ASSIGNMENT

Report on INFOSYS
Recruitment and Selection
SUBMITTED BY:
NAME: Aman Patel-19131009
Alisha Sheikh-19131008

FACULTY INCHARGE: ANKITA SHARMA

 About Infosys
Infosys Limited is an Indian Information Technology company that provides
global business consulting and information technology services. Infosys helps
clients in 45 countries to create and execute different strategies for their
digital transformation. Infosys helps businesses to renew & improve existing
conditions so that their business can achieve higher efficiencies and stay
relevant according to current times.  Infosys has more than 200,000
employees and through their hard work & dedication, Infosys has grown to
become a US $10.9 billion (revenues FY18) company with a market
capitalization of US $39 billion.

Infosys History

Infosys Limited formerly known as Infosys Technologies Limited was

established in the year 1981 by N. R. Narayana Murthy and a team of six other
engineers in Pune, India with an initial capital investment of just US $250.

 In the year 1993 Infosys went public and introduced employee stock
options program.
 In 1994, Infosys moved its corporate office from Pune to Bangalore,
India.
 In the year 1999, Infosys became the first Indian IT company to be listed
in NASDAQ thus making it the costliest share on the market at that time in
India. In the year 1999, Infosys was among the 20 biggest companies by
market value on the NASDAQ.
 In the year 1999 Infosys annual revenue touched US$100 million, US $1
billion in 2004 and US$10 billion in 2017.
  Infosys’ Mission Statement

"To achieve our objectives in an environment of fairness, honesty, and

courtesy towards our clients, employees, vendors and society"

 Infosys’ Vision Statement

"To be a globally respected corporation that provides best-of-breed business

solutions, leveraging technology, delivered by best-in-class people." 

 Infosys Tagline

 “Powered by Intellect, Driven by Values”

 Headquarters of the Company

Bangalore, Karnataka, India

 By the year 2017, Infosys had 116 development centers across the globe
along with 84 sales and marketing offices. Its major presence is in India,
United States, China, Australia, Japan and Europe.

Infosys branches in India are in

 Bangalore
 Bhubaneswar
 Chandigarh
 Chennai
 Gurgaon
 Hyderabad
 Mysuru
 Mumbai
 Jaipur
 Mangaluru
 Pune
Infosys Recruitment Process:
To get your Dream Campus Placement, you should know everything about the
companies visiting your Campus – especially their Campus recruitment
process. In this blog, we shall discuss the Campus recruitment process in the
case of Infosys, basing on the past Infosys selection procedures.

Advertisements :-

It is a popular method of seeking recruits, as many recruiters prefer

advertisements because of their wide reach. Want ads describe the job
benefits, identify the employer and tell those interested how to apply.
Newspaper is the most common medium but for highly specialized recruits,
advertisements may be placed in professional or business journals.
Advertisements must contain proper information like the job content,
working conditions, location of job, compensation including fringe benefits,
job specifications, growth aspects, etc. The advertisement has to sell the idea
that the company and job are perfect for the candidate. Recruitment
advertisements can also serve as corporate advertisements to build company‟
image. It also cost effective.

Employment Exchanges:-

Employment Exchanges have been set up all over the country in deference to
the provision of the Employment Exchanges (Compulsory Notification of
Vacancies) Act, 1959. The Act applies to all industrial establishments having
25 workers or more each. The Act requires all the industrial establishments to
notify the vacancies before they are filled. The major functions of the
exchanges are to increase the pool of possible applicants and to do the
preliminary screening. Thus, employment exchanges act as a link between the
employers and the prospective employees. These offices are particularly
useful to in recruiting blue-collar, white collar and technical workers.

Infosys HR Interview Round

 
The Infosys HR Interview will be designed to check your communication skills
and your confidence. Some of the commonly asked questions in this round
are:
  Tell me about yourself?
 Why do you want to join Infosys?
 About your project?
 Which is your favourite subject?
 Do you have any Questions?

Infosys Campus Recruitment Process:

The recruitment process consists of two rounds.

 Round1: Infosys Online Test

 Round 2: Infosys Personal Interview

Infosys Aptitude Test:

Online Test consists of Five sections- Mathematical Ability, Logical Reasoning,

verbal ability, Pseudo Code, and Puzzle Solving. For sample questions check
our blog on Infosys Aptitude Questions

  
Testing Areas  No.of Questions  Time (in minutes) 
Mathematical Ability  10  35 
Logical Reasoning  15  25 
verbal ability  20  20 
Pseudo Code  5  10 
Puzzle Solving  4  10 
Total  54  100 
 

Infosys Mathematical Ability The time allotted for this section is 35 minutes.

