TERM PAPER ON

RECRUITMENT SELECTION PROCESS AT INFOSYS

Submitted in Partial Fulfillment for the Award of the Degree of MASTER OF BUSINESS
ADMINISTRATION 2020-2022.

Submitted To:

Dr.Ananda Mohan Pal

Faculty MBA Department
University Of Calcutta.

Submitted By:

Manjima Roy
MBA -(HRD)
SEM -2
University Roll Number - 95/MBH/201009
University Registration Number - 120-1211-0411-20

Department of Business Management, University of Calcutta

1 ,Reformatory Street, Kolkata, 700027
 ACKNOWLEDGMENT

I convey my sincere thanks to the Department of Business Management, University of Calcutta,

providing me the opportunity to do this MBA Term paper on Recruitment and Selection process at
Infosys.

I am grateful to my Professor, Ananda Mohan Pal my examiner, and to all the Faculty of MBA-HRD
Department for their valuable guidance and suggestion during this project. I am also thankful to Dr.
Mahua Bhattacharya, Head of the Department, Department of Business Management, University of
Calcutta for her inspiration.Without their support I would not have been able to complete my project
successfully.

Name- MANJIMA ROY.

Roll Number- 95/MBH/201009

Registration Number - 120-1211-0411-20

 TABLE OF CONTENT

PARTICULARS PAGE NUMBER

1. Executive Summary 1

2. Introduction 2

 Difference between Recruitment and Selecti 3

on

 Recruitment Policy 3

3. Background Study 4

 Company Profile and Recruitment and Select 4-11

ion Process at Infosys

4. Recruitment Process in current 12

scenario

5. Objective of Study 13

6. Research Methodology 14

7. Sample Design 15

8. Findings 16

9. Conclusion and Recommendation 17-18

10. References 19
 EXECUTIVE SUMMARY

Recruitment is not a magical process of having people sign up, but is one of the most critical aspects
of operating your program.

Recruitment should be a strategic process that connects candidates who need what you have to offer
and who possess the skills and aptitude to accomplish your goal and objectives.

The recruitment and selection unit is dedicated to recruiting and selecting qualified candidates for
appointment. This process includes
administering all testing phases from the written examination up until applicants are appointed. The
recruitment and selection process should ensure fairness and consistency throughout the entire
process. It should be administered in such a way that only those applicants who meet various job
related standards are offered positions of appointment. The recruitment and selection units should
actively recruit and participate in event that will foster a diverse applicant pool. Recruiting from a
pool of targeted leads can decrease member attrition.

The objective of my study was to understand the recruitment and selection practices. In this report, I
have tried to include all the issues related to recruitment and selection process which I could gather
after reading various articles on Human Resource.
 INTRODUCTION

Recruitment and selection comprises the staffing function of management. It focuses on making
selection of the right candidate for the right job. Recruitment and selection continues as the staffing
function of management. Scientific selection ensures that right man is selected for the right job. For
the formation of the team, it is necessary to create a team of capable, efficient and loyal employees
and proper attention needs to be paid towards selection of employees in an appropriate manner.
When the employees are selected, it needs to ensure,they possess the essential educational
qualifications, competencies and aptitude needed to carry out one’s job duties efficiently. Job
experience is also regarded as one of the indispensable factors that enables the individuals to become
well-equipped in terms of various aspects that are necessary to carry out one’s job duties satisfactoril.
A recruitment and selection policy is a document that summarizes the guiding principles regarding
how an organization will conduct the overall recruitment and selection process. The policy has a
pivotal role to hire the most suitable candidates based on the work ethics and business goals that an
organization seeks to serve.

