For high growth , we will attract, hire and retain the right talent is critical.

We will add the right players to our team and we have a key source of competitive advantage.

Major responsibility of recruitment lies on the shoulders of "Recruitment Specialist" in HR department. Recruitment Specialist must be well versed with the "Business" of the company, its strategies and policies. It is for him to keep himself updated with the latest skill sets, available in the market. It is for him to "keep" him self updated with the "Business Competitors" of the organization. Even the onus of "retaining people is on "Recruitment Specialist". It is for them to find if the "person" will be able to fit into the "culture" of the organization.

Product Before selecting a product it is necessary to ask the following questions to check the feasibility of the BPO:What positions are you trying to fill? What do you have to offer to potential candidates? Who else is trying to hire similar candidates and how can you gain a competitive advantage? Price

4.Searching web databases.How much are you willing to pay top quality candidates (e.Participating in job and career fairs that cater to culturally diverse job seekers. 5. Resume Services . Networking . Direct Mail Campaign .g.Developing relationships with institutions that have direct or indirect access to culturally diverse candidates 2. attending on-line career chats 3. .Purchasing a packet of resumes that match identified hiring criteria and contain a significant level of diversity.Systematically sending recruitment materials to culturally diverse individuals who meet your hiring criteria and organizations that have access to such individuals.. salary and benefits. Job Fairs . Internet . other costs associated with the hiring process)? Is this more or less than your competition? Person What is your target market? Who are you trying to hire? What competencies are needed for the jobs you have to fill? Are these competencies valid? What does the ideal candidate look like? Promotion Where can your ideal candidates are found? How will you let these candidates know about your job openings and encourage them to apply? What resources can you use to generate a diverse candidate pool? 1. placing ads at various career sites geared toward a diverse array of individuals.

Newspaper/Periodical Advertising .Becoming actively involved in a professional association that caters to underrepresented members of a particular profession Recruitment return on investment (ROI) understands and compares the elements. including increased quality and savings in time and money through implementation 2. Radio & Television Advertising culturally diverse individuals. Metrics are a tool for a larger analysis of your recruiting effectiveness. Estimated cost of services and associated technology 3. .Placing job ads in periodicals that cater to culturally diverse individuals. Recruitment ROI can assist in building a business case for the organization's decision makers to evaluate the benefits and estimated return on the investment to upgrade an organization's recruitment function. In summary. Tangible and intangible benefits to the organization. the recruitment ROI process would address the following: 1. Investment/payback period of the recruitment project 4. Placing job ads on shows that cater to - 8.6. 7. Professional Associations . recruitment technology. costs and risks of a recruitment related project to the expected benefits. Issues and costs associated with not proceeding with the recruitment project Collecting data and calculating the ratios is only the first step. recruitment centre implementation or process reengineering. for example.

summarize and communicate the results of those interviews? . Manage costs 7. How much time does your hiring team / recruiter spend screening through resumes? This may also be an average cost per resume received for the job. Assist in the identification and evaluation of risks A. Gain the buy-in of business decision makers to invest in and optimize the recruitment function 3. Recruitment metrics measure the effectiveness of the recruitment function.Metrics don't just mean time and cost. Demonstrate changes and impacts to the organization over time 5. C. Establish shared accountability between the Recruitment Centre. B. and route resumes to the hiring team? The best way to do this is to figure out an average cost per resume and track how many resumes you receive for each job to be able to calculate the administrative cost per job. how many were conducted and how much time was spent by the recruiter to prepare. Provide an accurate picture of current costs and outcomes 4. Analyze productivity 8. It's about looking for every point of transaction with a candidate and tracking it from the time and cost perspective-every activity that pulls a candidate into the process and the path that takes the candidate through to an accepted offer. Demonstrate the real value of the recruitment function 2. Their purpose and benefits are to: 1. If your organization conducts preliminary phone interviews. These metrics deliver valuable and relevant information back to business stakeholders. How much time and expense does your administrative staff expend to open. conduct. Hiring Managers and/or business units 6. respond.

uniforms. What costs does the company typically incur to bring someone onboard orientation. Did your hiring team or the interviewee incur any travel expenses that were reimbursed by the company? F. assistance with sell/buy.D. benefits enrollment. mentor. How many staff members were involved in the interviews? How long per interview? How many interviews? What is the average cost of the interviewers' time H. computers. airplane tickets. how much was it? M. cell phones. temp housing. What costs will the company be paying for the new hire to relocate? Some costs may include moving company. or spouse/dependent assistance. If there was a signing bonus. . How much time and what was the cost for follow-up with candidates during negotiations and to notify those that were not hired? I. How much time were spent scheduling interviews? G. hotel accommodations. How long did it take to fill the position from start to hire date? What could you have done to reduce the time to hire and not have impacted the quality of the hire? O. E. house hunting visits. What was the impact on productivity while the position was left vacant? This is a very difficult calculation to conduct especially depending on the position. etc. What was the cost of referral fees from a recruiting agency or an employee referral? J. Do you have an automated applicant-tracking program? This is an indirect cost that you may choose to pro-rate across your hires for a specific period of time. What was the cost for background investigations and/or reference checks? Drug screens? L. K. somewhat like depreciating a new computer on your taxes.? N.

it does have an impact on the hiring manager and the organization as a whole. The selection process In many BPO companies.6 months after the employee has been on the job to get a real sense of how successful the hire was. If it can't be quantified. How satisfied was the hiring manager / organization with the hire? This assessment can be done following the hiring but should be repeated again 3 . For a Recruitment Professional to be efficient and effective. A series of evaluation on different aspects is involved before they short list a candidate. there is a good and bad face of each profession. provided they are "true an fair" in their dealings.However. For the back end processing jobs . P. all that is matter is how true you are to yourself and your integrity. They can play an important role in "Organization Transformation". I have also mentioned in one of my "earlier write-up" that "Recruitment Professional" are corrupt. there is so much to do. at least keep it in mind. candidates are selected not just with one entry test.non-voice projects-the different tests involved are:- .

