Recruitment in banks

HRM

Human Resource Management (HRM) is the function within an organization

that focuses on recruitment of, management of, and providing direction for the
people who work in the organization. Human Resource Management can also be
performed by line managers.

Human Resource Management is the organizational function that deals with

issues related to people such as compensation, hiring, performance management,
+organization development, safety, wellness, benefits, employee motivation,
communication, administration, and training.

Human Resource Management is also a strategic and comprehensive

approach to managing people and the workplace culture and environment.
Effective HRM enables employees to contribute effectively and productively to the
overall company direction and the accomplishment of the organization's goals and
objectives.

Human Resource Management is moving away from traditional personnel,

administration, and transactional roles, which are increasingly outsourced

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Definition:

Edwin Flippo defines HRM as -

“planning, organizing, directing, controlling of procurement, development,

compensation, integration , maintenance and separation of human resources to the
end that individual, organizational and social objectives are achieved.”

Features of HRM or characteristics or nature:

1. HRM involves management functions like planning, organizing, directing and
controlling

2. It involves procurement, development, maintenance of human resource

3. It helps to achieve individual, organizational and social objectives

4. HRM is a mighty disciplinary subject. It includes the study of management

psychology communication, economics and sociology.

5. It involves team spirit and team work.

Scope /functions of HRM

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1. Human resources planning:

Human resource planning or HRP refers to a process by which the company

to identify the number of jobs vacant, whether the company has excess staff or
shortage of staff and to deal with this excess or shortage.

2. Job analysis design:

Another important area of HRM is job analysis. Job analysis gives a detailed
explanation about each and every job in the company. Based on this job analysis
the company prepares advertisements.

3. Recruitment and selection:

Based on information collected from job analysis the company prepares

advertisements and publishes them in the news papers. This is recruitment. A
number of applications are received after the advertisement is published,
interviews are conducted and the right employee is selected thus recruitment and
selection are yet another important area of HRM.

4. Orientation and induction:

Once the employees have been selected an induction or orientation program

is conducted. This is another important area of HRM. The employees are informed
about the background of the company, explain about the organizational culture and
values and work ethics and introduce to the other employees.

5. Training and development:

Every employee goes under training program which helps him to put up a
better performance on the job. Training program is also conducted for existing staff
that have a lot of experience. This is called refresher training. Training and
development is one area were the company spends a huge amount.

6. Performance appraisal:

Once the employee has put in around 1 year of service, performance

appraisal is conducted that is the HR department checks the performance of the

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employee. Based on these appraisal future promotions, incentives, increments in

salary are decided.

7. Compensation planning and remuneration:

There are various rules regarding compensation and other benefits. It is the
job of the HR department to look into remuneration and compensation planning.

8. Motivation, welfare, health and safety:

Motivation becomes important to sustain the number of employees in the

company. It is the job of the HR department to look into the different methods of
motivation. Apart from this certain health and safety regulations have to be
followed for the benefits of the employees. This is also handled by the HR
department.

9. Industrial relations:

Another important area of HRM is maintaining co-ordinal

relations with the union members. This will help the organization to prevent strikes
lockouts and ensure smooth working in the company.

RECRUITMENT

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Introduction

Before a department takes steps to employ staff, it should work out the type
of staff it needs in terms of grade and rank, and the time scale in which the staff are
required.
The general principles underpinning recruitment within the civil service are that
recruitment should:
 use procedures which are clearly understood by candidates and which are
open to public scrutiny;
 be fair, giving candidates who meet the stipulated minimum requirements
equal opportunity for selection; and
 select candidates on the basis of merit and ability.
Recruitment of overseas officers is undertaken only when no or insufficient
local candidates are available

Definition:
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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”.

Recruitment is the activity that links the employers and the job seekers.
A few definitions of recruitment are:
A process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are
selected.
It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which
helps create a pool of prospective employees for the organisation so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a

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

Objectives of Recruitment

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1. To attract people with multi dimensional skills and experiences that suits 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 the organization.
4. To develop an organizational culture that attracts competent people to the
company.
5. To search or head hunt/head pouch people whose skills fit the companies values.
To devise methodologies for assessing psychological traits.
6. To seek out non conventional development grounds of talents.
7. To search for talent globally and not just within the company.
8. To design entry pays that competes on quality but not on quantum9. To
anticipate and find people for positions that does not exit yet

Purpose & Importance of Recruitment

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 Attract and encourage more and more candidates to apply in the

organization.
 Create a talent pool of candidates to enable the selection of best
candidates for the organization.
 Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the
employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the
composition of its workforce.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates.
 Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants 

Key components

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There are three key components to the recruitment process:

 deciding on terms of appointment
 selection of candidates
 probation

1. Deciding on Terms of Appointment

a. Terms of Appointment: Having decided on the grade and rank of the staff
required, and the timing concerned, the department should consider what the
most appropriate terms of appointment would be. This should take into
account the nature of the duties to be performed and the overall manpower
deployment of the department. The different terms of appointment that can
be offered are –
. permanent and personable terms
· agreement terms
· temporary terms (month-to-month or day-to-day)
· part-time
· non-civil service appointment
· consultancy

b. Guides to Appointment : Entry requirements of staff in each rank and

grade are agreed between the Head of Grade/Department concerned and the
Civil Service Branch, taking into account the advice of the Standing
Commission on Civil Service Salaries and Conditions of Service or other
relevant advisory bodies. These requirements are periodically reviewed and
laid down in Guides to Appointments.

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2. Selection of Candidates

a. Advertising: Vacancies in the civil service are normally advertised in

newspapers and through circulars.

b. Screening and Selection: Departments screen applications to see if the

applicants meet the specified qualifications and other requirements of the
post. Suitable candidates are then shortlisted for subsequent examination
and/or interviews. Not all grades/departments would require candidates to
undergo examination, but candidates would normally be required to be
interviewed by a recruitment board or an officer from the recruitment team.

c. Roles and Responsibilities: The Civil Service Branch recruits staff of some
General Grades while Heads of Grades/Departments recruit staff of their
own grade/department. For recruitment to middle and senior ranks, the
advice of the Public Service Commission has to be sought before
appointment is offered.

d. Flexibility: To minimize recruitment difficulties as well as attract and retain

the best people, there are flexibilities which include recruitment overseas,
offer of agreement terms, lowering entry qualifications and granting
incremental credit for experience.