Today’s recruiting environment has never been more challenging -Recruiting and Selection
practices has been modified for continuity of work during this pandemic. A damaging impact on an
economy as large as India’s caused due a total lockdown was imminent. Unemployment went up to
nearly 24 percent in April 2020. This was possibly a result of a decrease in demand as well as the
disruption of workforce faced by companies.In January 2021, India saw an unemployment rate of
over six percent. This was a significant improvement from the previous month.This is due to ease in
lockdown protocols and the corporate recruiters are increasingly turning to new technologies to court
and engage prospective hires in an age of remote work and social distancing. Modern-day job
seekers looking to find open positions, ace interviews and stand out to potential employers would do
well to adapt to their strategies.While many of the platforms being used to facilitate (hiring) have
been available for years, use of them has increased tremendously in recent scenario,and this practice
is working well in current scenario.

RECRUITMENT - Recruitment refers to the overall process of identifying, attracting, screening,

shortlisting, and interviewing suitable candidates for jobs (either permanent or temporary) within
an organization.Managers, human resource generalists and recruitment specialists may be tasked
with carrying out recruitment, but in some cases commercial recruitment agencies, or specialist
search consultancies are used to undertake parts of the process. Internet-based technologies which
support all aspects of recruitment have become widespread, including the use of artificial
intelligence (AI).

SELECTION - Selection is the process of identifying an individual from a pool of job applicants
with the requisite qualifications and competencies to fill jobs in the organization. This is an HR
process that helps differentiate between qualified and unqualified applicants by applying various
techniques.
 Difference between Recruitment and Selection

 Recruitment is the process of searching for prospective candidates and motivating them to apply
for job in the organization. Whereas, selection is a process of choosing most suitable candidates
out of those, who are interested and also qualified for job.

 In the recruitment process, vacancies available are finalized, publicity is given to them and
applications are collected from interested candidates. In the selection process, available
applications are scrutinized. Tests, interview and medical examination are conducted in order to
select most suitable candidates.

 In recruitment the purpose is to attract maximum numbers of suitable and interested candidates
through applications. In selection process the purpose is that the best candidate out of those
qualified and interested in the appointment.

 Recruitment is prior to selection. It creates proper base for actual selection. Selection is next to
recruitment. It is out of candidates‟ available/interested.

 Recruitment is the positive function in which interested candidates are encouraged to submit
application. Selection is a negative function in which unsuitable candidates are eliminated and
the best one is selected.

 Recruitment is the short process. In recruitment publicity is given to vacancies and applications
are collected from different sources Selection is a lengthy process. It involves scrutiny of
applications, giving tests, arranging interviews and medical examination.

 In recruitment services of expert is not required Whereas in selection, services of expert is

required

 Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection is a
costly activity, as expenditure is needed for testing candidates and conduct of interviews.

RECRUITMENT POLICY

A recruitment policy is a framework that clearly outlines all your business's recruitment practices.
The purpose of a recruitment policy is to promote consistency, transparency, compliance and
adherence to labor laws and legislation.Hiring the right candidates to maintain the success of any
business is crucial.
 BACKGROUND STUDY
COMPANY PROFILE & RECRUITMENT SELECTION PROCESS AT
INFOSYS
Infosys Limited is an Indian multinational information technology company that provides business
consulting, information technology and outsourcing services. The company was founded in Pune and
is headquartered in Bangalore. Infosys is the second-largest Indian IT company by 2020 revenue
figures and the 602nd largest public company in the world according to Forbes Global
2000 ranking. On 31 December 2020, its market capitalisation was $71.92 billion The credit rating of
the company is A− (rating by Standard & Poor's).

PRODUCT AND SERVICES - Infosys provides software development, maintenance and

independent validation services to companies in finance, insurance, manufacturing and other
domains.
One of its known products is Finacle which is a universal banking solution with various modules for
retail and corporate banking.
Its key products and services are:

 NIA – Next Generation Integrated AI Platform (formerly known as Mana)

 Infosys Consulting – a global management consulting service
 Infosys Information Platform (IIP) – Analytics platform
 EdgeVerve Systems which includes Finacle, a global banking platform
 Panaya Cloud Suite
 Skava
 Engineering Services
 Digital Marketing

Work at Infosys:
A feeling of energy and vitality, of freshness, of a place where people work in a campus like facility
and culture, are unafraid to voice new ideas, of a place where there is minimal hierarchy. Robust
people management practices enable Infosys to create this environment for its employees. This is
what distinguishes Infosys among other technology companies, enabling Infoscions to excel and
innovate in what they do for their clients and in what they stand for as a company.

