Task 1 When the college has a job opportunity they will want to advertise the job.

They might advertise in newspapers and job agencies. The college may even send out application forms to candidates. Some of the reasons the college may need new staff is because of employees leaving, high staff turnover, maternity cover or the college may even have more work and not enough staff. Another way of finding out if the college need to recruit new staff is by doing a skills audit. This is when the college staff will be questioned to see if they are qualified for the required job. Anyone who applies for a position will become an applicant. If the college gets many applicants it will have to decide and select one successful person. The selection process can take very long as the college has to make sure that the right person has been chosen for the job. Out of all the applicants the strongest individuals will be selected and be in a list of candidates. One way to get to know a Is this Essay helpful? Join OPPapers to read more and access more than 350,000 just like it! get better grades candidate is by interviewing them. This will give them an opportunity to ask questions it is also the first opportunity that applicants and the organisation have to speak with each other formally. After interviews the college may want to put the candidates in a classroom scenario to see how they will handle certain situations. Once the college has decided which candidate is ideal for the job they will send a letter to the successful candidate. The unsuccessful candidates should also receive a letter informing them that they have not been chosen for the job. Applicants can apply for a job by handing in a Curriculum Vitae (C.V) or by filling in an application form. In a C.V applicants write all their details including education and employment history, it will also include referees. A C.V will tell an employer a great deal about the candidate. The information the neatness and structure of it will show the candidates abilities. The advantage of this is that the organisation can see all information...

Recruitment And Selection Process
Recruitment & Selection Chapter 1: Introduction In this modern day, working is one of the certain needs for living. Imagine if someone is not working, they cannot eat, pay the bills, pay their child school tuition, etc. For working, there are some steps that have to pass before working in some place. The steps is called RECRUITMENT and SELECTION. Recruitment and selection are the important things to build a good workforce in the working

environment of the company. According to the answers.com, recruitment is an Act of seeking prospective new employees or members for an organization. Recruitment is a vital function for an organization to maintain its personnel. Recruitment originally meant reinforcement. Selection is a preference from among choices. According to the answers.com, the act of choosing between or among a variety of options or alternatives. The process by which various factors or mechanisms determine and modify the reproductive ability of a genotype within Is this Essay helpful? Join OPPapers to read more and access more than 350,000 just like it! get better grades a specific population. Based on the source, the writer conclude that selection is a process in which members of a population perform at different rates, due to either natural or humaninfluenced factors. Selection has a result, characteristics that found from the organisms within the population in the society. Recruitment and Selection Procedure sets out how to ensure as far as possible, that the best people are recruited on merit and that the recruitment process is free from bias and discrimination. Recruitment and selection allow management to determine and gradually modify the behavioral characteristics and competences of the workforce. According to the slide from the Lecturer, The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job. The firms or companies of course want their employees to be wellprepared and suite for the criteria on the job. The Recruitment is divided into two parts: The Informal Recruiting, mouth - to...

mportance Of Recruitment And Selection
Executive Summary Bangladesh is the ninth largest country of the world as regards its population not for its area of land. It has almost 14 crore people. So the main thrust could be given on the development and management of human resources. In the country some large medium sized and a large number of business and industrial organization have been established and a significant number of human resources are employed in the organizations. Though more than 70% of its total population is still involved in cultivation of land, but no remarkable attempt has been made to manage the agriculturists for the national purpose. That is why Bangladesh is still a poor country. In Bangladesh, many public and private businesses, non-business and industrial organization has been emerged. My report ³The Methods of Recruitment and Selection: A Case Study on Palmal Group of Industries´ is a mere attempt to disclose the present scenario of HRM concepts and practices regarding recruitment and selection procedure at Palmal Group of Industries. The specific