3. Probation

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During probation staff is introduced to the mission, objectives and values of the
civil service and their departments. Probation is a serious process which provides
regular feedback on performance and assesses suitability for employment in the
civil service. It includes:

· On-the-job training: staff should be exposed to the different duties required

for their rank. In this way they can learn the skills expected of them and managers
can verify their long-term suitability;

· Supervision and guidance: staff should receive close and sympathetic

supervision and guidance to enable problems and difficulties to be identified early
and timely counseling or other action to be taken. Newly joined staff must be told
the length of their probationary period, which varies with the requirements of each
grade. If there are indications that staff is not suitable for confirmation, they must
be counseled and then warned in writing if the problem persists. Confirmation is
the step whereby a member of staff on probation is found suitable for the job and
employed on permanent and personable terms.

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Scope of recruitment

1. To structure the Recruitment policy of company for different categories of

employees.

2. To analyse the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

5. It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.

6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management

and Senior Management cadres.

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Recruitment needs:
PLANNED
the needs arising from changes in organization and retirement policy.

ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.

UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

Forms of Recruitment

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The organizations differ in terms of their size, business, processes

and practices. A few decisions by the recruitment professionals can affect
the productivity and efficiency of the organization. Organizations adopt
different forms of recruitment practices according to the specific needs of
the organization. The organizations can choose from the centralized or
decentralized forms of recruitment, 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. Recruitment decisions for all the business verticals and
departments of an organization are carried out by the one central HR (or
recruitment) department. Centralized from of recruitment is commonly
seen in government organizations.
Benefits of the centralized form of recruitment are:
 Reduces administration costs
 Better utilization of specialists
 Uniformity in recruitment
 Interchangeability of staff
 Reduces favoritism
 Every department sends requisitions for recruitment to their central
office

Decentralized recruitment

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Decentralized recruitment practices are most commonly seen in the

case of conglomerates operating in different and diverse business areas. With
diverse and geographically spread business areas and offices, it becomes
important to understand the needs of each department and frame the
recruitment policies and procedures accordingly. Each department carries out
its own recruitment. Choice between the two will depend upon management
philosophy and needs of particular organization. In some cases combination
of both is used. Lower level staffs as well as top level executives are
recruited in a decentralized manner.

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed
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by a mix of various internal and external forces. The internal forces or

factors are the factors that can be controlled by the organization. And the
external factors are those factors which cannot be controlled by the
organization. The internal and external forces affecting recruitment function
of an organization are:
       
Recruitment are of 2 types

1. Internal Recruitment - is a recruitment which takes place within

the concern or organization. Internal sources of recruitment are
readily available to an organization. Internal sources are primarily
three - Transfers, promotions and Re-employment of ex-
employees. Re-employment of ex-employees is one of the internal
sources of recruitment in which employees can be invited and
appointed to fill vacancies in the concern. There are situations
when ex-employees provide unsolicited applications also.

Internal recruitment may lead to increase in employee’s

productivity as their motivation level increases. It also saves time, money
and efforts. But a drawback of internal recruitment is that it refrains the
organization from new blood. Also, not all the manpower requirements
can be met through internal recruitment. Hiring from outside has to be
done.

Internal sources are primarily 3

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a. Transfers
b. Promotions (through Internal Job Postings) and
c. Re-employment of ex-employees - Re-employment of ex-
employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the
concern. There are situations when ex-employees provide
unsolicited applications also.

Cheaper and quicker to recruit

 People already familiar with the business and how it operates
 Provides opportunities for promotion with in the business – can be
motivating
 Business already knows the strengths and weaknesses of candidates

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Disadvantages:
 Limits the number of potential applicants
 No new ideas can be introduced from outside the business
 May cause resentment amongst candidates not appointed
 Creates another vacancy which needs to be filled

2. External Recruitment - External sources of recruitment have to be

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

a. Employment at Factory Level - This a source of external

recruitment in which the applications for vacancies are
presented on bulletin boards outside the Factory or at the Gate.
This kind of recruitment is applicable generally where factory
workers are to be appointed. There are people who keep on
soliciting jobs from one place to another. These applicants are
called as unsolicited applicants. These types of workers apply
on their own for their job. For this kind of recruitment workers
have a tendency to shift from one factory to another and
therefore they are called as “badli” workers.

b. Advertisement - It is an external source which has got an

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important place in recruitment procedure. The biggest

advantage of advertisement is that it covers a wide area of
market and scattered applicants can get information from
advertisements. Medium used is Newspapers and Television.

c. Employment Exchanges - There are certain Employment

exchanges which are run by government. Most of the
government undertakings and concerns employ people through
such exchanges. Now-a-days recruitment in government
agencies has become compulsory through employment
exchange.

d. Employment Agencies - There are certain professional

organizations which look towards recruitment and employment
of people, i.e. these private agencies run by private individuals
supply required manpower to needy concerns.

e. Educational Institutions - There are certain professional

Institutions which serve as an external source for recruiting
fresh graduates from these institutes. This kind of recruitment
done through such educational institutions is called as Campus
Recruitment. They have a special recruitment cell which helps
in providing jobs to fresh candidates.

f. Recommendations - There are certain people who have

experience in a particular area. They enjoy goodwill and a stand

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in the company. There are certain vacancies which are filled by

recommendations of such people. The biggest drawback of this
source is that the company has to rely totally on such people
which can later on prove to be inefficient.

Advantages:
 Outside people bring in new ideas
 Larger pool of workers from which to find the best candidate
 People have a wider range of experience
Disadvantages:
 Longer process
 More expensive process due to advertisements and interviews required
 Selection process may not be effective enough to reveal the best
candidate

The four most popular ways of recruiting externally

are:

Job centers - These are paid for by the government and are responsible
for helping the unemployed find jobs or get training. They also provide a
service for businesses needing to advertise a vacancy and are generally free
to use.

Job advertisements - Advertisements are the most common form of

external recruitment. They can be found in many places (local and national
newspapers, notice boards, recruitment fairs) and should include some
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important information relating to the job (job title, pay package, location, job
description, how to apply-either by CV or application form). Where a
business chooses to advertise will depend on the cost of advertising and the
coverage needed (i.e. how far away people will consider applying for the job.