 Continuous learning:
The spirit of learnability among Infosys people and an organizational commitment to continuous
personal and professional development keeps Infosys at the forefront in a fast-changing industry.
Their framework for continuous learning at Infosys is built around a number of focused programs for
their employees. These range from major initiatives such as the Infosys Leadership Institute to
various ongoing management development and personal improvement programs. They complement
a host of technology advancement and ongoing training options. Apart from formal programs - a
typical example of an informal employee-driven program is the Infosys Toastmasters Club, formed
in 2000. The mission of this club is to provide a mutually supportive and positive learning
environment to develop communication and leadership skills to foster self-confidence and personal
growth. The club has been recognized by Toastmasters International and joins the roster of other
recognized Corporate Clubs around the world (including those of Microsoft, Boeing, Citicorp and
Sun Microsystems).

 Fun and culture:

Life at Infosys is full of events - where employees can pursue their interests in areas as varied as arts,
culture, or sports. The objective is to ensure that employees are not confined to their desks.
Employees express their various skills and interests through forums that include an "Art Gallery" on
campus dedicated to displaying the works of Infoscions, daily quiz competitions, and regular music
meetings that keep the place abuzz with creativity. Inculcom is the base organization that hosts
cultural programs for Infoscions. Each event emphasizes a specific area like music, dance, or quiz.
These programs are generally not competitive, but a competitive element is sometimes added to
enhance enthusiasm and to bring out the best in our people. Under Inculcom, there are sub groups
like the IQ Circle (Quizzes), Shruthi (the classical music club), Dramatix (the drama club), and
Vakchaturya (forum for self development).

 Insync:
The key to employee involvement in organizations is the sharing of information about business
performance, plans, goals, and strategies. What happens by a shout across the corridor in a smaller
organization, calls for a more systematic process in a large organization like Infosys. “Infosys
believes in an organization with less hierarchy and faster decision-making. In order to make that
happen, every Infoscion needs to know how the organization works, how decision are made, and
what drives Infosys. So it is important for Infosys to communicate this to everyone"

 Careers:
Infosys has a vision of where they want to go, and it's really exciting With an annual compounded
growth rate of around 60% in the last 5 years, and branches across the world, Infosys is forging
ahead in the global market. To achieve their vision, they are always looking out for talented,
learnable individuals who are ambitious, who love challenges and who have a passion to excel!
Towards this objective, Infosys participates in campus hiring programs and also conducts a number
of off-campus initiatives throughout the year at various locations. Apart from college hiring, they
also hire experienced professionals from the industry at various mid-level and senior positions.

Infosys — grooming global talent:

Infosys has always focused on inducting and educating the best and the brightest. With global hiring
practices, coupled with ever-expanding university programs such as Campus Connect and
development centers across the globe, Infosys is able to source and nurture talent while delivering
lasting value to clients. Infosys, which trains over 15,000 new recruits every year, is well prepared to
win the battle for top-notch talent. At the heart of this education program is a fully equipped $120
million facility in Mysore, about 90 miles from Bangalore.
 Sources of Man Power Supply:
INTERNAL:
Infosys upgrades from within only for managerial positions, but only to some extent. Because
upgrading from within is considered better as the employee is already familiar with the organization,
reduces training cost, helps in building morale and promotes loyalty. If no one capable for
managerial position is found in its internal source, it looks out for external sources. It selects only the
best employee for the organization

TYPES:

 Former Employees:-
They ask the retired employees who are willing to work on a part-time basis, individuals who left
work and are willing to come back for higher compensations. Even retrenched employees are taken
up once again.