I have seen people without typing knowledge doing exemplary performance when they are put live in the floor. your aim in life. Any person with minimum knowledge in English grammar can easily get through this test. Here to some extent the points you deliver would be taken in to account and also includes above discussed concepts. your interest. Many people will try to speak with lots of points and information but you have to keep in mind that this test is conducted to check your slang in English and also to find out any mistakes when you speak. one single topic would be given and all the contenders would require speaking on that topic. The real fact is. each individual would be given one single topic to choose and you would be asked to speak for about 2 or 3 minutes. Another important thing you have to note down is there is always a point for the person who initiates the discussion. HR interview (one-to-one meeting) test test discussion In the typing test it is required to type 30 wpm with 98% of accuracy. it is not a mandatory that one should know the typing skills. The Group discussion is a very common feature in all the major BPO companies. Recruitment and selection process in a BPO:- . You will be provided with a topic and you have to give your comments on that. Group 4. The final round would be the HR interview which mainly deals with your family. The type of GD session would be. English 3. Typing 2.1. The English test would be of very fundamental in nature. all about your self. in short. education. It is not required that you have to speak for maximum number of minutes or with maximum points. they just consider whether you make your views in an understanding manner using simple language. Some times.

A. Meaning and definition of human resource management (HRM). C. Systems. Recruitment. The 7S Mc Kinsey model. A. Track record of BPO III. II. Structure. Scope of HRM. II. Milestones. II.Introduction I. Selection. III. Strategic management and recruitment. Concept of shared services. Strategy. II. A. II. B. IV. HR planning. Global sourcing approach to business process outsourcing. III. BPO global sourcing model track record. III. A. IV. B. Overview of The BPO Why this BPO? Shared services. A. Focus on the customer. . BPO capabilities B. Recruitment strategies.

II. friendship etc. First round: English written test. BPO services service profile. Style. Shared values.)(Here your accent and grammar will be checked. Be careful). Fourth round: Final HR . Skills. F.) . E. BPO Product profile in general II. SWOT analysis. 3 minutes on a topic (life. Second round: Personal Interview. Selection procedure in Wipro:1. Third round: Technical test networks.just a formality (They will explain you the salary structure etc.Tech/B. A. Results. prepositions. basic computation) (Prepare 5.) *ELIMINATION ROUND* 3. Why Bpo? (If you are a B. ordering of sentences..E/MCA) Tongue Twisters (around 15) etc. (Prepare articles. OS.D. sentence correction.) 2. BPO Services B. Staff. G. Questionnaire. IV. A.. III.

1 million jobs by 2008. It is an agreement between two parties for specific business task. Job seekers prefer BPO’s over other sectors because it is providing high paying jobs to graduates/undergraduates. High attrition rate in this sector reason being unsatisfied employee. monotonous work. The BPO industry is growing at an annual growth rate of 14% and is expected to cross $310 billion by 2008. Coming up of high profile BPOs Training has become a major tool to retain employees. 2. etc 3. To deliver desired services to customer. People working in BPO sector face the problem of night shift. who is 10. neglected talent. Well designed training program with clear career path increases the job satisfaction among the young professionals and help them in becoming efficient and effective . job stress that results in de motivation. and 6 million jobs by 2015. The various reasons behind the increasing training need in the BPO industry are: 1. which is why training need has increased more than ever before.000 miles away. BPO industry is expected to generate 1.BPO is Business Process Outsourcing. inadequate know-how. it is important to have good amount of business knowledge and required expertise.

there is a constant need of updating. These companies try identifying the strengths and weaknesses and are emphasizing more on their personalities. But what more important is. Therefore. and leadership skills. Various Bpos’ have an elaborate training infrastructure that includes Computer-Based Training rooms. and specially trained and qualified inhouse trainers. is the development of the skills of middle management. The companies are now busy designing training programs for their employees.at the work place. techniques. technologies. Areas Covered in Training Programs The specific areas where training is given in BPO sector are:  Customer Care  Technical Support  Payroll Maintenance  Publishing  Sales and Telemarketing  Finance and Accounting  Human Resources . problem-solving skills. With constant change in processes. the sector is taking a lot of initiatives in conducting training for new joiners. training and development the BPO employees to consistently deliver customer goal. methods. etc. although. Companies are now aligning business goals with training costs. organizations have to handle such challenges of meeting training needs.

 Intellectual Property Research and Documentation  Administrative Support  Security  Supply Chain Management (SCM)  Customer Relationship Management (CRM)  Legal Services  Medical Transcription  Research and Analysis Call Centre Management • Advanced Interpersonal Communication • Business Communication • Accent neutralization .

• Customer Relationship Management • E-mail Etiquette • Selling over the Phone • Telephone Etiquette • Cross-cultural Training Some of the preferred training and development methods in BPO Industry are: • Computer Based Training Methods • E-learning • CD-ROM-based • Lectures .

• • • • • • Discussions Media access Web Video Audio Web-based training sessions Intranet-based training courseware .