Questions are based mainly on Permutations & Combinations, Probability,
Number systems, Ratio & Proportions. In Ratio and Proportions, questions
based on Allegation and Mixtures are expected. Also, check our recent blog
for Infosys Quantitative Aptitude Question

Infosys Logical Reasoning Ability: The time allotted for this section is 25

minutes. You can expect Data Interpretation Questions (Questions based on
reading bar diagrams, pie-charts, data tables), Data Sufficiency questions
(Questions testing your understanding on what data or how many statements
are required for you to answer a question), and questions based on Blood
Relations and Syllogisms. Also, check our recent blog for Infosys Logical
Reasoning Questions

Infosys Verbal Ability: An average of 20 questions based on comprehending

two passages is expected. Questions are both factual and inference based.
Apart from RCs, Questions based on Grammar, Vocabulary ( Synonyms and
Antonyms), Sentence Correction, and theme correction are also observed. The
level of the question paper is moderate. Check the blog for Infosys Verbal
Questions

Infosys Pseudo CodeThe time allotted for this section is 10 minutes.

Questions are based mainly on Data Structures, C, and C++

Infosys Puzzle CodeIn the puzzle section, the candidate will be tested on
logical and mathematical ability skills. Candidates with good logical and
aptitude skills will ace this section with ease.

 Negative marking for wrong answers is not observed while sectional cutoffs
are considered when selecting the students for the PI round.

Infosys Personal Interview:

Technical questions on C, C++, Java, Data systems and other operating systems
are expected. However, if you belong to a non-IT background, you can expect
questions from your specific subject. During the HR interview, they look for
confident people who are good at communication skills. In order to build on
your communication skills, we suggest you go through the GDPI sessions on
Conduira Online.
Infosys Eligibility Criteria Graduation
Criteria
1) B.E / B.Tech  in any discipline
(CSE/ECE/IT/CIVIL/ME/EEE/Automobile/Aeronautical etc.)

2) Engineering candidates who have passed out in the year 2020 are eligible
to apply.

3) M.Sc graduates in Computer Science/ Information technology can apply.

4) MCA graduates are also eligible to apply.

Infosys policies

1) If a candidate has attended an interview within the past 9 months from the
date of new application, then he/ she is ineligible to apply.

2) If a candidate has been rejected by Infosys in an interview, then the

candidate is ineligible to apply again for a period of 9 months after the
interview.

3) If for some reason Infosys has terminated the candidate's application, then
the candidate is ineligible to apply. 

4) If for any reason a candidate after applying in Infosys, misses the

opportunity to give the interview then the candidate holds the right to apply
again and can attend the selection process.

System Requirements
Please ensure that the desktop/laptop computer you plan to use for taking the
online test fulfills the system requirements shared below. Taking the test on a
mobile or a tablet is not recommended.

 i3 Core processor or higher

 4GB RAM
  Functional webcam
 Google Chrome browser version 70 or above with disabled pop-up
blocker
 Taking the test on any other web browser is not recommended
 A stable internet connection of at least 2 Mbps download and 1 Mbps
upload speed
 Uninterrupted power supply for the duration of the test.

Documents required

1) All original mark sheets related to SSC/CBSC (10th Class),

Intermediate(12th Standard) and Graduation are required to be produced at
the time of interview. Also, please carry a copy of set of all documents at the
time of interview.

2) A copy of candidate's updated resume.

3) Passport size photographs.

4) An original identification proof issued by the government of India (Aadhar

Card, Pan Card, Voter id, Passport etc.)
Infosys Selection Process:
Stages of selection process to get recruited in Infosys:

Online Aptitude Test

Infosys Interview Process

Technical Round

HR Round

Written Exam

Academic Criteria

A minimum of 60 percent in class X and XII and 65 percent or above in B.Tech.

Candidates should not have more than 2 years gap in education.

Environment factor affecting selection: -

Selection is influenced by several factors. More prominent among them are

supply and demand of specific skills in the labour market, unemployment rate,
labour- market conditions, legal and political considerations, company‟s
image, company‟s policy, human resources planning and cost of hiring. The
last three constitute the internal environment and the remaining form the
external environment of selection process.