The topic ³The Methods of Recruitment and Selection: A Case Study Is this Essay helpful? Join OPPapers to read more and access more than 350.objective of the study is to assess & evaluate its existing ³Recruitment and Selection Method´ and for finding out shortcoming to summarize the necessary recommendations. Objectives: In ICICI the recruitment policy spells out the objective and provides a framework for implementation of the recruitment programme in the form of procedures. ³The Methods of Recruitment and Selection: A Case Study on Palmal Group of Industries´ is maintained through the strategic planning & formalities. how they do that and what are the various ways to choose best candidates. The recruitment policy in a bank may embrace spell issue such as the extent of promotion from . It also includes those factors which are used to control the effects of external or internal sources. After studied this report I conclude some facts about the recruitment process of ICICI bank and give some recommendation upon their recruitment process. Prior to recruitment protocol job analysis and personnel planning are necessarily carried out. TABLE OF CONTENTS ame: Vikas Sharma (2008 -2010) Title: Recruitment Process of ICICI Bank Executive Summary Recruitment process is one of the very important processes for any organization. Recruitment and Selection Procedure are modern as like development world of the HRM system. This report also includes the selection processes of the bank. In this study I also try to prove that it¶s one of the major operations of the ICICI Bank. I tried to make clear all the points which related to recruitment process and selection process. The bank involves a commitment to broad principles such as filling vacancies with best qualified individuals. I used sample size of 40 employees of ICICI to know about their satisfaction level about the recruitment process of the organization. In this study I try to understand what the internal or external sources of recruitment are & also include the internal or external forces which effects process.000 just like it! get better grades on Palmal Group of Industries´ has been designed on the basis of its theoretical aspect.

or more faster because some time it takes lots of time to be complete. It¶s required to be more flexible. who have to perform according to their ability and skills. handicapped and minor individuals. of the company. I come to know about the recruitment system of this bank. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and our evaluation. Despite this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose Recommendations: As par the study. who has the final words in the acceptance or rejection of a particular applicant.within. However. minority group members. In a bank ICICI. there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office. Any financial organization like ICICI should take care about internal or external sources. part time employees and relatives of present employees. online exam preparations etc. They have to follow some more effective steps for that they can get more suitable employees Conclusion: Recruitment is a very important process in any organization. more effective. attitudes of enterprise in recruiting old. recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel. because it¶s related to human resources. which isn¶t a good sign so they have to take cake all or the above segments. which related to recruitment process or the selection process. and they can also add more policies like online testing. Recruitment Process of ICICI Bank Download this Document for FreePrintMobileCollectionsReport Document Info and Rating recruitment selection report . so every organization have to take care about their recruitment processes. online result.

The main objectives for undertaking this project are:  To understand the internal Recruitment process at ICICI Prudential Life Insurance . Without any objective a task is rendered meaningless.icici internal external recruitment procedure recruiting objectives skylinecollegeindia Ads by Google Share & Embed Related Documents Project Report Recruitment-Selection Process Insurance Companies OBJECTIVES OF THE PROJECT Every task is undertaken with an objective.

Before any task was undertaken. The attrition is high among the sales managers. Since my summer training was in the months of May-June. It therefore requires great amount of research work. recruitment is all time high during May-June and Oct-Nov. The recruitment is high during these months due to the fact that March and September are half year closing and business is high during Jan-Mar.P. . I was particularly involved with the sourcing of candidates for the regions outside Delhi such as M. we were asked to go through the HR policies of ICICI Prudential Life Insurance so that we get a better understanding of the process followed by them.P and Rajasthan. U. it gave me the opportunity of involving myself directly with the recruitment process and analyzing the process so that suitable recommendations can be given. At ICICI Prudential Life Insurance. My area of focus was the recruitment and selection particularly at ICICI Prudential Life Insurance. I was directly involved with the recruitment for candidates for the sales profile. Thus it is only after March that people move out of the companies. The methodology adopted was planned in advance so as to collect data in the most organized way. The next step was to explore the various job portals to search for suitable candidates for the job profile. This project is centered on identifying best hiring practices in the insurance industries.   The first task was to understand the various job profiles for which recruitment was to be done. unit mangers mostly in the sales profile.  To identify areas where there can be scope for improvement To give suitable recommendation to streamline the hiring process METHODOLOGY The insurance sector is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the organization.