 Retirements: -
If it’s not able to find suitable candidates in place of the one who had retired, after meritorious
service. Under the circumstances, management decides to call retired managers with new extension.

 Internal notification (advertisement): -

Most employees know from their own experience about the requirement of the job and what sort of
person the company is looking for. Often employees have friends or acquaintances who meet these
requirements. Suitable persons are appointed at the vacant posts.

EXTERNAL:
For the posts of technicians, engineers, floor managers etc, it looks out for external
sources which include.
 Agencies: TAPL
 Institutions: Like B Schools, colleges, Management Institutes, etc.
 Websites: www.indiatimesjob.com
www.monster.com
www.naukri.com
www. linkedin.com

External recruitment enables the company to get the best candidate.

Infosys prefers external recruitment and mainly takes help from agencies and institutions as it’s a
giant company and internal recruitment proves to be inadequate as its yearly targets are very high.

CAMPUS:
Campus recruitment is so much sought after that each college; university department or institute will
have a placement officer to handle recruitment functions. However, it is often an expensive process,
even if recruiting process produces job offers and acceptances eventually. A majority leave the
organization within the first five years of their employment. Yet, it is a major source of recruitment
for prestigious companies. Infosys is the company of choice for campus recruitment programs in
most major engineering institutes such as IITs, RECs etc. and at premier management institutes such
as the IIMs.
Engineering Institutes:
Campus hiring at engineering institutes typically starts in May and continues through September.
Senior managers and officers from Infosys actively participate in this hiring, to bring on board the
next generation of bright, young and talented leaders for the company. We encourage current
students at the campuses we visit to use this opportunity to interact with the Infosys recruitment

teams during the hiring process to understand the company and our people philosophy. We hire
engineering graduates and post-graduates from all disciplines, and MCA students at the campuses.

Management Institutes:
Campus hiring at management institutes typically starts in December and continues through March.
We hire management graduates from all disciplines, with or without prior work experience in
software or other fields.

OFF CAMPUS:
It is the event for those candidates who do not get selected during campus recruitment. The process
remains the same; it just aims at giving those candidates a chance that were not able to go through
the process before. These candidates also go through the same two rounds, here only the scale and
basis on which they are evaluated changes.

JOB FAIRS:
What is job fair?
Job fair is where several companies come under one roof for seeking eligible candidates who can
join their company, after going through certain recruitment process followed by them.

Process Followed By Infosys:

Initially they advertise about the job fair in the local newspapers of all the states specifying the venue
and date of the job fair. On the specified date, Infosys banners are put up at the venue. They have
around 3 to 4 counters. Initially these counters are used for registrations. Once the number of
registrations is equal to the total capacity of all the counters, the registrations are stopped and the
registered candidates fill the application forms at the counter. Next a logic test of 45 minutes is
conducted and an English test of 15 minutes is conducted where in one is suppose to write an essay,
to check their handwriting, vocabulary and sentence framing ability. Once the test is over,
registrations for the next group start. At the same time the previous papers are evaluated and the
candidates are selected for interview based on the cut-off marks. The candidates who are selected in
the interview are informed then and there by displaying the list and are given the offer.

ADVERTISEMENTS:-
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their
wide reach. Infosys advertises in:
NEWS PAPERS:
 Times of India
 The economic times
 Indian express
 Hindustan times
 The financial express
 Employment papers
 MAGAZINES:
 Business world
 Business Today
 India Today
 capital market
 Business journals
 IT magazines
 Computer and technical journals

WEB:
 www.infosys.com
 www.indiatimesjob.com
 www.monster.com
 www.naukri.com

WALK-INS, WRITE-INS AND TALK-INS:

Walk-ins are the most common and least expensive approach for candidates is direct applications, in
which job seekers submit unsolicited application letters or resumes. Direct applications provide a
pool of potential employees to meet future needs. Write-ins are those who send written enquirers.
These job seekers are asked to complete application forms for further processing. Talk-ins involves
the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is
required to be submitted to the recruiter.

