Recruitment Policy of TATA Company

Recruitment involves calculating the positions available and making appropriate plans
for their appointment and selection.
According to CEO of Tata recruitment is the method of discovering and recruiting
capable candidates for applications. The process starts when new hires are needed
and ends with the submission of their applications. The effect is a pool of candidates
from which to pick new employees. In this sense, the vacancies available are given
widespread publicity and eligible applicants are encouraged to submit applications in
order to have a pool of suitable candidates for scientific selection.
Recruitment Process:
1-Manpower planning- In the Tata Business arena, Human Resource Planning has
a significant role. Planning for human resources must be an approach to
procedures that are conducted in a fixed phase. As follows, the process is
 To analyze the inventory of the current manpower.
 To make a prediction for the future work force.
 To develop employment program.
 Training program should be design well.

2- Analyzing the current manpower inventory: - Before a manager makes

forecast of future manpower, the current manpower status has to be analyzed.
For this the following things have to be noted.
1. Type of organization
 2. Number of departments
3. Number and quantity of such departments
4. Employees in these work units Once these factors are registered by a
manager, he goes for the future forecasting.

3- Developing employment programs: - If the existing inventory is compared

with future predictions, job programs, which include recruiting, selection
processes and placement plans, may be framed and implemented accordingly.

4- Design training programs:-These will be focused on the scale of

diversification, growth plans, programs for development, etc. Training
programs depend on the degree to which technical enhancement and change
can take place. It is also done to develop the talents, abilities and awareness of
employees.
TCS conducts 4 rounds to select:
• Written Round
1. Quantitative aptitude test
2. Programming language test
3. Coding round
4. E-mail writing
• Technical Round
• Managerial Round
• HR Round

NEW RECRUITMENT POLICY OF TATA COMPANY AFTER COVID

Social Recruiting Tools and Platforms

Tata has introduced social recruiting instruments such as LinkedIn Recruiter, Twitter,
Talent Hook, Hiring Solved, Swoop Talent and social networking platforms such as a
Face-book business page and enabling to get in front of the applicants and to develop
engagement and to generate interest in an organization and open positions..

Candidate Care
In a tough economy with a glut of work seekers, when the time for the job offer
arrives, it can be tempting to pay low-ball candidates. Everyone has access to the
internet and good research facilities, and for the current wage, the applicants know
what their experience and knowledge is.
To acknowledge receipt of resumes, Tata created a response template and to say
candidates who are not going to be interviewed.
They focus on their process of recruitment with diligent pre-screening to
shorten their interview period. Avoiding large job requirements and
concentrating on the abilities and knowledge they are searching for, and now
they don't have applicants to answer the same questions for different
candidates over and over again.

Mobile Recruiting

 They give work notifications with text campaigns or alerts to applicants' smart
phones.
 Mobile recruiting is used to develop creative hiring strategies that include job
opportunities, new and other information, such as open house announcements
and fair job announcements.
According to TATA recruitment policies, the right people in the right roles at the
right time are important for successful business operations. In order to take the
time to make a few major improvements in the recruitment process, it will yield
meaningful results that you need from recruiting and hiring.