. 2. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.PROMOTIONS: The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 4.

Motivated employees and Higher morale. 5. Frequent transfers of employees may reduce the overall productivity of the organization. Overcoming surpluses and shortages. Employees may become lethargic if they are sure of time bound promotions. 4.PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. Industrial Peace. Political infighting for promotion. 7 . Employees familiar with the organization. 2. 4. The main advantage of this method is that it has a wide reach.7 Advantages: 1. EXTERNAL SOURCES OF RECRUITMENT: 1. 7. Higher probability of success. 3. 5. Disadvantages: 1. Spirit of competition may be hampered. Relatively inexpensive. 2. Training and skill enhancement. Reduced scope for fresh talent. 3. 6.

They provide facilities for campus interviews and placements. 5.UNSOLICITED APPLICANTS: 8 . This source is used to recruit labor for construction jobs. engineering colleges.EMPLOYMENT EXCHANGES: Government establishes public employment exchanges throughout the country. medical staff etc. engineers.8 2. 3. This source is known as Campus Recruitment. 6. These agencies are particularly suitable for recruitment of executives and specialists. medical Colleges etc.LABOUR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. It is also known as RPO (Recruitment Process Outsourcing) 4.PLACEMENT AGENCIES: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. are a good source of recruiting well qualified executives.EDUCATIONAL INSTITUTES: Various management institutes.

RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent.EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. 3.9 Many job seekers visit the office of well-known companies on their own. Fresh Talent. 9 . 8. Management can inquire these leaders for suitable jobs. But can help in creating the talent pool or the database of the probable candidates for the organization. 2. 7. Such callers are considered nuisance to the daily work routine of the enterprise. Also. Qualified Personnel. Advantages: 1. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. the office bearers of trade unions are often aware of the suitability of candidates. Wider Choice. More efficient among these may be recruited to fill permanent vacancies.

Dissatisfaction amongst existing staff. FACTORS AFFECTING RECRUITMENT: The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. 2. THE INTERNAL FORCES I. Costly Process. 3.E. The internal forces or factors are the factors that can be controlled by the organization.RECRUITMENTPOLICY: The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. Uncertain Process. 4. 10 . Disadvantages: 1. Competitive Spirit.10 4. Lengthy process (Increased adjustment period). And the external factors are those factors which cannot be controlled by the organization. THE FACTORS WHICH CAN BE CONTROLLED BY THE ORGANIZATION ARE: 1. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

11 FACTORSAFFECTINGRECRUITMENTPOLICY: •Organizational objectives. SIZE OF THE FIRM: The size of the firm is an important factor in recruitment process. 3. therefore. • Personnel policies of the organization and its competitors. it will think of hiring more personnel. If the organization is planning to increase its operations and expand its business. HUMAN RESOURCE PLANNING: Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. 11 . It also helps in determining the number of employees to be recruited and what qualification they must possess. 2. which will handle its operations. • Need of the organization. • Government policies on reservations. • Preferred sources of recruitment. 4. organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. • Recruitment costs and financial implications. COST: Recruitment incur cost to the employer.

If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company. THE EXTERNAL FORCES ARE THE FORCES WHICH CANNOT BE CONTROLLED BY THE ORGANIZATION. then the company will have to depend upon internal sources by providing them special training and development programs. THE MAJOR EXTERNAL FORCES ARE: 1. SUPPLY AND DEMAND: The availability of manpower both within and outside the organization is an important determinant in the recruitment process. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time 12 . 2. GROWTH AND EXPANSION: Organization will employ or think of employing more personnel if it is expanding it’s operations.12 5.

Image of a company is based on what organization does and affected by industry. scheduled tribes. 3. Also. 4. 5.13 of recruitment.LEGAL ENVIRONMENT: Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image.POLITICAL-SOCIAL. physically handicapped etc. even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. trade unions play important role in recruitment. UNEMPLOYMENT RATE: One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing 13 . For example finance was taken up by fresher MBA’s when many finance companies were coming up. Government of India has introduced legislation for reservation in employment for scheduled castes. IMAGE / GOODWILL: Image of the employer can work as a potential constraint for recruitment. For example.

there is often oversupply of qualified labor which in turn leads to unemployment. 14 . HEAD HUNTING Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set.14 or not and its rate). many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors. COMPETITORS: The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition. When the company is not creating new jobs. 6. Headhunting involves convincing the person to join your organization.