CONSULTANTS:
Infosys also seeks the help of consultants who are in the profession for recruiting and selecting
managerial and executive personnel. They are useful as they have nationwide contacts and lend
professionalism to the hiring process. They also keep prospective employer and employee
anonymous.

INDUSTRIES:
Infosys also hires experienced professionals from the industry at various mid-level and senior
positions.

Initial screening of interviews:

Initial Screening is done on the basis of applicants and applications. A preliminary interview is
conducted so as to select the suitable candidate who can go through further stages of interviews.
Normally for the posts of engineers degree cutoff is decided like say 60% on an average. If the
candidates do not meet the requirement they are rejected. And for higher posts applications and
applicants both play a major role in the screening process.

Completion of application forms:

Application form establishes the candidate‟s general details like name, address, telephone number,
education, job- related training, work-experience with dates, company names, and job details,
professional or industrial involvement, hobbies and recreational pursuits. The company establishes as
many hypotheses about the candidate from the details provided in the application form. It then
decides what areas of information it needs to explore or investigate more specifically during the
interview. Company sees to it that no judgment is passed about the candidate based only at this level.
What drawn here is hypotheses and not conclusions. Application forms are such framed that, they
provide the necessary details to the organisation without affecting the sentiments and feelings of the
candidate.

Employment tests:
 logical test
 English test
 Vocabulary
 Reasoning
 Essay writing

VARIOUS TESTS:

Mental or intelligence tests:

They measure the overall intellectual ability of a person and enable to know whether the person has
the mental ability to deal with certain problems.

Mechanical aptitude tests:

They measure the ability of a person to learn a particular type of mechanical work. These tests helps
to measure specialized technical knowledge and problem solving abilities if the candidate. They are
useful in selection of mechanics, engineers, etc.

Intelligence test:
This test helps to evaluate traits of intelligence. Mental ability, presence of mind
(alertness), numerical ability, memory and such other aspects can be measured. It is taken to judge
numerical, skills, reasoning, memory and such other abilities.

Personality Test:
It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain, etc.
this test is very much essential on case of selection of sales force, public relation staff, etc. where
personality plays an important role.

Graphology Test:
It is designed to analyse the handwriting of individual. It has been said that an individual’s
handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the
idiosyncrasies and elements of balance and control. For example, big letters and emphasis on capital
letters indicate a tendency towards domination and competitiveness. A slant to the right, moderate
pressure and good legibility show leadership potential.

Medical Test:
It reveals physical fitness of a candidate. Medical servicing helps measure and monitor a candidate‟s
physical resilience upon exposure business hazards.
Interview:
o Formal Interview: Interviews are held in the employment office in a more formal atmosphere,
with the help of well structured questions.

o Patterned Interview: A patterned interview is also a planned interview, but it is more carefully pre-
planned to a high degree of accuracy, precision and exactitude. With the help of job and man
specifications, a list of questions and areas are carefully prepared which will act as the interviewer’s
guide.

o Non-directive Interview: Here the interviewee is allowed to speak his mind freely. The interviewer
has no formal or directive questions, but his all attention is to the candidate. He encourages the
candidate to talk by a little prodding whenever he is silent e.g. “Mr. Ray, please tell us about yourself
after you‟re graduated from high school”.

o Depth Interview: It is designed to intensely examine the candidate‟s background and thinking and
to go into considerable detail on particular subjects of an important nature and of special interest to
the candidates. For example, if the candidate says that he is interested in tennis, a series of questions
may be asked to test the depth of understanding and interest of the candidate.

o Stress Interview: It is designed to test the candidate and his conduct and behavior by him under
conditions of stress and strain. The interviewer may start with “Mr. Joseph, we do not think your
qualifications and experience are adequate for this position,‟ and watch the reaction of the candidates.
A good candidates will not yield, on the contrary he may substantiate why he is qualified to handle

the job. What INFOSYS practice is that if interview is planned at 5pm, it will start candidate’s
interview at 6.30pm and watch the candidate‟s behavior and stress level.

o Panel Interview: A panel or interviewing board or selection committee interviews the candidate,
usually in the case of supervisory and managerial positions.

o Mixed Interview: In practice, the interviewer while interviewing the job seekers uses a blend of
structured and structured and unstructured questions. This approach is called the Mixed interview.
The structured questions provide a base of interview more conventional and permit greater insights
into the unique differences between applicants.

