SELECTION PROCESS

Selection process includes shortlisting the appropriate candidates, and their

assessment which is done by general interview, competency based interview,
role plays, presentations etc. Selection process ends with the medical tests of
the candidate and his/her reference check before onboarding. The steps of the
Talent Acquisition life cycle are planning, sourcing, assessing, hiring and on-
boarding. The steps of talent acquisition followed by L&T Infotech is detailed
below:

EFFECTIVE RECRUITMENT

Effective recruitment isn't just about finding the right candidate, it's also about
maximizing your investment. Just like any other business activity, recruitment
needs metrics to assess its efficiency and identify areas for improvement.
Tracking key metrics like cost per hire, time to hire, and candidate satisfaction
helps ensure you're getting the most out of your recruitment efforts. This data
can be used to set benchmarks, measure progress, and ultimately, attract and
retain top talent while keeping costs in check. Additionally, directly asking
candidates about their experience during the recruitment process, including
both positive and negative aspects, can provide valuable insights for
improvement.
KEY ASPECTS:

Emphasis on Domain Expertise: L&T goes beyond general aptitude tests and
often incorporates role-specific assessments in their written exams and
interviews. This ensures that they identify candidates with the relevant
technical knowledge and skills required for the job.

Skill Mapping and Training: While domain expertise is crucial, the selection
process could benefit from in-depth skill mapping to identify gaps and
potential training needs for new hires. This could involve technical assessments
beyond theoretical knowledge, evaluating practical skills and understanding of
actual job challenges.

Leadership Assessment: L&T recognizes the importance of leadership

potential, particularly for roles with supervisory responsibilities. They
incorporate group discussions, case studies, and leadership simulations into
their selection process to gauge a candidate's ability to lead, collaborate, and
make decisions under pressure.

Nurturing Internal Talent: While external recruitment is important, L&T could

further strengthen its leadership pipeline by focusing on identifying and
grooming high-potential employees within the company. This could involve
mentorship programs, leadership development workshops, and internal job
rotations to provide growth opportunities and prepare internal talent for
future leadership roles.

Post-Selection Onboarding: L&T's comprehensive onboarding program helps

new hires integrate smoothly into the organization and understand their role
and responsibilities. This includes structured induction sessions, mentorship
programs, and buddy systems, fostering a supportive environment for new
employees.

Continuous Learning and Development: Beyond onboarding, L&T could

further enrich the employee experience by providing ongoing learning and
development opportunities. This could involve access to online learning
platforms, skill-specific training programs, and cross-functional learning
initiatives to keep employees engaged and equipped with the latest skills
needed to thrive in a dynamic industry.
L&T's recruitment and selection process boasts several strengths, but there's
always room for improvement. By focusing on deeper skill assessment,
nurturing internal talent, promoting continuous learning, and addressing
potential diversity and inclusion concerns, L&T can attract, retain, and develop
a highly skilled and engaged workforce, ensuring long-term success in a
competitive environment.

POTENTIAL AREAS FOR IMPROVEMENT IN THE

RECRUITMENT PROCESS

1. Diversifying Sourcing Channels: While online portals are effective, relying

solely on them might miss niche talent or specific demographics. Expanding
channels could include:

 Targeted Campus Placements: Focus on universities renowned for

specific skills or disciplines relevant to L&T's needs.
 Industry Events and Conferences: Actively participate and network at
industry gatherings to connect with promising individuals.
 Partnerships with Professional Organizations: Collaborate with relevant
professional associations to access their talent pool.
 Employee Referrals: Incentivize and refine the "Aamantrana" program to
attract diverse referrals.

2. Streamlining the Process: While thoroughness is crucial, a lengthy process

can deter candidates and slow down hiring. Consider:

 Reducing the number of assessment stages: Combine or optimize stages

where possible without compromising on key evaluation aspects.
 Utilizing technology: Online assessments, pre-screening tools, and
interview schedulers can save time and resources.
 Standardizing communication: Set clear timelines for each stage and
provide timely feedback to candidates, even those not shortlisted.

3. Addressing Diversity and Inclusion: While L&T strives for diversity, achieving
true representation across levels and departments requires specific initiatives:
  Unconscious Bias Training: Implement training programs for hiring
managers and recruiters to address implicit biases that might influence
decision-making.
 Targeted Outreach: Actively recruit from under-represented groups
through partnerships with relevant organizations and communities.
 Inclusive Job Descriptions: Ensure job descriptions are inclusive and
welcoming to diverse candidates.

4. Enhancing Candidate Experience: A positive candidate experience can

attract top talent and build a strong employer brand. Focus on:

 Streamlining the application process: Make it user-friendly and

accessible on various devices.
 Providing timely communication: Keep candidates informed at every
stage and offer feedback even after rejection.
 Showcasing company culture: Highlight L&T's values, employee
initiatives, and work environment to attract suitable candidates.

5. Leveraging Technology:

 AI-powered Resume Screening: Automate initial screening using AI tools

to save time and reduce human bias.
 Video Interviews: Utilize video conferencing for initial or follow-up
interviews to reach geographically diverse candidates and reduce travel
costs.
 Online Assessment Platforms: Implement digital assessments to improve
efficiency and objectivity in evaluating certain skills.