15 Headhunting Process 15 .

which can be executed effectively to recruit the best talent pool for the selection of 16 . Therefore. a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. it is important to have a clear and concise recruitment policy in place.16 RECRUITMENT POLICY OF ICICI In today’s rapidly changing business environment.

      A recruitment policy of an organization should be such that:  It should focus on recruiting the best potential people. The selection process. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. Recruitment services of consultants.  To ensure that every applicant and employee is treated equally with dignity and respect. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. 17 . Creating a suitable recruitment policy is the first step in the efficient hiring process.17 the right candidate at the right place quickly. The terms and conditions of the employment. Recruitment of temporary employees. A clear and concise recruitment policy helps ensure a sound recruitment process. The job descriptions. Unique recruitment situations. Components of the Recruitment Policy  The general recruitment policies and terms of the organization.

 Weightage during selection given to factors that suit organization needs.  Optimization of manpower at the time of selection process.  Abides by relevant public policy and legislation on hiring and employment relationship.  Recruitment costs and financial implications.  Transparent.  Government policies on reservations. task oriented and merit based selection.  To aid and encourage employees in realizing their full potential.  Need of the organization.  Integrates employee needs with the organizational needs. Factors Affecting Recruitment Policy:  Organizational objectives  Personnel policies of the organization and its competitors. 18 .18  Unbiased policy.  Preferred sources of recruitment.  Defining the competent authority to approve each selection.

Outsourcing industry is growing at a high rate.19 RECENT TRENDS IN RECRUITMENT: OUTSOURCING: In India. One of the major advantages to organizations. In turn. who outsource their recruitment process. A company may draw required personnel from outsourcing firms. the HR processes are being outsourced from nearly a decade now. the HR processes are being outsourced from more than a decade now. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. the outsourcing firms or the intermediaries charge the organizations for their services. Outsourcing organizations strive for providing cost saving benefits to their clients. Outsourcing the human resource (HR) processes is the latest practice being followed by middle and large sized organizations. In India. is that it helps to save up to as much as 40 per cent of their 19 . It is being witnessed across all the industries.

The job seekers are also availing the services of the third parties (consultants) for accessing the latest job opportunities. For example: Vodafone outsources its recruitment activities to Alexander Mann Solutions (RPO service provider). The portion of the recruitment cycle that is outsourced range from preparing job descriptions to arranging interviews. 20 . Yes bank is also known to outsource 50 per cent of its recruitment processes. With the experience. the trend of outsourcing recruitment is also catching up fast. Wipro has outsourced its recruitment process to MeritTrac. can help the companies in BPOsector to save costs tremendously and focus on other issues like retention. Outsourcing also gives a structured approach to the whole process of recruitment. with the ultimate power of decision making of recruiting with the organization itself. which faces an attrition of almost 50-60 per cent. Outsourcing the recruitment processes for a sector like BPO. outsourcing enables the human resource professionals of organizations to focus on the core and other HR and strategic issues. organizations are able to improve the quality of the recruits and the speed of the whole process. In India. the activities that consume almost 70 per cent of the time of the whole recruitment process. Also. expertise and the economies of scale of the third party.20 recruitment costs.

21 Outsourcing Process: 21 .

22 How to Select a Recruitment Consultant: 22 .

Wisdom.23 If an organization decides to outsource its recruitment processes or activities. Today.  The reputation of the consulting firm in the Who are the consultant’s or firm’s past and Consultant’s expertise and experience (from Does the recruitment consultant have the job market (based on expertise and experience). looks various considerations and qualities before selecting the suitable recruitment consultant. it is very important to find and select a suitable recruitment consultant or consultancies. Flexibility and adaptability. Qualities consultant:    of an independent recruitment Marketing skills. which can deliver results according to the needs of the organization. there are An thousands organization of consulting for firms (consultancies) as well as freelance consultants working independently.  present clients?  how long has he/firm been in the business)  requisite resources to complete the targets on time?  Get the idea of the effectiveness and the services of the recruitment consultant from its current and past clients. 23 .