. Then the candidates INTERVIEW EVALUATION SHEET which is provided by interviewer was crosschecked by the HR team.   Firstly the candidate had filled up the personal data form(pdf). It was convenient method than to stock up piles of papers.   I was involved in assigning codes and administering the test Once the candidate completed his first assessment. Database for the resumes received through mails and response of advertisement. PACE containes all the information of a candidate such as name. candidates went through a telephonic interview to validate the information mentioned in their resume. he is then made to take an online aptitude test.  When a candidate cleared his first round.  A candidate matching the desired profile was then lined for the first round of Face to Face interview in their respective cities.    The external guide maintained a regular updating of the database. I update all the records of the new joinees in that tracker. Once the search criteria were put. I was also involved in maintaining a track of test codes given.  I had the responsibility to make sure that candidates complete all formalities and had to regularly follow up with them. Each code was unique and could be used only once by a candidate. If they think that the candidate was good to hire or not. We created the online aptitude test. If he cleared his cutoff he was given another test.  Since we received many resumes. It the HR department. Understanding what kinds of database are maintained and how they help in keeping a record. contact number. it was essential that a database be maintained to keep a track. ICICI has their own database named as PACE . the database for employee referrals. codes to the candidates. location etc. which has the exclusive rights to assign test. his scores were checked.

RESEARCH METHODOLOGY Date Source Primary Secondary :Through Questionnaires :- Through Internet.work done in Delhi regional Office. Eighth week :-Final Report preparation and presentation. Seventh week :-Analysis of Data Collection. Third Fourth week :. Second week :-Collecting the primary and secondary data.80 Sample Area : . Data Collection Procedure :.Structured Questionnaire.Survey Research Instrument :. Sixth week :-Conducting the survey in RO. Sample Size : . PROJECT SCHEDULE :- First 1 week :-Training program from the company. . Journals. News papers and Misc. Sample procedure :.Study Recruitment & Selection Process Fifth week :-Designing the questionnaire .Random sampling.

Limitations of the study Every task is undertaken with an objective and accomplishment of this objective determines our success. Difficulties:  A summer trainees we could not separate systems to work on. Task: The recruitment at ICICI Prudential Life Insurance involved a lot search from the database and calling up candidates to check whether they fit the job specification. Difficulties:  Candidates were reluctant to talk at times.  Run out of database many times since most of them would have already been contacted.  Candidates who were contacted were not interested in Insurance on many occasions. .  Since STD calls had to be made.  At times many people had for couple of hours to work on the computer.  Candidates who were scheduled for interview would not turn up. so there was greater coordination required with respect to its usage and maintains a time slot so that other person has a chance to use. the availability of phone was limited. Task: Candidates were to be searched from the job portals and called up to be scheduled for an interview.

 People did not disclose much about their employee details. Topic Information RECRUITMENT AND SELECTION ´The art of choosing men is not nearly so difficult as the art of enabling those one has chosen to attain their full worthµ. abilities and experience needed to perform the job successfully. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted in order to acquire new skills and promote organizational growth. even the most accurate selection system is of little use Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it.Task: Inter company analysis through survey and questionnaire filling. Recruitment follows HR planning and goes hand in hand with selection process by which organizations evaluate the suitability of candidates. Difficulties:  Did not secure cooperation easily. With successful recruiting to create a sizeable pool of candidates. Other steps follow:  Creating an applicant pool using internal or external methods .  People asked lot of counter question so convincing them was a major task. Recruitment is the process by which organizations locate and attract individuals to fill job vacancies. The next step is careful examination of the job and enumeration of skills.

 Evaluate candidates via selection  Convince the candidate  And finally make an offer Scope: To define the process and flow of activities while recruiting. The HR department would set the recruitment norms for the organization. However. ACTIVITY FLOW The organization philosophy should be kept in mind while formulating the recruitment procedure. Authorization: S. . the onus of effective implementation and compliance with the process rests with the heads of the respective functions and departments who are involved in the recruitment and selection process. selecting and appointing personnel on the permanent rolls of an organization.No.Human resource Managing director Amendments and deviations: Any amendments to and deviations from this policy can only be authorized by the Headhuman Resources and the Managing Director. Exclusions: The policy does not cover the detailed formalities involved after the candidate joins the organization. 1 2 Authorized Signatory Head.