STEP 1: - PRELIMINARY INTERVIEW The applicants received from job

seekers would be subject to scrutiny so as to eliminate unqualified applicants.
This is usually followed by a preliminary interview the purpose of which is
more or less the same as scrutiny of application, that is, eliminate of
unqualified applicants. Scrutiny enables the HR specialists to eliminate
unqualified jobseekers based on the information supplied in their application
forms. Preliminary interview, on the other hand, helps reject misfits for
reason, which did not appear in the application forms. Besides, preliminary
interview, often called „courtesy interview‟, is a good public relation exercise.
STEP 2: - SELECTION TEST(explained above in recruitment process)

STEP 3: - INTERVIEW:

The next step in the selection process is an interview. Interview is formal, in-
depth conversation conducted to evaluate the applicant‟s acceptability. It is
considered to be excellent selection device. It is face-to-face exchange of view,
ideas and opinion between the candidates and interviewers. Basically,
interview is nothing but an oral examination of candidates. Interview can be
adapted to unskilled, skilled, managerial and profession employees.

STEP 4: -REFERENCE CHECK:-

Many employers request names, addresses, and telephone numbers of

references for the purpose of verifying information and perhaps, gaining
additional background information on an applicant. Although listed on the
application form, references are not usually checked until an applicant has
successfully reached the fourth stage of a sequential selection process. When
the labour market is very tight, organisations sometimes hire applicants
before checking references. Previous employers, known as public figures,
university professors, neighbours or friends can act as references. Previous
employers are preferable because they are already aware of the applicant‟s
performance. But, the problem with this reference is the tendency on the part
of the previous employers to over-rate the applicant‟s performance just to get
rid of the person. Organisations normally seek letters of reference or
telephone references. The latter is advantageous because of its accuracy and
low cost. The telephone reference also has the advantage of soliciting
immediate, relatively candid comments and attitude can sometimes be
inferred from hesitations and inflections in speech.

STEP 5: SELECTION DECISION:-

After obtaining information through the preceding steps, selection decision-

the most critical of all the steps- must be made. The other stages in the
selection process have been used to narrow the number of the candidates. The
final decision has to be made the pool of individuals who pas the tests,
interviews and reference checks. The view of the line manager will be
generally considered in the final selection because it is he/she who is
responsible for the performance of the new employee. The HR manager plays
a crucial role in the final selection.

STEP 6: - PHYSICAL EXAMINATION: -

After the selection decision and before the job offer is made, the candidate is
required to undergo a physical fitness test. A job offer is, often, contingent
upon the candidate being declared fit after the physical examination. The
results of the medical fitness test are recorded in a statement and are
preserved in the personnel records. There are several objectives behind a
physical test. Obviously, one reason for a physical test is to detect if the
individual carries any infectious disease. Secondly, the test assists in
determining whether an applicant is physically fit to perform the work.
Thirdly, the physical examination information can be used to determine if
there are certain physical capabilities, which differentiate successful and less
successful employees. Fourth, medical check-up protects applicants with
health defects from undertaking work that could be detrimental to them or
might otherwise endanger the employer‟s property. Finally, such an
examination will protect the employer from workers compensation claims
that are not valid because the injuries or illness were present when the
employee was hired.

STEP 7: - JOB OFFER: -

The next step in the selection process is job offer to those applicants who
have crossed all the previous hurdles. Job offer is made through a letter of
appointed. Such a letter generally contains a date by which the appointee
must report on duty. The appointee must be given reasonable time for
reporting. Thos is particularly necessary when he or she is already in
employment, in which case the appointee is required to obtain a relieving
certificate from the previous employer. Again, a new job may require
movement to another city, which means considerable preparation, and
movement of property. The company may also want the individual to delay
the date of reporting on duty. If the new employee‟s first job upon joining the
company is to go on company until perhaps a week before such training
begins.

STEP 8: -CONTRACT OF EMPLOYMENT: -

There is also a need for preparing a contract of employment. The basic

information that should be included in a written contract of employment will
vary according to the level of the job.

STEP 9: -CONCLUDING THE SELECTION PROCESS: -

Contrary to popular perception, the selection process will not end with
executing the employment contract. There is another step – amore sensitive
one reassuring those candidates who have not selected, not because of any
serious deficiencies in their personality, but because their profile did not
match the requirement of the organisation. They must be told that those who
were selected were done purely on relative merit.

STEP 10: -EVALUATION OF SELECTION PROGRAMME: -

The broad test of the effectiveness of the selection process is the quality of the
personnel hired. An organisation must have competent and committed
personnel. The selection process, if properly done, will ensure availability of
such employees. How to evaluate the effectiveness of a selection programme?
A periodic audit is the answer.