Second Interviews:
Job seekers are invited back after they have passed the first initial interview. Middle or senior
management generally conducts the second interview, together or separately. More in-depth
questions are asked to the candidate and the employer expects a greater level of preparation on the
part of the candidates.

Background Information:
INFOSYS requests names, addresses, and telephone numbers of references for the purpose of
verifying information and perhaps, gaining additional background information on an applicant.
References are not usually checked until an applicant has successfully reached the fourth stage of a
sequential selection process. Previous employers are preferable because they are already aware of the
applicant’s performance. It normally seeks letters of reference or telephone references. The latter is
advantageous because of its accuracy and low cost.

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, depends 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.

Final Employment decision:

It is a final step. In this step company makes a very important decision. After all these processes
follow up is done i.e., the selected person is induced and placed at the right job. Training is provided
on regular basis that is monthly, quarterly. These trainers have the experience of about 15-20 yrs. In
one batch there are 60 employees who are sent to Bangalore for training.

Approach to Selection:
Ethnocentric Selection:

In this approach, staffing decisions are made at the organization’s headquarters. Subsidiaries have
limited autonomy, and the employees from the headquarters at home and abroad fill key jobs.

Initiative taken to continue Recruitment and selection process during this Pandemic are -

In the light of rising concerns about the COVID-19 spread, many companies have put hold on their
placement process. Colleges in India are facing a tough year ahead with disruptions in their campus
requirements as the pandemic affects businesses worldwide. Generally, most business and
engineering schools conduct campus placements between December and April every year. While
many students have been placed already, some still struggle to find a good job offer.Many large
companies including technology giants such as Infosys is honouring their job offers made to campus
hires despite weak revenue outlook caused by the spread of COVID-19 pandemic. Virtual on-
boarding across the world is working well for some companies. The senior leadership is continuously
monitoring the situation and leveraging technologies like tele-presence and video conferencing to
ensure business continuity.

Infosys launches Reskill and Restart, an innovative solution to reskill the American workforce and
fulfill employment needs following COVID-19.Consortium led by Infosys, comprised of
pymetrics, Merit America, Per Scholas, Revature, and Woz Enterprise, will leverage Infosys
Wingspan to create a free, online platform, connecting employees and employers, and also provide
training for job-seekers.
 Recruitment Process in current scenario

Recruitment process is going through a change, will it sustain after covid ?

It took a global pandemic for some employers to overcome their biggest fear when it came to their
recruiting function: change.
In the wake of COVID, HR professionals have been forced to re-examine their talent acquisition
strategies, resources and technology. Many of these changes have raised the bar for the recruitment
process and candidate experience. Some HR professionals say there’s no turning back and expect
these changes to stick around long after the threat of COVID diminishes.
Rise of automation
Technology has been key to helping employers keep up with employee and candidate expectations.
COVID has accelerated the creation and adoption of recruiting automation tools by at least several
years, says Matt Alder, producer and host of The Recruiting Future Podcast and one of HRE’s Top
100 HR Tech Influencers for 2020.
“Recruiting in the post-COVID world is likely to be very different,” he says. “Some of the common
themes I’m seeing are more automation and the reinvention of recruiting processes—particularly
when it comes to interviews, assessments and candidate experience—as vital tools to sell the
employer brand.”
Alder says that these new recruiting tools offer greater speed, efficiency, better quality recruiting and
an enhanced experience for hiring managers and candidates.
Consider retailers. They now have the ability to automate a shortlist of candidates, which enables a
faster recruitment process and more streamlined experience. HR is not only doing more with fewer
resources, he says, but also meeting, if not exceeding, job candidate expectations.
“We are on the cusp of big changes in recruitment marketing,” says Alder. “There’s an increased use
of data, the rise of programmatic marketing [software that buys digital advertising in a highly
targeted way], and software or other tech tools that source candidates.”
As examples, he points to new technology like Metaview, which provides interview intelligence and
analytics, and the growth of career site systems, such as Attrax, that bring the science and technology
of e-commerce and e-tailing to company career pages. He believes such tools will “fundamentally
change the way employers connect with target audiences of talent.”
 OBJECTIVE OF STUDY