in various functions/departments. The annual budget would specify the manpower requirement of the entire organization. B. A copy of the duly approved manpower plan would be forwarded by the HR department for their further actions during the course of the year.The process is aimed at defining the series of activities that needs to be performed by different persons involved in the process of recruitment. at different geographical locations and the timing of the individual requirements. which is the cost allotted towards the recruitment of the budgeted staff and the replacement of the existing employees. Recruitment and Selection is conducted by:  HR & Branch Manager  Functional Head RECRUITMENT PLANNING Recruitment planning on the basis of budget A. It would also specify the requirement budget. at different levels. The manpower plan would also clearly indicate the exact time at which the incumbent should be on board in such a way that the Regional HR has adequate notice for the time lapses involved in sourcing any other activities. The manpower planning process for the year would commence with the company·s budgeting activity. The respective Functional heads would submit the manpower requirements of their respective functions/ departments to the board of Directors as part of the annual business plan after detailed discussion with the head of human Resource Function along with detailed notes in support of the projected numbers assumptions regarding the direct and indirect salary costs for each position. . the checks and control measures to be adopted and information that has to be captured.

to signify the final decision taken regarding the recommendations. . the Regional HR would use any one multiple sources such as:  Existing database (active application data bank). Depending on the nature of the position/grade. The vacancies sought to be filled or being filled shall always be within the approved annual manpower budget and no recruitment process shall be initiated without the formal concurrence of the Head of the Regional HR under any circumstance. Review of Manpower Plans and Additional Manpower A. as monthly and quarterly activities on the basis of the approved budget. VP-HR may record the summary of his discussion with the Managing Director and the MD·s approval on the recommendations. The Regional HR·s would undertake the planning activity and necessary preparations in advance of the anticipated requirements. In the event of any new position or any deviations to the original plans. Head of the Regional HR shall also have the responsibility to monitor the appointments being considered at any point of time with specific respect to the duly approved manpower budgets. The recommendations would normally require a formal approval of the Managing Director. SOURCING OF SUITABLE CANDIDATES Selection of Sources Regional HR would tap various sources/channels for getting the right candidate. Alternately. D. volumes of recruitment and any other relevant factors.C. details of the positions maybe forwarded to the VP-HR along with the adequate supporting information. Review of manpower budgets shall take place on a quarterly basis.  Employee referral as per any company scheme that may be approved from time to time. estimated separations and replacements therefore.

 Placement Agencies (particularly for positions of Managers and above).  The media for releasing advertisement would depend on the level of the position being considered and the urgency of the requirements.  Direct recruitment from campuses/academic institutes. ADVERTISEMENTS  All recruitment advertisements (in any form and any medium) shall always conform to the KLI compliance norms and would not be released by any department or branch without the approval of the VP-HR. criticality of positions and the urgency of the positions.  Headhunting firms particularly for senior positions. Regional HR may obtain assistance from the company·s marketing department and/or any external advertising agencies for the preparation of the contents. depending on the specifics of each position for which recruitment advertisements are to be released. internet sites and business magazines. specialist positions and critical positions. Key features of the positions as notified by the Functional Heads would normally form a part of the advertisement text. relative efficacy and cost considerations would play a role in the choice of the appropriate sourcing mechanism. confidentiality requirements. The norms for using any of the sources are not water tight. Number of positions. Advertisement in the internet/newspapers/magazines/company·s sites/job sites or any other media. .  Job websites and  Any other appropriate sources.  The advertisement mode that could be broadly specified as newspapers (local or mainline depending on requirements).

Aptitude/attitude of the candidate. in the requisite numbers and at the compensation/stipend amounts to be formally approved of the VP-HR. number of candidates to be recruited into different positions. from academic institutes of appropriate standards/reputation/grade. Basic skill level on our set of requirements. Establish the annual guaranteed cash compensation of the individual and check whether the person would fit into the system. constitution of the selection panels. fresher fitting different description listed above may be recruited from time to time. norms regarding the identification of the appropriate institutes. This assessment will be with respect to: a. Screening the candidates First level screening The Candidates would be screened by the HR Manager/Branch Manager for the respective locations. The general profile of the candidate. networking ability. Screening would be on the basis of the profile of the candidate and the departmental requirements.Placement Agencies/Headhunting Agencies  Depending upon the vacancies. choice of the appropriate selection process and the tools thereof shall be decided by the Head of the Regional HR in consultation with the VP-HR. e. d. g. . b. say numerically ability. c. Explain the role of Sales manager to the applicant and check the acceptance of the candidate for the same. Motives of the person to join the company and whether focus is in the short term or is a long term player. etc f. depending on the specific features of the position. Personality fit of the candidate into the profile. timings of the recruitment. Plans for such recruitment need specific special approval of VP-HR.