Recruitment agency - Provides employers with details of suitable

candidates for a vacancy and can sometimes be referred to as ‘head-hunters’.
They work for a fee and often specialize in particular employment areas e.g.
nursing, financial services, teacher recruitment

Personal recommendation - Often referred to as ‘word of mouth’ and

can be a recommendation from a colleague at work. A full assessment of the
candidate is still needed however but potentially it saves on advertising cost.

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Recruitment interviews
An interview is the most common form of selection and it serves a
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very useful purpose for both employer and job candidate.  The main benefits
of an interview include

For the Employer:

 Information that cannot be obtained on paper from a CV or application

form

 Conversational ability - often known as people skills

 Natural enthusiasm or manner of applicant

 See how applicant reacts under pressure

 Queries or extra details missing from CV or application form

For the Candidate

 Whether job or business is right for them

 What the culture of company is like

 Exact details of job

There are though other forms of selection tests that can be used in

addition to an interview to help select the best applicant.  The basic interview
can be unreliable as applicants can perform well at interview but not have the
qualities or skills needed for the job.  

Other selection tests can increase the chances of choosing the best
applicant and so minimize the high costs of recruiting the wrong people. 
Examples of these tests are aptitude tests, intelligence tests and psychometric
tests (to reveal the personality of a candidate). 

Once the best candidate has been selected and agreed to take up the post,
the new employee must be given an employment contract. This is an
important legal document that describes the obligations of the employee and
employer to each other (terms and conditions) as well as the initial
remuneration package and a number of other important details

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Job applications

For many jobs, a business will ask applicants to provide Curriculum Vitae
(CV).  This is a document that the applicant designs providing the details
such as: 

Name, address, date of birth, nationality

Personal details
Educational history Including examination results, schools/universities
attended, professional qualifications
Previous employment Names of employers, position held, main achievements,
history remuneration package, reasons for leaving
Suitability and reasons A chance for applicants to ‘sell themselves’
for applying for the job
Names of referees Often recent employer or people who know applicant
well and are ideally independent
Sometimes job applicants are asked to fill in a firm’s own application
form.  This is different from a CV in that the employer designs it and sends
it to applicants, but it will still ask for much of the same information.  It has
the benefit over a CV in that a business is able to tailor it to their exact needs
and ask specific questions.

Once a business has received all the applications, they need to be analysed
and the most appropriate form of selection decided upon.  When analysing
applications, a business will normally split the applications into three
categories.

Those to reject Candidates may be rejected because they may not meet the
standards set out in the job specification such as wrong
qualifications or insufficient experience or they may not
have completed the application form to a satisfactory
standard
Those to place on Often comprises 3-10 of the best candidates who are asked to
a short list interview

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Those to place on A business will not normally reject all other candidates
a long list immediately but keep some on a long list in case those on the
short list drop out or do not appear suitable during
interview.  The business would not want to incur costs
putting them through the selection process, such as
interviews, unless they have to

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Recruitment planning
There are a number of possible reasons as to why a business may have to
recruit more employees:

 Business is expanding due to:

- Increasing sales of existing products

- Developing new products

- Entering new markets

 Existing employees leaving to work with competitors or other local

employers

 Existing employees leaving due to factors such as retirement, sick

leave, maternity leave

 Business needs employees with new skills

 Business is relocating – and not all the existing workforce wants to

move to the new location

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Recruitment Policy: 
Recruitment policy of any organization is derived from the personnel
policy of the same organization. In other words the former is a part of the
latter. However, recruitment policy by itself should take into
consideration the government’s reservation policy, policy regarding sons
of soil, etc., personnel policies of other organizations regarding merit,
internal sources, social responsibility in absorbing minority sections,
women, etc. Recruitment policy should commit itself to the
organization’s personnel policy like enriching the organization’s human
resources or servicing the community by absorbing the retrenched or laid-
off employees or casual/temporary employees or dependents of
present/former employees, etc.

The following factors should be taken into consideration in

formulating recruitment policy. They are Government policies

 Personnel policies of other competing organizations

 Organization’s personnel policies Recruitment sources
 Recruitment needs
 Recruitment cost
 Selection criteria and preference

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Campus placement
Campus placement or campus interview is the program conducted
within educational institutes or in a common place to provide jobs to
students pursuing or in the stage of completing the programme. In this
programme, industries visit the colleges to select qualified students.

Types of campus placement

There are two types of campus placement. They are on-campus and off-
campus

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1. On-campus placement
This is the placement program organized only for the students within the
educational institute. In most cases student in the final year of a program will
participate in this placement program

2. Off campus placement

This job placement program is for students from other institutions. This
program will be conducted in a common place (it may be in a college or in
some public place) where students from different colleges will take part.

3. Project Placement
Companies recruit students to do their academic project in the industrial
environment.

4. Student Internship Placement

Companies recruit the students as interns. Internship will be during their
student period.

Objective
The major objective of campus placement is to identify the talented and
qualified professionals before they complete their education. This process
reduces the time for an industry to pick the candidates according to their
need.

Procedure
1. Pre-Placement Talk
A presentation about the company will be made during the pre-placement
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talk. Basically the presentation includes the information like selection

procedure, company’s milestones, organizational achievements, candidate
scope of improvement within the organization if selected, salary,
employment benefits. Usually this presentation will end up with question and
answer session, students given chance to ask questions about company.

2. Educational qualification
Companies who interested in campus visit for recruitment purpose will have
specific qualification criteria. Qualification criteria include marks or grade
range, specific programme.

3. Written Test
Qualified students will undergo a test. This is usually a simple aptitude test
but depending on company and the position looking for, the difficulty level
of the test may be at the higher side.

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4. Group discussion
Most of the companies will have this round as a filtering round. This round
may or may not be conducted.
A common topic is placed before the group and a formal discussion or
knowledge sharing is expected by the judge. Purpose of this round is to
check communication skills, etiquette of person, listening ability, convincing
power, group leadership, leader or follower and many more things are
evaluated on the basis of requirement or the particular intention of
organization or company.

