A SUMMER TRAINING REPORT

ON

“TALENT ACQUISITION IN MNC:

JACOBS ENGINEERING GROUP, INC.”

UNDER THE GUIDANCE OF:

Miss Komal Jain
Assistant Professor

SUBMITTED BY:
Priyanka Kannoujia
05980303918
MBA/SEM-3
(BATCH 2018-20)
 INTRODUCTION

• With the increased competition in recruitment market, Organizations are spending

more time, efforts & resources on developing their Talent Acquisition Strategy.

• It is important to recruit people with requisite skills, qualifications & experience to

attain the organization’s objective and forecast the future requirements simultaneously
with the present requirements.

• The pressure of recruiting the best potential for the various positions has increased the
focus of the organizations on innovation and management decision making.

• Hiring Managers aim to recruit the candidate who is best suited for the corporate
culture, ethics and climate specific to the organization.
• With the significance of Talent Acquisition in overall functioning of any organization ,
this project focus on the process followed at Jacobs Engineering India Private Limited
with reference to the global competition and design revenues generated by the
organization.

• The purpose of this project is to examine the current talent acquisition process i.e.
methods of sourcing, screening of suitable candidates according to the Job description
provided by the Hiring manager for the Open position, on-boarding process of the
candidates hired for the position.

• This project aims at understanding the Organization’s Strategy for adoption of best suited
practices globally.

• With implementation of innovative methods in recruitment and selection that differs

from other organizations
 ABOUT THE COMPANY

• Jacobs Engineering Group Inc. is an American international technical professional

services firm.

• Jacobs Engineering Inc. was founded in 1947 by Joseph J. Jacobs. The current Chief
Executive Officer of the organization is Steven J. Demetriou.

• The company is recognized as a Fortune 500 company.

• In October 2018, Jacobs decided to sell its Energy, Chemicals and Resources (ECR)
.
segment to WorleyParsons.

• After the completion of legal proceedings, Jacobs would focus on its two higher growth
and higher margin lines of business – Aerospace, Technology, Environmental & Nuclear
(ATEN) and Buildings, Infrastructure & Advanced Facilities (BIAF).
 OBJECTIVES OF THE STUDY

• To study the perception of employees towards the Talent Acquisition process followed at
Jacobs Engineering India Private Limited.

• To examine the practices implemented for Recruitment & Selection process by Jacobs
Engineering India Private Limited.

• To identify the perception of employees on average time duration for talent acquisition
process.

• To understand the effectiveness of different recruitment sources in talent acquisition

process for Jacobs Engineering India Private Limited.
 RESEARCH APPROACH
1. Descriptive research approach is used in the study with the aim to achieve an in-depth
understanding of the talent acquisition in the firm under study. Qualitative research
strategy is used for the study.

2. The major purpose of qualitative strategy is that it provides in-depth understanding of

models, definitions, meanings etc. Research methods used in this category include:

• Interviews: Here face-to-face interview with the TA team of Gurgaon is used.

• Reviews: Combing through scholarly literature and other published writings to determine
attitudes towards a subject.

• Questionnairre : filled out from employees of Gurgaon office.

SAMPLE DESIGN

Population : Population was selected from the Gurgaon Office

Sample Size : 100

Duration : 6 weeks i.e. from 10th June, 2019 to 19th July, 2019.
 LIMITATIONS OF THE STUDY

• The survey is subjected to bias of the respondents. Hence 100% accuracy can not be
assured..

• Respondents may not disclose confidential information..

• Time constraints.

• Respondents’ reluctance to disclose proprietary information about the organization.

• The selection process length is not appropriate.

  % of No. of
Category respondents Respondents

SronglyDisagree 0 0

Disagree 56 56

Neutral 18 18

Agree 20 20

Stronly Agree 6 6

TOTAL 100 100

 60

50

40

30

20

10

0
Category SronglyDisagree Disagree Neutral Agree Stronly Agree

Interpretation : 56% of the respondents disagree with the length of the selection process of
interviews. However 20% of the respondents Agree that the selection process length was not
appropriate.
• You felt satisfied about the selection process.

  % of No. of
Category respondents Respondents

SronglyDisagree 0 0

Disagree 2 2

Neutral 24 24

Agree 74 74

Stronly Agree 0 0
 80

70

60

50

40

30

20

10

0
Category SronglyDisagree Disagree Neutral Agree Stronly Agree

Interpretation: 74% of the respondents Agree that they were satisfied with the overall
process of the interview. 24% respondents were Neutral and 2% of the respondents
disagree with this question of the survey.
• E-recruitment (like portals, social websites) is helpful & convenient in terms of
applying for a job.

  % of No. of
Category respondents Respondents

SronglyDisagree 2 2

Disagree 14 14

Neutral 28 28

Agree 56 56

Stronly Agree 0 0
60

50

40

30

20

10

0
Category SronglyDisagree Disagree Neutral Agree Stronly Agree

Interpretation : 56% respondents agree that e-recruitment system is effective over

other channels. 14% respondents disagree and 28% of the respondents were neutral.
 FINDINGS

• Gender Gap is much evident in the organization as male repondents were drastically
high in number as compared to female respondents.

• Instructions regarding the ongoing process are not communicated to the candidates
before the process starts effectively.

• The length of the recruitment and selection was not appropriate and candidates may lose
out on the patience due to excessive time durstion taken by the organization for the
hiring process.
 SUGGESTIONS:

• Gender Gap must be decreased with the hiring of more female candidates.

• Instructions should be communicated to the candidates clearly.

• Length of the process should be taken care of to such an extent where all the candidates
feel comfortable. It should be pre planned for every hiring process.
CONCLUSION

• In every organization, talent acquisition processes play an important role.

• The HR manager of the organization has to concentrate on selecting the right

candidate through E-recruitment sources as well as other sources like campus
placements, consultancy etc.

• The selection is done by matching and evaluating the candidate’s skills, knowledge,
and abilities with the profile that is open for the requisition and the skill se must
match up to 70% level which are highly desired for the openings in the organization.

• This is the basic criteria for hiring of any candidate in the organization which is
taken under the study & survey.
 REFERENCES
• Sujeet Kumar, Ashish Kumar Gupta (2014): A Study On Recruitment & Selection Process

• Dr. V. Vijay Anand, Dr. M. Shanthanlakshmi , Dr. G. Uppili Srinivasan, V. Arunkumar, G.

Icewarya, S. Nandhu, S. Monisa Kamatchi.(2018) : A STUDY ON EFFECTIVENESS OF
RECRUITMENT ORGANIZATIONAL SUPPORT IN ITeS

• Ms.G.KARTHIGA, Dr.R.Karthi, Ms.P.Balaishwarya (2015): Recruitment and Selection Process.

• Garima Kohli (2013) : Research Paper on "Talent Acquisition Latest Trends.

• Dr. A. Kumudha(2016) : A Conceptual study on challenges and Innovations in Talent Acquisition

Process.

Web Pages
http://www.jacobs.com
https://jacobsconnect.jacobs.com