Advantages of outsourcing are: Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as well as the consultancies that provide the service to the corporate. works harder and smarter than competitors and continually set and achieve higher standards.24      Exuberance. The advantages accruing to the corporate are: 1. 2. Ability to prioritize. focused. Diplomacy/ delicacy. Turning the management's focus to strategic level processes of HRM. Selecting the right recruitment consultant is essential for the effective recruitment processes. A successful Recruitment consultant is someone who is determinative. Resourcefulness. and able to create opportunities for him. Apart from increasing their revenues. outsourcing provides business opportunities to the service providers. 24 . enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise. Accessibility to the expertise of the service providers. Ambition.

hence. 4.POACHING/RAIDING: “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. operational flexibility and competitive advantage. the organization might be a competitor in the industry.25 3. A satisfied and. Value creation. Freedom from red tape and adhering to strict rules and regulations. It has become a challenge for human resource managers to face and tackle poaching. 2.E-RECRUITMENT: Many big organizations use Internet as a source of 25 . 6. Optimal resource utilization. 7. highly productive employees. 1. Structured and fair performance management. 5. as it weakens the competitive strength of the firm. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. better than the current employer of the candidate.

recruitment is the use of technology to assist the recruitment process.recruitment that an organization can use is –  Job portals – i. E.) of the job. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web. Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. which can be drawn by prospective employees depending upon their requirements. The job seekers send their applications or curriculum vitae i. payroll etc. The two kinds of e. as and when the roles become available.26 recruitment.e. experience. where the ‘passive’ job seekers can submit their resumes into the database of the organization for consideration in future. Companies have added an application system to its website. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. 26 .e. They advertise job vacancies through worldwide web.  Creating a complete online recruitment/application section in the companies own website. qualifications. It enables the employees to screen and filter the resumes through predefined criteria’s and requirements (skills.

E-recruitment should be incorporated into the overall recruitment strategy of the organization. Therefore. Online recruitment helps the organizations to automate the recruitment recruitments. save their time and costs on Online recruitment techniques: 1. the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers.” 27 . it can be said that e-recruitment is the “Evolving face of recruitment. process.27 Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organizations. Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. to conclude.Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed. A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. Also. 2. Sometimes companies can get valuable references through the “passers-by” applicants. 3.

Reduction in time for recruitment. No intermediaries. business. 2. FORMS OF RECRUITMENT: The organizations differ in terms of their size. Centralized from of recruitment is commonly seen in government organizations. Organizations adopt different forms of recruitment practices according to the specific needs of the organization. 5. 4. Recruitment of right type of people. Efficiency of recruitment process. explained below: Centralized Recruitment: The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. 28 . 3. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. processes and practices. The organizations can choose from the centralized or decentralized forms of recruitment.28 Advantages of recruitment are: 1. Low cost. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization.

it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. With diverse and geographically spread business areas and offices.29 Benefits of the centralized form of recruitment are:       Reduces administration costs. Interchangeability of staff. Each department carries out its own recruitment. 29 . Lower level staffs as well as top level executives are recruited in a decentralized manner. DecentralizedRecruitment: Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. Choice between the two will depend upon management philosophy and needs of particular organization. Reduces favoritism. In some cases combination of both is used. Every department sends requisitions for recruitment to their central office. Uniformity in recruitment. Better utilization of specialists.

the changes taking place 30 . i. where the practices like poaching and raiding are gaining momentum. The major challenges faced by the HR in recruitment are: 1.e. sources of recruitment.recruitment. expertise. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization. diplomacy.Adaptability to globalization: The HR professionals are expected and required to keep in tune with the changing times. The HR professionals – handling the recruitment function of the organization. In the last few years. In an already saturated job market.are constantly facing new challenges.30 HR CHALLENGES IN RECRUITMENT: Recruitment is a function that requires business perspective. They have to face and conquer various challenges tofindthebestcandidatesfortheirorganizations. ability to find and match the best potential candidate for the organization. competition in the market etc. the job market has undergone some fundamental changes in terms of technologies. marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. HR professionals are constantly facing new challenges in one of their most important function.