The chart specifying the Minimum approval level for each level of recruitment is specified below: Category Branch Manager/Chief Manager CSE/ADVISORS BIC BM/CM SM Yes No Yes Yes Yes No No Yes Yes No No No Yes Area Manager/AVP/VP Business Heads Managing Director Yes Yes Yes General Norms regarding interview Process: A. People who qualify the minimum criteria on this test will be put up on to the Functional Head (VP·s in case of HO) for functional assessment and suitability into the role. the Regional HR may take a Tele interview of the candidate for further assessment process. Second Level Screening Aptitude Test If the first assessment is positive. They may insist on seeing the proof of the claims made by the candidate regarding qualifications. at their discretion. They may. once such test is selected approved by the company. Tied Agency Sales Manager candidates short listed by the BM have will then take sales Aptitude test. the regional Manager (Business Heads for HO) will meet the candidates short listed by the branch manager/VP. the candidates will give the aptitude test. For the final selection. The scoring. Interviews should consider the entire data provided by the candidate either through the formal CV or otherwise before coming to a conclusion about the candidate. once such a test is finalized. decide to meet the candidate on more than one occasion or to refer the candidate to another panel.In case of need. experience and other achievements. . interpretation and the generation of interview probes from that test will also be done at this time.

along with the interviewer·s recommendations and Reference check form should be forwarded by the recruitment managers to recruitment head. Individual panel members have the option of appending their additional remarks/observations. qualitative observations about the candidate and overall decision regarding selection or otherwise (including a decision to defer the induction. C.B. Specific points to be probed during the reference check process. C. Ratings on various attributes of the candidates shall be recorded in the interview evaluation sheet. Fitment of the candidate into a grade and compensation fitment shall be on the assumption of authenticity of the information provided in the CV/application form. For field positions. must also be clearly recorded and high lightened on the IES forms. D. soon after the interview is over. No selection will be treated as final unless the IES form is filled comprehensively. Administrative Actions Regarding Interviews A. In the case of interviews taking place at the . after taking mutual convenience into account. CV. if the candidate is selected.. Interview evaluation sheet . respective branch/regional heads would undertake this co-ordination. B. referral to another panel. considering for another position) shall be forwarded to the associated Recruitment Manager/ Head of Regional HR. educational details. Along with these numerical ratings.reference check details. Any discrepancies noticed by the panel members regarding the authenticity of the data provided by the candidate should be specifically and formally recorded on the IES form and suitably high lightened. Suitably appropriate IES formats may be created for specific positions. An appropriate formal communication shall be sent to the candidate whose candidature is not being taken forward. Scheduling and the venue of the interviews would be handled by the recruitment team in consultation with the short listed candidate and the selection panel members. job requisition no. After the final round. or details of the verbal/telephonic communications provided to the candidate shall be recorded on the candidates papers. by the recruitment team/associated line managers. the complete set of papers Personal Data Form. if any.

Any fitment beyond this norms will need the approval of Head-HR. HR will forward a worksheet to support the BM·s to evaluate the appropriate cash CTC of the incumbent. A second reference check will be done if considered necessary. They may seek the assistance of the recruitment managers. academic institutes and/or any other eminent personalities can be considered as appropriate references.branch/regional levels. In the case of sales-Tied Agency functions. Normal. In case the candidate is currently un-employed. Reference checks A. Negotiations of the terms and conditions and other pre-appointment formalities A. whenever required. at the discretion of the VP-HR. similar noting should be recorded on the individual candidate·s papers. a reference should be made with a senior official of the candidate·s current employer. Wherever feasible and considered appropriate. Any candidate being offered a CTC of more than 4lacs will need the sign off from HEAD-HR. In appropriate cases. Responsibility for negotiations and finalization of the terms shall rest with the best Branch Manager/Associated Manager. Reference checks process should not normally be initiated unless the candidate has indicated his firm acceptance of the offer being made by us. For all other functions. Close relatives and friends cannot be considered as references. B. a deviation may be referred to the Managing Director. the branch managers will be allowed to fix the salary and grade of the incoming sales manager. . The format of reference check is to be used as a framework for conducting the process. the compensation and grade would be fixed post a discussion between the Head of the Regional HR and the associated AVP/VP. reference should be made with the latest employer. Responsible officials from the former employers. reference checks should be undertaken with at least one reference. provided the compensation does not exceed 20% of the candidates current cash salary. for the MD·s formal approval.