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5. Technical Interview
Based on outcome of above said process, students will further undergo a
round called technical round. This round evaluates the technical ability of the
student. In most of the cases this will be an individual round but it may be
grouped with the formal interview.

6. Formal interview
Final round of the selection process, where the student’s stability and his
confidence level towards the particular work will be evaluated.

7. Post-Placement Talk
Once the student is selected, he will be given an offer letter. Company’s
executive may provide guidelines about joining procedure and other
prerequisites if needed.
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Recent Trends in Recruitment

The following trends are being seen in recruitment: 

OUTSOURCING
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms help
the 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.
Outsourcing firms develop their human resource pool by employing people for them and

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make available personnel to various companies as per their needs. In turn, the outsourcing
firms or the intermediaries charge the organizations for their services

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage
3. turning the management's focus to strategic level processes of HRM
4. Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.
5. Company can save a lot of its resources and time

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; the organization might be a
competitor in the industry. 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. But it is seen as an unethical
practice and not openly talked about. Indian software and the retail sector are
the sectors facing the most severe brunt of poaching today. It has become a
challenge for human resource managers to face and tackle poaching, as it
weakens the competitive strength of the firm.

E-RECRUITMENT

Many big organizations use Internet as a source of recruitment.

E- recruitment is the use of technology to assist the recruitment
process. They advertise job vacancies through worldwide web. The
job seekers send their applications or curriculum vitae i.e. CV through
e mail using the Internet. Alternatively job seekers place their CV’s in
worldwide web, which can be drawn by prospective employees
depending upon their requirements.

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Advantages of recruitment are:

o Low cost.
o No intermediaries
o Reduction in time for recruitment.
o Recruitment of right type of people.
o Efficiency of recruitment process.

Recruitment management system

Recruitment management system is the comprehensive tool to manage the
entire recruitment processes of an organization. It is one of the technological
tools facilitated by the information management systems to the HR of
organizations. Just like performance management, payroll and other systems,
Recruitment management system helps to contour the recruitment processes and

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effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment

management system are explained below:
 Structure and systematically organize the entire recruitment
processes.
 Recruitment management system facilitates faster, unbiased,
accurate and reliable processing of applications from various
applications.
 Helps to reduce the time-per-hire and cost-per-hire.
 Recruitment management system helps to incorporate and
integrate the various links like the application system on the
official website of the company, the unsolicited
applications, outsourcing recruitment, the final decision
making to the main recruitment process.
 Recruitment management system maintains an automated
active database of the applicants facilitating the talent
management and increasing the efficiency of the recruitment
processes.
 Recruitment management system provides and a flexible,
automated and interactive interface between the online
application system, the recruitment department of the
company and the job seeker.
 Offers tolls and support to enhance productivity, solutions
and optimizing the recruitment processes to ensure improved
ROI.
 Recruitment management system helps to communicate and
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create healthy relationships with the candidates through the

entire recruitment process.

The Recruitment Management System (RMS) is an innovative

information system tool which helps to sane the time and costs of
the recruiters and improving the recruitment processes.

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Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals.

The level of performance of and organization depends on the effectiveness of its
recruitment function. Organizations have developed and follow recruitment
strategies to hire the best talent for their organization and to utilize their resources
optimally. A successful recruitment strategy should be well planned and practical
to attract more and good talent to apply in the organization.

1. Identifying and prioritizing jobs 

Requirements keep arising at various levels in every organization; it is
almost a never-ending process. It is impossible to fill all the positions
immediately. Therefore, there is a need to identify the positions requiring
immediate attention and action. To maintain the quality of the recruitment
activities, it is useful to prioritize the vacancies whether to focus on all
vacancies equally or focusing on key jobs first.

2. 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. This covers the following parameters
as well:
o Performance level required: Different strategies are required for
focusing on hiring high performers and average performers.

38
 Recruitment in banks

o Experience level required: the strategy should be clear as to what is

the experience level required by the organization. The candidate’s
experience can range from being a fresher to experienced senior
professionals.
o Category of the candidate: the strategy should clearly define the target
candidate. He/she can be from the same industry, different industry,
unemployed, top performers of the industry etc.

3. Sources of recruitment

The strategy should define various sources (external and internal) of

recruitment. Which are the sources to be used and focused for the
recruitment purposes for various positions. Employee referral is one of the
most effective sources of recruitment.

4. 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.g.: behavioral, technical etc.) to focus while interviewing and selecting a
candidate.

5. How to evaluate the candidates

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 Recruitment in banks

The various parameters and the ways to judge them i.e. the entire
recruitment process should be planned in advance. Like the rounds of
technical interviews, HR interviews, written tests, psychometric tests etc.

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 Recruitment in banks

HR Challenges In Recruitment

Recruitment is a function that requires business perspective, expertise,

ability to find and match the best potential candidate for the organization,
diplomacy, marketing skills (as to sell the position to the candidate) and
wisdom to align the recruitment processes for the benefit of the organization.
The HR professionals – handling the recruitment function of the organization-
are constantly facing new challenges. The biggest challenge for such
professionals is to source or recruit the best people or potential candidate for
the organization. In the last few years, the job market has undergone some
fundamental changes in terms of technologies, sources of recruitment,
competition in the market etc. In an already saturated job market, where the
practices like poaching and raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of their most important function-
recruitment. They have to face and conquer various challenges to find the best
candidates for their organizations.

The major challenges faced by the HR in recruitment are:

 Adaptability to globalization – The HR professionals are expected and

required to keep in tune with the changing times, i.e. the changes taking
place across the globe. HR should maintain the timeliness of the process.

 Lack of motivation – Recruitment is considered to be a thankless job.

Even if the organization is achieving results, HR department or
professionals are not thanked for recruiting the right employees and
performers.
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 Recruitment in banks

 Process analysis – The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment. The process should be
flexible, adaptive and responsive to the immediate requirements. The
recruitment process should also be cost effective.

 Strategic prioritization – The emerging new systems are both an

opportunity as well as a challenge for the HR professionals. Therefore,
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals.