2.31 across the globe. HR should maintain the timeliness of the process. Even if the organisation is achieving results. 31 . HR department or professionals are not thanked for recruiting the right employees and performers. The process should be flexible. Therefore. The recruitment process should also be cost effective.Process analysis: The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. 3. adaptive and responsive to the immediate requirements.Strategic prioritization: The emerging new systems are both an opportunity as well as a challenge for the HR professionals. 4. reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.Lack of motivation: Recruitment is considered to be a thankless job.

Where do you want me to come: These people observe things like where is your office. I will be with you: These people like to be with big brands. A good decision will help 32 . They are not bothered about work ethic. personal development and company profiles doesn’t matter to them. 2. what atmosphere do you offer. Career prospects and exciting projects don’t entice them as much. 3. Importance is given to brands. I will do you what you want: These people are concerned about how meaningful the job is and they define meaning parameters criteria known by previous job. what can you give me” These people value high responsibilities. It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision. higher risks. Quid Pro Que: These are the people who say that “ I can do this for you.32 TYPES OF JOB SEEKERS: 1. culture mission etc. 4. and expect higher rewards.

It is impossible to fill all the positions immediately. To maintain the quality of the recruitment activities. it is almost a never-ending process. Therefore.33 cut down employee retention costs and future recruitment costs.Identifying and prioritizing jobs: Requirements keep arising at various levels in every organization. it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. RECRUITMENT STRATEGIES: Recruitment is of the most crucial roles of the human resource professionals. 33 . the strategy should cover the following elements: 1. there is a need to identify the positions requiring immediate attention and action. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. The level of performance of and organization depends on the effectiveness of its recruitment function. For formulating an effective and successful recruitment strategy. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.

unemployed.34 2.  Experience level required: the strategy should be clear as to what is the experience level required by the organization. This covers the following parameters as well:  Performance level required: Different strategies are required for focusing on hiring high performers and average performers.Candidates to target: The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. He/she can be from the same industry. 3. different industry. top performers of the industry etc.  Category of the candidate: the strategy should clearly define the target candidate.Sources of recruitment: The strategy should define various sources (external and 34 . The candidate’s experience can range from being a fresher to experienced senior professionals.

How to evaluate the candidates: The various parameters and the ways to judge them i. HR interviews. written tests. Just like performance management. 4.: behavioral. the entire recruitment process should be planned in advance. Trained recruiters. The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e. RECRUITMENT MANAGEMENT SYSTEM: Recruitment management system is the comprehensive tool to the manage the entire recruitment processes to the of HR an of organization. It is one of the technological tools facilitated by information management systems organizations.g.e.) to focus while interviewing and selecting a candidate. psychometric tests etc. Like the rounds of technical interviews.35 internal) of recruitment. payroll 35 . technical etc.

outsourcing recruitment. unbiased. 36 .36 and other systems. functions and major benefits of the recruitment management system are explained below:  Structure and systematically organize the entire recruitment processes. the unsolicited applications.  Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company. Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. the final decision making to the main recruitment process.  Recruitment management system facilitates faster.  Helps to reduce the time-per-hire and cost-per-hire. accurate and reliable processing of applications from various applications. The features.

 Recruitment the online management application system provides and a system.  Offers tolls and support to enhance productivity. automated and interactive interface between department of the company and the job seeker. How practically recruitment process is applied by ICICI 37 .  Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process. solutions and optimizing the recruitment processes to ensure improved ROI.37  Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. the recruitment flexible.