 Two Professional references. When a recruitment Manager is fully satisfied about the selection of the right candidate and about completion of all the formalities connected with the appointment of candidate including requisite documentation. satisfactory reference check reports and medical fitness.B. before coming to conclusions. C. the matter may be to the VP-HR for a final decision.  Employment details.  Latest and updated resume of the candidate  Photocopy of the appointment letter of the last employer or latest salary slip. Depending on the seniority and any other considerations about the positions. fresher and life advisors as sales Managers no reference checks will be required. Any candidate whose credentials are doubtful shall not be recruited.  Personal Data form  Employee requisition form duly filled by the regional Head/Branch Manager  Interview evaluation sheet filled by the regional head/Branch manager/interviewer with his/her comments. In case of recruitment of Management trainees.  Language Proficiency. . he/she would forward the relevant papers listed below to the head of recruitment. Employment offer letter A. VP-HR would normally consult the functional head concerned. Where the minimum two reference checks are not possible (particularly with the current employer) or where there is a mixed response from different sources.

to be signed by the National Recruitment Manager or Chief Manager-HR.  Highest Education marksheet.  Highest Education certificate. A copy of the offer letter shall be duly signed and returned to the .  Proof of Residence. C. It would be the responsibility of the Branch Manager/HR Manager to ensure that the accepted copy of the offer letter is forwarded to the employee service team within a week of receipt of the offer letter. D.  2 Passport Size Photograph. Till this letter is issued. Employee services team will issue offer letter.  Background check Form. E. Regional HR manager will take the signature of Head-HR on the employee requisition form and forward the papers to the employee service team for issuance of the offer letter.  1 Month Salary Slip of Last Employer. Document check list for every grade is as follows:  Authorization Release Form.  Relieving Letter of last Employment.B. the ¶offer· has not taken place in formal sense.  1 Month Salary Slip of Current Employer. and send the same to the concerned Branch Manager/ HR Manager.

the employee service team will send the appointment letter to the new joinee. within three months of joining. This advance will be adjusted once the person gets included in the subsequent month·s payroll. F. the employee service manager can put their salary on hold till such time as the said documents are received. Candidate would be expected to fulfill various joining formalities. which are also formally communicated to him/her in the form of a checklist that is attached to the letter of offer. before issuing the appointment letter. people who may have joined before 20th of the month but have not been included in the payroll for the month because of delay in receipt of papers will be given ad-hoc salary advance (up to maximum of 65% of the pro rated salary). After the of all necessary documents. Key tasks of Regional HR Head Regional HR Head will have the authority and responsibility to administer/implement the recruitment and selection process as outlined. Once the documentation is complete for the new joinee (including the accepted appointment letter). where required to be submitted as per the table given above. time and cost consideration of the company in accordance with the approved manpower budget. The Regional HR head shall have the overall responsibility and accountability to maintain the templates of the offer letters and also for drafting of suitable non-standard terms to any specific candidate. numbers. H.candidate. . The employee service team may enlist the help of the Branch Manager to ensure that all necessary documents within ten days o the person joining. If the person does not submit the relieving letter from the previous organization.  Ensuring inductions as per quality. G. The employee service team will follow up Branch Manager/Regional HR Manager for the joining of the candidate and will collect all relevant documents from the candidate including the joining report. An illustrative list of the key deliverables of these incumbents is listed below.