Future of recruitment

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 Recruitment in banks

E-RECRUITMENT

E-recruitment or ecruitment is the process of personnel recruitment using

electronic resources, in particular the internet Companies and recruitment agents
have moved much of their recruitment process online so as to improve the speed
by which candidates can be matched with live vacancies. Using database
technologies, and online job advertising boards and search engines, employers can
now fill posts in a fraction of the time previously possible. Using an online e-
Recruitment system will save the employer time as usually they can rate the e-
Candidate and several persons in HR can independently review e-Candidates.

Internet, which reach larger number of people and can get immediate
feedback become the major source of potential job candidates and well known as
online recruitment or E-recruitment. However, it may generate many unqualified
candidates and may not increase the diversity and mix of employees.

In terms of HRM, the internet has radically changed the recruitment function
from the organizational and job seekers' perspective. Conventional methods of
recruitment processes are readily acknowledged as being time-consuming with
high costs and limited geographic reach. However, recruitment through World
Wide Web (WWW) provides global coverage and easiness. Likewise, the speedy
integration of the internet into recruitment processes is primarily recognized due to
the internet's unrivalled communications capabilities, which enable recruiters for
written communications through e-mails, blogs and job portals.

The buzzword and the latest trends in recruitment is the “E-

Recruitment”. Also known as “Online recruitment”, it is the use of technology

43
 Recruitment in banks

or the web based tools to assist the recruitment process. The tool can be either
a job website like naukri.com, the organization’s corporate web site or its own
intranet. Many big and small organizations are using Internet as a source of
recruitment. They advertise job vacancies through worldwide web. The job
seekers send their applications or curriculum vitae (CV) through an e-mail
using the Internet. Alternatively job seekers place their CV’s in worldwide
web, which can be drawn by prospective employees depending upon their
requirements.
 The internet penetration in India is increasing and has tremendous potential.
According to a study by NASSCOM – “Jobs is among the top reasons why
new users will come on to the internet, besides e-mail.” There are more than
18 million resume’s floating online across the world.

The two kinds of e- recruitment that an organization can use is –

 Job portals – i.e. 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.
 Creating a complete online recruitment/application section in the companies
own website. - Companies have added an application system to its website,
where the ‘passive’ job seekers can submit their resumes into the database of
the organization for consideration in future, as and when the roles become
available. 
 Resume Scanners: Resume scanner is one major benefit provided by the job
portals to the organizations. It enables the employees to screen and filter the
resumes through pre-defined criteria’s and requirements (skills,
qualifications, experience, payroll etc.) of the job.

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 Recruitment in banks

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. Also, the jobs
can be posted on the site almost immediately and is also cheaper than advertising
in the employment newspapers. Sometimes companies can get valuable references
through the “passers-by” applicants. Online recruitment helps the organizations to
automate the recruitment process, save their time and costs on recruitments.

Online recruitment techniques 

 Giving a detailed job description and job specifications in the job postings
to attract candidates with the right skill sets and qualifications at the first
stage.
 E-recruitment should be incorporated into the overall recruitment strategy
of the organisation.
 A well defined and structured applicant tracking system should be
integrated and the system should have a back-end support.
 Along with the back-office support a comprehensive website to receive
and process job applications (through direct or online advertising) should
be developed.
Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of
recruitment.”

Advantages & Disadvantages Of E-Recruitment

There are many benefits – both to the employers and the job seekers but the e-
45
 Recruitment in banks

recruitment is not free from a few shortcomings. Some of the advantages and the
disadvantages of e- recruitment are as follows:

Advantages of E-Recruitment are: 

 Lower costs to the organization. Also, posting jobs online is cheaper than advertising
in the newspapers.
 No intermediaries.
 Reduction in the time for recruitment (over 65 percent of the hiring time).Facilitates
the recruitment of right type of people with the required skills.
 Improved efficiency of recruitment process.
Gives a 24*7 access to an online collection of resumes. 
Online recruitment helps the organizations to weed out the unqualified
candidates in an automated way.
Recruitment websites also provide valuable data and information regarding
the compensation offered by the competitors etc. which helps the HR managers to
take various HR decisions like promotions, salary trends in industry etc

Disadvantages of E-Recruitment

Apart from the various benefits, e-recruitment has its own share of
shortcomings and disadvantages. Some of them are:
 Screening and checking the skill mapping and authenticity of million of
resumes is a problem and time consuming exercise for organizations.
 There is low Internet penetration and no access and lack of awareness of
internet in many locations across India.

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 Recruitment in banks

 Organizations cannot be dependant solely and totally on the online

recruitment methods.
 In India, the employers and the employees still prefer a face-to-face
interaction rather than sending e-mails.

Case study

Recruitment in Axis bank

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 Recruitment in banks

Axis bank has published advertisement for the recruitment of various

vacancies. The details like no. of vacancies age limit, qualification and other main
detail about recruitment in Axis bank is given below. Interested candidates can
apply before the last date.

Axis bank is one of the largest bank amongst other bank in India has
prepared the notification for the recruitment of various staff. The detail notification
about the recruitment in Axis bank has already published by the banks on its main
website. Candidates can read the main detail to know the eligibility for apply the
jobs in Axis bank. Eligible candidates can apply on the application format given by
the in the advertisement. Candidate can download the application form as link
given below. The main detail about the Axis bank is given below.

Industrial Development Bank of India invites application for the

recruitment in various vacancies in all over India branches. The held the exams for
various vacancies almost every year to recruit personal like various vacancies. This
time Axis bank is going to recruit various vacancies. The selection will be
followed by written test and interview. Rules and regulation to apply the
recruitment in Axis bank as link and information given below. We are giving the
main information/ details Axis bank recruitment. One can go the main
advertisement to see the full information given by the bank.