Internet Banking etc. Treasury.38 1. Experience with web based applications/ Java platform. coordinate of development. managing the application in its entire life cycle to include maintenance. Credit Cards. prepare and BRS. 38 . system application analysis and design recommendations based on application knowledge and project experience.e.To tailor implementation schedules in such a way that the implementation is a well-coordinated process. To study the business requirements.Eg: Business Analyst Location: Mumbai. UAT. To have vendor interactions i. ATMs. Payment Systems. bug fixing and enhancements etc. monitoring the work done and maintaining the relation ship as a whole. Assist management with accepting new projects analysis including cost estimates. advise system features and propose system amendments. bug-fixing implementation project . Hyderabad Key Deliverables: To manage and implement project based solutions for various applications like Core Banking. vetting out solutions given by vendors . To suggest procedural/ process improvements both from a technology and a process point of view.

-Basic understanding of Banking processes. 39 . MCP. -Co-ordination & liaison with internal groups and external parties. -Skills to establish & maintain collaborative partnership. Project Management experience: -Knowledge of Finacle/Finone desirable. -Awareness of basic compliance issues. -DB knowledge (SQL / Oracle). -Written communication skills.39 Key Skills: -Understanding Business and IT processes. CCNA etc. CISA. -Understanding of workflow based systems. -Understanding of System Development Life Cycle. Qualifications: MCA / MCS / BCA / BSc (IT) Certifications in area of specialization like OCP.

Eg ICICI Bank is commencing ICICI Bank Probationary Officer Recruitment Drive for November 2010 & February 2011 Batch. a stipend will be given to candidates to meet out of pocket expenses. 40 . Aptitude Test & Interview is likely to be conducted across India in July /August 2010.40 2. The training will be held in Bangalore or any other location in India as decided by ICICI Bank. It is designed to develop specialists with banking knowledge and skills to partially fulfill the future need of trained bankers . Those selected will undergo a one year intensive residential classroom training and internship in the following areas: -Corporate Banking. -Risk and Credit Management. On successful completion of the program they will be absorbed as Assistant Manager. During the training. Probationary Officer Programme is an initiative by ICICI Bank to attract bright graduate students to pursue a career in banking. -Private Banking. -Relationship Management. -Treasury. -Branch Management.

-Up to 25 years of age as on November 01. If selected. Who can apply? -Graduates with 55% in any discipline. -Interview.2010 Ensure you select your **Preferred Interview Location. On successful completion of the program you will be absorbed as Assistant Manager – Band I at a gross salary of more than Rs. 3.41 Eligibility Criteria for Test: Completed graduation with 55% (Aggregate) in any discipline. -Profiling.5 Lakhs per annum. Last date of registration DD/MM/YY What is the selection procedure? The selection will be through a multi stage selection process comprising of: -Aptitude Test. -Group Process. You will undergo a one year intensive residential classroom training and internship with a stipend. 41 . Up to 25 years of age as on November 01.2010. All cost of the program including fooding & lodging will be borne by ICICI Bank.

2.42 -ICICI Online registration. Psychometric Profiling. or more faster because some time it takes lots of time to be complete. Conclusion: Recruitment is a very important process in any organization. Aptitude Test (Written). who have to perform according to their ability and skills. Interview. -ICICI PO Exam Pattern: -ICICI PO selection process consists of following stages: 1. more effective. which related to recruitment process or the selection process. Recommendations: As par the study. 3. because it’s related to human resources. I come to know about the recruitment system of this bank. It’s required to be more flexible. of the company. so every organization have to take care about their recruitment processes. Any financial organization like ICICI should take care about internal or external sources. Group Discussion (also called as Group Task). which isn’t a good sign so they have to 42 . 4.

bankexamsindia. online exam preparations etc. and they can also add more policies like online testing.com/bank.indianbanksguide./icici-bankpo-recruitment-2010 43 .43 take cake all or the above segments.iupsc.com/icici-bank-recruitment-po-may2010recruitment www... online result.in www. They have to follow some more effective steps for that they can get more suitable employees Bibliography: Sites: www.com www.oyindia.

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