placement agencies. documents.  Monitoring recruitment costs  Complete documentation for the entire recruitment and selection process for easy and quick retrieval in a readily auditable format  Timely and effective communication with all internal and external parties including the candidates . institutes. scheduling etc. and any other employment-market information. placement agencies. linkages. including publication/circulation of appropriate reports there from to the relevant users within the company. along with timely improvements thereto  Assistance to user department and line managers including in interviewing/selection support. campuses. academic/professional institutes and any other including the custody of the formal agreements .  Effective internal communication with user departments and line managers including making the standard recruitment formats and other templates easily available to such users and notifying the modifications to such formats and templates. consultants. templates and any other mechanisms to ensure smooth execution of the process requirement.  Creation and maintenance of qualitative information base regarding candidates. tracking timely payments and adjusted thereto  Creation of comprehensive and appropriate tools. Creation of appropriate sourcing mechanism along with tracking the performance of these mechanisms.  Creation of quarterly and monthly recruitment plans  Effective coordination with external parties such as candidates.  Creation and maintenance of appropriate and high-quality MIS for current and future needs of the organization.

etc and identifying the key areas for improvement in the formal recruitment and selection process document.  Effective coordination with the post recruitment arm of the Human Resource function  Documentation and creating MIS regarding waiver. . Conversion of footfalls is low. SWOT Analysis of ICICI Prudential Life Insurance s Recruitment Process Strengths Brand equity of Kotak Mahindra Bank. Lengthy pre-offer formalities. Proper reference checks to ensure that only bonafide candidates are appointed. Rigorous Pre-Hiring assessment tests to understand aptitude and personality of candidates. Footfall MIS being maintained at each branch locally by Admin. Tracking the progress of the selected candidates including resignation. Weaknesses Pre assessment tests are costly. Huge employee turnover. etc for the purpose of improvement to recruitment and selection process. deviation. Adequate number of channel partners to generate footfalls for each location. extensions of probation periods/training period.

the delays occur when the outstation candidates are called for interviews at Regional branches like Delhi and Mumbai. Same channel partners are handling all insurance companies. White Spaces are delays in hiring process that are unproductive. Reduce turn around time of making an offer.Threats Opportunities Campus recruitments have huge potential for fulfilling manpower requirements cost effectively. This leads to same pool of candidates being circulated to all partners. frequent and easy mobility for employees. Make blue form brief and to the point. Develop exclusive contract with channel partners to meet the manpower requirements. As the insurance industry is small. Here at ICICI Prudential Life Insurance. a recruiter may need several weeks to screen a few hundred resumes from the Web job boards. Tie up with recruitment agencies on supplying fixed number of footfalls week on week. or candidates who make it through screening may wait weeks to interview with a hiring manager. Often the longest delays occur between critical selection events. Sometimes. Increasing spill over as a candidate has more than one offer at the time of making a job shift. the . Increasing number of private players in insurance sector creates ample choices. waste time. senior level candidates hesitate to meet HR of other companies for the fear of grapevine. and virtually assure you'll lose talented candidates. because of busy schedule of senior managers and sometimes because of tight schedule of candidate. RECOMMENDATIONS & SUGGESTIONS Compress the "white space" in your hiring process. For example.

This also becomes frustrating for the candidate sometimes. Therefore.interview has to be postponed. It is recommended to reduce the turnaround time for the recruitment and selection process. This can also be circulated to internal employees under the employee referral scheme. This will help people to get a clearer picture and provide for most suitable candidates. Additionally it can send across a positive image about the company. Know what you're looking for in candidates. This delay could be minimized by scheduling interviews in the regional locations. Technology (such as automated or Web-based tracking) is ideal for eliminating unnecessary steps and reducing delays. Tie up with more & more consultants from multiple segments Since the limited placement agencies are sourcing candidates to all insurance companies. It must be made mandatory for the candidates to take the test. it is recommended that unnecessary details should not be asked before we make the final offer to the candidate. Therefore it is recommended that more and more consultants should be tied up from multiple segments to attract large pool of new and fresh talent. Thus making efficient utilization of the existing resources. this will make sure that the candidates do not hold casual attitude and take the recruitment process more seriously. Blue form should be made consise. then it is recommended that these placement agencies be given a well drafted job description and job specification. It is observed that the candidates sourced by placement agencies and send for further rounds of interviews are rarely found suitable by the hiring managers. in case there is need to utilize the service of a placement agency. . So. Reduce the pre offer formalities: Pre-offer documentation includes filling of a lengthy Blue form which includes all personal. educational and professional details of candidate. there often comes the problem of duplication of data. This is very time consuming and even after taking these details from candidate its not sure that offer will be made or not. filling up forms etc within the stipulated time. White space in recruitment can be compressed by the use of IT also.