Axis bank recruitment detail:

 Manager/ Deputy Manager/ Assistant Manager (Foreign Exchange)

(Job Code-FX) PAN India 24 Sep 2010

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 Recruitment in banks

 Branch Ops Team Member (Branch banking (Job Code-OFR) (Rural

center) PAN India except east 24 sep 2010

 Relationship Manager business Banking (Business Banking) (Job

Code-BBRM) PAN India 24 Sep 2010

 CBO Official (Corporate banking operation) (Job Code-CBO) Pan

India 24 Sep 2010

 Branch Head (Branch Banking) (Job Code-BHSR) (Semi Urban) PAN

India 24 Sep 2010

 Branch Head (Branch banking) (Job Code-BHSR) Rural Centers)

PAN India 24 Sep 2010

 Operation Head (Branch banking) (Job Code-OHSR) (Semi Rural)

PAN India 24 Sep 2010

 Operation Head (Branch banking) (Job Code-OHSR) (Rural Centers)

PAN India 24 Sep 2010

 Relationship Manager Priority Banking (Branch Banking) (Job Code-

PRM) (Metro) PAN India 24 Sep 2010

 Relationship Manager Priority Banking (Branch Banking) (Job Code-

PRM) (Urban Centers) PAN India 24 Sep 2010

 Branch Sales Manger (Branch Banking) (Job Code-BSM) (Metro)

PAN India 24 Sep 2010

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 Recruitment in banks

 Branch Sales Manger (Branch Banking) (Job Code-BSM) (Urban

Centers) PAN India 24 Sep 2010

Recruitment at SBI
Recruitment at SBI is done by the central office at Mumbai. The recruitment
process for assistant administrative officers (AAOs) at SBI begins with the placing
of advertisements in popular national and regional newspapers across the country.

Candidates applying for the post of AAOs should be between 21 and 28

years of age. They should hold a graduate/ postgraduate degree in any subject with
minimum of 50% marks. Candidates from certain backgrounds (ST, OBC, SC) are
given some concessions with regard to age and marks.

Short – listed candidates are asked to appear for an entrance examination.

The entrance examination has two papers- one is of an objective type and the other
an essay type. The objective type paper tests intelligence, aptitude, mathematical
knowledge, logical reasoning, general knowledge and awareness of political and
cultural events.

After the written test, candidates have to appear for interviews, which are
conducted by SBI offices across the country. Based on their overall performance,
candidates are selected.

Induction at CANARA Bank

CANARA Bank has recognized the importance of induction. Evidence of

this can be seen in the HRD handbook of the bank. The handbook has a chapter
that advises manager on the objectives of induction and the system to be followed.
Given here below is a summarized extract from handbook:

ENRTY INTERVIEW FOR EFFECTIVE INDUCTION OF NEW ENTRANT

Objectives

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 Recruitment in banks

 To ensure introduction of the new entrant to the institution, its culture,

tradition, ethos and work ethics.
 To have a formal interaction between the head of the branch/office and the
new entrant in order to have introduction to the job and colleagues.
 To provide psychological assurance that he will be looked after and cared in
the new place.
 Help the employee to shed apprehensions, if any, and feel free in the
environment.
 Help to create welcome feeling to the new entrant and thereby make
induction a pleasant experience.
 To initiate the socialization process of the employee in the organization on a
positive note, so the process of emotional integration is fast and smooth.

System:

 The branch Manager/ Selection In – Charge conducts the entry

interview of the new employee on the first day immediately on his
joining the branch/office.
 The interview has to be conducted in a friendly atmosphere and the
employee is made to feel at ease.
 Through the interview the manager elicits the background of the
employee – family and profession his goals in life, his expectations,
his capabilities and potential.
 The manager volunteers information about the bank’s history, its rich
heritage and culture, its mission and goals to make the employee
aware of the duties expected from him. He also gives general
information about the Branch/Office, the people working there and
also the place.
 The manager finds out the needs of the employee at the new place and
help him to settle.
 The manager introduces the new employee to his colleagues.
 A handbook “Step into the family for an enriching partnership” is
given to the employee.

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 Recruitment in banks

Recruitment in Banks by IBPS

Bank jobs are most preferred in today's time. They offer a wide variety of
jobs which are open to the youth from any academic background. The government
has set up various mediums which help us to become a part of the banking sector
of India. One such establishment is the Institute Personnel of Banking Selection. It
is an autonomous organization set up in order to recruit capable individuals in the
banks of India. This year, 2011, for the first time in India, a new method of
examination has been introduced by IBPS. 

This exam is called the common written exam. It will be conducted towards
the end of the year and would aim at the recruitment of the most desirable
candidates for the post of bank. Institute of Personnel Banking Selection has
undertaken the full responsibility of conducting the exams. It has set up a faculty of
highly trained professionals who would design the question paper. However, the
syllabus would remain the same, as in case of bank exams conducted by various
banks.

Institute of Banking Personnel Selection is an well bred organization which

deals with recruitment in the banking sector. It has gained immense success in
recruiting many candidates for high posts in renowned banks of India. However, it
not only deals with the recruitment of bank personnel but also promotion within
the Organization. It conducts various training programmes which enhance the
confidence level of the candidates. IBPS is one of the largest recruiters in India,
which work on models like ETS etc. Highly trained professionals from various

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 Recruitment in banks

fields like psychology, banking sector, management etc are a part of this
organization.

The recent endeavour of IBPS has added to its value in the Indian market. It
has introduced the common written exams for recruitment as a Bank PO in 19
esteemed public sector banks of India. This novel strategy would not only recruit
candidates on a large basis but would also involve lesser time and lesser money.
Since it becomes a hectic procedure to recruit candidates whenever a vacancy
arrives, CWE would keep a record of the candidates passed in the CWE exams and
maintain a scorecard. If any vacancy arises, the candidate can show the scorecard
to gain entry into the respective bank.

Thus, IBPS has opened a new procedure for bank recruitment through the

CWE. It will provide a common method of entry to all the aspiring candidates for
the post of bank IBPS Recruitment of Clerical Cadre 2011 The system of Common
Written Examination has been approved by each of the 19 participating Public
Sector Banks and the Indian Banks' Association (IBA) with the consent of
Government of India. The Common Written Examination or CWE for Clerical
Cadre posts will be conducted by Institute of Banking Personnel Selection (IBPS)
on27 November 2011.
Important Dates

 Opening date for Online Submission of Applications: 25 August 2011

 Payment of Application Fees: 24 August 2011 to 23 September 2011 (both
days inclusive)
 Last date for Online Submission of Applications: 24 September 2011
 Last date for making changes in Application Details: 26 September 2011
 Download of Call letter for Written Examination: After 11 November 2011
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 Recruitment in banks