Primary Objective:

To understand the process used by Infosys to find the right person at the right place and in right time,
the organization should have specific and clear policies and recruitment and selection methods which
are essential for the growth of the organization.

Secondary Objective:
 Describe the criteria to be considered while evaluating recruiting at Infosys

 To know the various sources

 To know the methods of recruitment at Infosys

 To define selection and explain the selection process used by Infosys.

 Explain the value of different types of employment tests and interviews at Infosys

 To know the initiatives taken to continue the work and manage the work process during
pandemic.

 To know the importance of emerging E-recruitment.

 RESEARCH METHODOLOGY

The methodology is the general research strategy that outlines the way in which research is to be
undertaken and, among other things, identifies the methods to be used in it. These methods,
described in the methodology, define the means or modes of data collection or, sometimes, how a
specific result is to be calculated.Methodology does not define specific methods, even though much
attention is given to the nature and kinds of processes to be followed in a particular procedure or to
attain an objective.

The Data collection in this study is secondary data. The aim of this research is to study the
effectiveness of recruitment and selection process in Infosys Company. And e-recruitment practice
has significantly grown overnight and it is considered as one of the best practice and fast emerging
area of research in Human Resource Management, there is a lot of research being carried out and still
going on weather the adoption is fully required or the traditional process is enough to develop better
recruitment practice for better Human Resource.

The study focuses upon the following research objectives:

i. To know the recruitment process in Infosys.

ii. Describe the criteria to be considered while evaluating recruiting at Infosys.

iii. To know the various sources.

iv. To define selection and explain the selection process used by Infosys.

v. Explain the value of different types of employment tests and interviews at Infosys.

vi. To know the initiatives taken to continue the work and manage the work process during
pandemic.

vii. To know the importance of emerging E-recruitment.

 SAMPLE DESIGN
Infosys Technologies has got the most structured recruitment process among all IT companies in
India.The recruitment and selection process of Infosys is the toughest among all other companies, IT
company like Infosys which embodies all the methods, techniques and processes of work to match
the candidate's aptitudes and company requirements.So,studying about the most structured
recruitment will give me an eminence knowledge in this particular domain.
The following chart gives an idea about recruitment process: -
Identifying Vacancy

Prepare job description and personal specification

Advertising the vacancy

Managing the response

Short-listing

Arrange interviews

Conducting interviews and decision making

The following chart gives an idea about selection process: -
 FINDINGS
My study of the recruitment and selection process at Infosys generated the following findings:

 The recruitment process at Infosys is in line with the recruitment policy of the company.
 Infosys provides software development, maintenance and independent validation services to
companies in finance, insurance, manufacturing and other domains.
 Recruitment process is going through a revolutionary change which gives rise of automation.
 Infosys has got the most structured recruitment process among all IT companies in India.
 Approach to Selection used in Infosys is Ethnocentric Selection.
 The initiatives taken to continue the work and manage the work process during pandemic is a
success.