job boards constitute the biggest use of the Web. Whether the attitude he/she carries will promote both organizational as well personal goals. An option is to have different tests for different regions. and experiences against job criteria. Currently. This takes a great importance especially when attrition is high. Companies have begun to use the Web to collect and instantly match data on candidate skills.One size doesn t fits all An effort must be made to study local condition. A test with high level of English and complicated sentence structure can be a hurdle in areas where language itself is barrier. education levels. infrastructure etc. But the Web can also be a powerful tool for screening and qualifying that flood of resumes. Blend technology into every aspect of your recruiting and hiring process. A "candidate pool" is a group of individuals who have shown interest in working for your . Other uses of Web-based technology include online interviewing. Since applying common test for all candidates across entire country can overshadow a candidates capabilities. This factor must be given importance since Indian society is divided on various parameters such as education. Web-based technology lets you increase hiring speed and quality while reducing costs. A person-organization helps to assess how well a candidate is suited the organization. method must be devised to check for person-organization fit. Build and manage your candidate pool as a precious resource. applicant self-scheduling. Work the Web wisely and you save time for recruiters and hiring managers and nab top candidates before your competitors can. language.  It is recommended that apart from the person-job fit. motivations. It will help the organization to retain its employees for a longer period of time and less burden on recruitment staff. offering access to thousands of resumes within hours. and tracking. candidate assessment and testing.

there must a proper coordination of the interview of the candidate and greater degree of professionalism. are able to fill positions quickly using the pool concept. Pool management is not easy in a tight labor market --good candidates often go elsewhere. How do you keep a pool active? Some companies send their newsletters to pool candidates. Rather than undertaking the time-consuming process of filling one job at a time. CONCLUSION Insurance is confronted with high attrition rate. and keep in touch through e-mail. Thus an organization must be able to stand out in the crowd. A candidate when invited for a interview must be attended as soon as possible and should be made to wait for hours together.company and are qualified for and ready to fill certain positions. Thus the organization must look out for methods that can enable it to adopt best recruitment practices. But many organizations. The first step in this direction is to ensure competitive people come in the organization. Therefore recruitment in this regard becomes an important function. The organization must constantly improvise in its recruitment process so that it is able to attract best in the industry in order to serve the best. . especially those with a reputation as a great place to work. Interviews conducted on a scheduled time leave a good impression on the candidate. Even if he is not selected. a good impression about the will make him recommend the name to his people. you draw on the candidate pool and fill jobs as they become available. For this. Create winning impression even on those who are not selected Its very important to create a favorable impression of your organization on all those who come for interview. give them product coupons. In order to grow and sustain in the competitive environment it is important for an organization to continuously develop and bring out innovations in all it activities. It is only when organization is recognized for its quality that it can build a stability with its customers. Therefore it makes recruitment a critical function in the organization. Those who are not selected in the first round of personal interview should also carry this impression that they have missed the opportunity to work in a great company.

.. Learning about salary fitments.. implications and significance. Handling queries received from various quarters.Analysis and Interpretations RECRUITMENT AND SELECTION PROCESS .. Find the Next Chapter . I am privileged to have undergone training at ICICI Prudential Life Insurance. Home Page . In brief my learning and achievements can be summarized as under: y y y y y y y y y y y y Understanding of person and profile fit. Reply to official mails. Performance appraisals.. Field work exposure to tap candidates that further strengthened the learning. Communicating with the corporate. Managing HR department in the absence of HR manager. Prioritize issues according to their importance. can only be successful under the experienced and encouraging guidance. my learning at Kotak has come from a lot of exposure. Following up with the candidates during the entire selection process. Learned to convince candidates about the offer rolled out and making them accept the offer through effective communication. its various types. on the job training and close interaction with the corporate....LEARNINGS Every endeavor undertaken to accomplish challenging goals. As learning never stops. Convince people about the job profile and to sell the job to the prospective candidate.

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