 Date of Written Examination: 27 November 2011

Eligibility Criteria

Educational Qualification

 A pass with 60% marks in the aggregate in Matriculation/ SSC (old pattern)/
SSLC/ 10th standard Examination of 10+2+3 pattern or equivalent. For SC/
ST/ OBC/ PWD/ Ex- Servicemen candidates a pass in the aggregate in
Matriculation/ SSC (old pattern)/ SSLC/ 10th standard Examination of
10+2+3 pattern or equivalent OR
 A pass with 50% marks in HSC examination of 10+2 (10+2+3 pattern)/ 11th
standard of (11+1+3) pattern or Intermediate/ Pre-University or any
equivalent examination/ Diploma in Banking recognized by Central/ State
Government or Union Territory administration. For SC/ ST/ OBC/ PWD/
Ex- Servicemen candidates a pass in HSC examination of 10+2 (10+2+3
pattern)/ 11th standard of (11+1+3) pattern or Intermediate/ Pre-University
or any equivalent examination/ Diploma in Banking recognized by Central/
State Government or Union Territory administration OR
 Degree in any discipline from a recognized University or any equivalent
qualification recognized as such by the Central Government.

Age limit: Between 18 years and 28 years as on 1 August 2011 (for general

category)

Selection Procedure

Written Examination
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 Recruitment in banks

Sr. No. Name of Tests (Objective) No. of Maximum Duration

Questions Marks
1 Reasoning 50 50  
2 English Language 50 50
150
3 Numerical Ability 50 50
minutes
4 General Awareness (with 50 50
special reference to
banking industry)
5 Computer Knowledge 50 50
  Total 250 250  
The above tests except the Test of English Language will be printed bilingually,
i.e. English and Hindi. The Descriptive Papers of only those candidates who secure
minimum qualifying marks in each of the objective tests will be evaluated.

Application Fee: Application fee for SC/ ST/ PWD/ Ex-Servicemen category

candidates is Rs 50 and fee for other category candidates is Rs 350.

Mode of Payment

 Online Payment: Payment of application fee can be made by using only

Master/ Visa Debit or Credit cards or Internet Banking by providing
information as asked on the screen. On successful completion of the
transaction, an e-receipt will be generated. Candidates are required to take a
print of the e-receipt which will have to be submitted with the Call Letter at
the time of written examination.

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 Recruitment in banks

 Offline Mode: Candidates can make payment of requisite fees/ intimation

charges payment of fees/ intimation charges through CBS branches of the
following 6 Public Sector Banks
 a) Bank of Baroda (Account No. 03970200001597)
 b) Bank of India (Account No. 005120110000777)
 c) Central Bank of India (Account No. 3135147199)
 d) Indian Overseas Bank (Account No. 143502000000850)
 e) Punjab National Bank (Account No. 3985002100046381)
 f) United Bank of India (Account No. 0284053402005)

Candidates are first required to take a printout of the fee payment challan
from IBPS website and indicate the particular Bank in which they wish to
pay fees/ intimation charges. Candidates are required to fill in the fee
payment challan for any of the above Banks with details such as Name, Date
of Birth, Contact No., Category, Post Applied for, Amount deposited,
Depositing Branch Name and City etc.

Collect the candidate's copy of the Fee Payment Challan from the Branch.
Please check that the challan is properly signed and the details of
Transaction Number, Branch Name and DP Code Number, Deposit Date
have been noted in the challan by the Branch authorities. Candidates are
required to submit the original fee payment challan along with the Call
Letter at the time of written examination.

How to Apply

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 Recruitment in banks

Candidates can apply online only and no other mode of application will be
accepted.  Before applying online, candidates should have the following
documents.

 Candidates are first required to go to the IBPS’s

website http://www.ibps.in/and click on the link "Common Written
Examination (CLERKS)" and apply Online by clicking on the
option "CLICK HERE TO APPLY ONLINE FOR CWE- CLERICAL
CADRE NOVEMBER 2011" to open up the On-Line Application
Form.

 Candidates are required to upload their photograph and signature as

per the specifications given in the Guidelines for Scanning and
Upload of Photograph and Signature.
 Candidates should note their Registration Number and Password for
future reference.
 After applying on-line, the candidate should immediately take a
printout of the system generated on-line application form, ensure the
particulars filled in are accurate, and retain it for future reference.
They should not send this print out to the IBPS.
 No acknowledgment will be given for online registration. However a
Registration Number and Password will be generated and an email/
sms intimation will be sent to the candidate's email ID/ Mobile
Number specified in the online application form.
 Request for change/correction in any particulars in the Application
Form shall not be entertained under any circumstances AFTER THE
LAST DATE FOR Editing/ Updating application details specified.

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 Recruitment in banks

What is the role of IBPS in bank recruitment?

Working on international testing models like the ETS model, IBPS or

Institute of Banking Personnel Selection conducts a wide spectrum of activities in
personnel selection both for promotion within and recruitment and selection from
outside the organization. Today, IBPS has become a body providing integrated end
to end solutions for human resource management of client organizations.

A total of 19 public sector banks of India are participating in the Common

Written Examination (CWE) to be conducted by Institute of Banking Personnel
Selection (IBPS). The list of banks participating in the recruitment process is as
follows:

1. Allahabad Bank
2. Indian Overseas Bank
3. Andhra Bank
4. Oriental Bank of Commerce
5. Bank of Baroda
6. Punjab National Bank
7. Bank of India
8. Punjab & Sind Bank
9. Bank of Maharashtra
10.Syndicate Bank
11.Canara Bank
12.Union Bank of India
13.Central Bank of India 
14.United Bank of India
15.Corporation Bank

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 Recruitment in banks

16.UCO Bank
17.Dena Bank
18.Vijaya Bank
19.Indian Bank

Steps to follow while applying IBPS Common Written Examination

1. Check Eligibility
2. Download Challan and print.
3. Visit your nearest nationalized bank to fill challan fees by NEFT payment
method to get UTR number from bank which will be useful while filing online
application.
4. Upload/Scan your signature, photo with proper alignment and pixels said by
IBPS board to upload your photo and sign in online application process.
5. Open official website and fill online application form properly.
6. Upload signature, photo and submit.