Number of people employed by Infosys

from financial year 2010 to 2021

 Infosys had a total of 259,619 employees (generally known as "Infoscions") as of 2021, out of
which 38.6% were women. Out of its total workforce, 229,658 are software professionals and
remaining 13,796 work for support and sales.
 CONCLUSION AND RECOMMENDATIONS

Recruiting staff is a very costly exercise. It is also essential part of any business and it pays to do it
properly.When organization choose the right people for the job, train them and treat them
appropriately, these people not only produce good result but also tend to stay with the organization.
In such circumstance, the organization’s initial and ongoing investment on them is well
rewarded .An organization may have all the latest technology and best physical resources, but if it
does not have the right people it will struggle to achieve the result it requires.This is true across the
whole spectrum of business activity.poor choice at the recruitment stage can prove expensive.The
company needs to be sure of a candidate’s technical competence.

Infosys has got the most structured recruitment process among all IT companies in India to get the
right and best people for the job. It also provide training center in Mysore as the world's largest
corporate university, the Infosys global education centre in the 337 acre.campus has 400 instructors
and 200+ classrooms, with international benchmarks at its core. It can train 14,000 employees at a
given point of time on various technologies.Its purpose is to prepare and develop the senior leaders
in Infosys for current and future executive leadership roles.The Infosys Training Centre in Mysore
also provides a number of extracurricular facilities like tennis, badminton, basketball, swimming
pool and gym.

Not only recruitment and selection phase is important but also other phases (employment phase and
exist phase) of employment cycle can be improved if all phases are properly interlinked with each
other. To retain the talent HR team needs to focus five major reasons why people leaves Infosys -

 Salary
 Average yearly appraisal
 Limited Career Growth Opportunity
 Leave Policy
 Exit Policy/Notice Period

To fix this following steps are required: -

1. Give more praise and recognition. It’s not always about money or tangible extrinsic rewards.
Why? Many people quit because of lack of appreciation. Extroverts or introverts, your employees
still get a kick out of public or private praise. People like to be recognized for their wins.

2. Set clear objectives and goals. It’s difficult for employees to give their best if the task’s goal
changes more often than they change their socks. Communicate your expectations clearly and set
precise goals. Results are only as strong as the objectives you set. Try the management Google and
LinkedIn practice—OKR—Objectives and Key Results.

3. Be future-driven. Analyzing the past is important to projecting the future. But focusing solely on
employees’ progress isn’t enough in a fast-paced workplace. You also need to study the future, as
impossible as it might sound. Using a management technique like PPP— Progress, Plans,
Problems—helps you be aware of your teams’ plans.
4. Seek input and ideas. More often than we think, decisions are made without seeking input. This
strategy might save you few minutes or hours, but it doesn’t guarantee success. Sometimes it’s okay
not to be the smartest person in the room. Ask input from people around you. Your team has brilliant
ideas; just learn to ask.

5. Give continual feedback. As tasks grow more complex and interdependent, people need more
feedback. Employees need to feel that they are heard by their managers and they need it more often
than twice a year. There is a correlation between employee engagement and periodic feedback.

6. Don’t be too negative. Constructive feedback is necessary, even if it’s negative, but regular
criticism will take down even the strongest. People have much greater recall of unpleasant memories
than positive ones. To keep your people happy and motivated, be positive and lead by example.

7. Communicate openly. Open internal communication plays a big role in successful teamwork.
Share your weekly plans and thoughts; it will encourage an open atmosphere. Only after mastering
the skill of sharing openly can you expect the same from everyone else.
 REFERENCES

Human Resource Management -Galgotia publishing Company.

Organizational Behavior -MSM Textbook.

www.Wikipedia.com

www.Kumc.eud.com

www.Hrmagazine.com

www.Recruiter.com

https://www.infosys.com/

https://www.cnbc.com/2020/05/24/how-recruiters-select-and-interview-job-candidates-amid-
coronavirus.html

https://www.statista.com/statistics/1111487/coronavirus-impact-on-unemployment-rate/

https://hrexecutive.com/what-will-recruitment-look-like-after-covid/