7. Take print of your login details, online application form and retain two copies

for your further references.
8. Wait for examination date and call letter.
9. Prepare examination study well and hit your goal!
10. Be ready for result of common written examination which may declare after 3
months.
QUESTIONNAIRE
Axis Bank
Q1. Which media was used for recruitment?

o Newspapers

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 Recruitment in banks

o Internet
o Recruitment Agencies
o University
o Notice Board

Q2. Which source is used to hire new employee?

o Internal
o External

 Q3. Whether they were provided any written test at the time of recruitment?

o Yes
o No

Q4. If written test, whether the test was relevant to their job experiences?

o Yes
o No

 Q5. What was the nature of questions that were asked during the interview?

o General
o Specific
o Job related 

Q6. What are the criteria for filling the top managerial posts?

o External sources
o Internal sources

Q7. What source you adopt to source candidates? 

a. Employee referral
b. Campus recruitment 
c. Advertising

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 Recruitment in banks

d. Recruitment agencies
e. Job portals
f. Other, specify – __________________________

Q8. How many stages are involved in selecting the candidate?

a. 1
b. 2
c. 3
d. 4
e. More+

Q9. Do you use any of the following tests during the process of recruitment?

a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, specify – ________________________

Q10. How do you track the source of candidate?

a. Manual
b. Software 
c. Online
d. Windows Xls

Q11. Apart from the HR Manager, who all from the other departments are required
to get involved in interviewing process?

a. Sales
b. Administration
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 Recruitment in banks

c. HR Executives
d. Other, specify – _____________________
 

Q12. Does the company reimburse the traveling cost incurred by the candidate for
appearing in the interview?

a. Yes

b. No

c. Depends, how – __________________________

Q13. Are you aware of the concept of “Video Resume”?

a. No

b. Yes, then do you use it – Yes/No

Q14. In how much time does the whole process generates results? (Time taken in
the whole process i.e. from tests, personal interviews to final list of selected
candidates)

Around 1 or 2 months

Q15. Do you do the “Employment Eligibility Verification”?

o Yes
o No
If yes, then, what method you take up to perform it?

a. Internally

b. Through agencies

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 Recruitment in banks

Q16. What kind of verifications you do?

a. Educational qualifications
b. Legal background check
c. Professional background check
d. Reference check
e. Family background check

Q17. What is the total number of personnel in your HR department?

2 to 3

Q18. Which is the biggest challenge that you face in the whole process of
recruitment?

When there are many well qualified and experienced candidates and
vacancies is few

SBI
Q1. Which media was used for recruitment?

o Newspapers

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 Recruitment in banks

o Internet
o Recruitment Agencies
o University
o Notice Board

Q2. Which source is used to hire new employee?

o Internal
o External

 Q3. Whether they were provided any written test at the time of recruitment?

o Yes
o No

Q4. If written test, whether the test was relevant to their job experiences?

o Yes
o No

 Q5. What was the nature of questions that were asked during the interview?

o General
o Specific
o Job related 

Q6. What are the criteria for filling the top managerial posts?

o External sources
o Internal sources

Q7. What source you adopt to source candidates? 

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 Recruitment in banks

o Employee referral
o Campus recruitment 
o Advertising
o Recruitment agencies
o Job portals
o Other, specify – __________________________

Q8. How many stages are involved in selecting the candidate?

o 1
o 2
o 3
o 4
o More

Q9. Do you use any of the following tests during the process of recruitment?

o Written
o Aptitude
o Group Discussion
o Personal Interview
o Medical test
o Appointment letter
o Other, specify – ________________________

Q10. How do you track the source of candidate?

o Manual
o Software 
o Online
o Windows Xls

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 Recruitment in banks

Q11. Apart from the HR Manager, who all from the other departments are required
to get involved in interviewing process?

o Sales
o Administration
o HR Executives
o Other, specify – _____________________
 

Q12. Does the company reimburse the traveling cost incurred by the candidate for
appearing in the interview?

o Yes
o No

Q13. Are you aware of the concept of “Video Resume”?

o No
o Yes

Q14. In how much time does the whole process generates results? (Time taken in
the whole process i.e. from tests, personal interviews to final list of selected
candidates)

Depends, sometimes 2 months or even 9 months

Q15. Do you do the “Employment Eligibility Verification”?

o Yes
o No

Q16. What kind of verifications you do?

o Educational qualifications
o Legal background check

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 Recruitment in banks

o Professional background check

o Reference check
o Family background check

Q17. What is the total number of personnel in your HR department?

There is no HR department staff in small branches, only at main branches.

Q18. Which is the biggest challenge that you face in the whole process of
recruitment?

Because of workload, to recruit any employee duration takes long process

and time.

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 Recruitment in banks

Conclusion

Studying the recruitment procedures of bank and analysing the respondents

answers, opinion survey and data analysis it came to conclusion that recruitment in
banks is growing rapidly.

It has a separate personnel department i.e HR department, which is entrusted

with the task of carrying out its various roles efficiently for recruitment. There are
different levels of selection of candidates such as written test, aptitude test, group
discussion, personal interview, technical interview etc

The bank maintains its transparency while recruiting candidates.

Management takes longer duration for recruitment if there are many candidates.
The duration can be of few months or it can also be for more than 8 months. There
are different expectations of HR dept. from candidates like qualification, job
experience, abilities, talent, decision making qualities etc. Recruitment process
goes hand by hand i.e candidate needs job and Company needs employees.

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 Recruitment in banks

WEBLIOGRAPHY:
www.recruitment.naukrihub.com/hr-challenges.html

http://www.articleblast.com/Self_Improvement/Success/Recruitment_in_Banks_by
_IBPS/

http://humanresources.about.com/od/glossaryh/f/hr_management.htm

http://www.scribd.com/doc/50093870/20/Objectives-Of-Recruitment

http://tutor2u.net/business/gcse/people_recruitment_job_applications.htm

http://tutor2u.net/business/gcse/people_recruitment_methods.htm

http://www.cenedella.com/job-search/history-of-job-search-recruitment-
advertising-in-2010/

http://www.referenceforbusiness.com/encyclopedia/Gov-Inc/Human-Resource-
Management-HRM.html

http://recruitingdaily.com/2010/06/the-history-of-the-recruitment-industry/

http://www.dnaindia.com/money/report_axis-bank-to-recruit-4500-this-
year_1134138

Google

www.tatamcgrawhill.com

Bibliography
Human resource and personnel management by K. Aswathappa

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