1. RECRUITMENT
Methods and Steps

2. Recruitment:-
• Organizational activities that provide a pool
of applicants for the purpose of filling job
openings.
• It is a process of searching for prospective
employees .
• Stimulating & Encouraging them to apply
for jobs in the org.

3. Factors Governing Recruitment
• Internal Factors
» Recruitment Policy of the Org
» Size of the org & the Number of Employees Employed
» Cost Involved in Recruitment
» Growth & Expansion Plans of the Org.
• External Factors
» Supply & Demand of Specific Skills in the Market
» Political & Legal considerations such as Reservations of jobs
for reserved Categories
» Company’s Image Perception by the Job Seekers.

4. Sources Of Recruitment:
• Present Employees
• Unsolicited Applicants
• Educational and Professional Instituitions
• Public Employment Offices
• Private employment Agencies
• Employee Referrals
• Help wanted Advertising
• Walk-Ins

5. Selection:
• Is the process of discovering the
qualifications & characteristics of the job
applicant in order to establish their likely
suitability for the job position.
 A good selection requires a
methodical approach to the
problem of finding the best
matched person for the job

6. Selection Process
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background
Analysis
5. Physical Examination
6. Job Offer
7. Employment Contract

7. SOME CASES……

8. RECRUITMENT PROCESS
PRACTICES BY
CAPGEMINI INDIA

9. Steps Of
Recruitment
Process

10. RECRUITMENT PROCESS FOR FRESHER
• WRITTEN /APPTITUDE.
• GROUP DISCUSSION.
• PSYCHOMETRIC TEST(CONDITIONAL).
• TECHNICAL INTERVIEWS(CONDITIONAL).
• HR INTERVIEWS.

11. RECRUITMENT PROCESS FOR HIGHER POST
• PSYCHOMETRIC TEST.
• BUSINESS GAME.
• HR INTERVIEWS.

12. Difficulties in Recruitment process
 Talent Acquisition.
 Expensive.
 Time Constraint.
 Retention of employees.
 Managing low attrition rate.
 Budget.

13. Challenges in Recruitent &
Selection:
• Talent Shortage
• Attrition Rate
• Reservations and other
Gov. Policies
• Remoteness of Job
• Scrutiny of employee’s
credentials

14. Basic Diff. Between Recruitment and
Selection:
• Recruitment- searching for and attracting
applicants qualified to fill vacant positions
• Selection- Analyzing the qualifications of
applicants and deciding upon those who
show the most potential

15. Case Study: Selection And
Recruitment Practices in Wipro
Tech
Wipro Tech is an information technology service company
established in India in 1980.
Headquarter Bangalore
Rank Third largest IT services
company in India
Employees Strength 1,08,000 as of September 2011

16. Q & A Session with WIPRO HR:
How requirement arises in Wipro?
 Acquisition of Projects, as per needs of HODs
How do you come to know about technology on
which the workforce have to be recruited?
Project manager, technical lead handover(or
mail) HR team about Job description as well as
little bit project description ,& required technical
competencies.

17. How do you come to know about no. of candidates
to be recruited?
First do check about current workforce which is
on bench and having the required skill then we
decide about no. of candidate to be recruited.
What's the first process of recruitment?
If the recruitment is on small level and the skillset
is easily available then we scan our database for
candidates but if the recruitment is very large
and skillset is presice (or scarcity of skillset ) then
we give the advt in news papers.

18. What is the next step you follow ?
We shortlisted the resume on the basis of skill and experience and
availability of skill set in market, then we invite them for further process
like Aptitude Test ,Group Discussion, Interview.
What kind of professionals can find job opportunities with the
company?
We have a rigorous recruitment process to ensure that we
hire the best talent in the industry. All our HR processes are
competency based.
Educational qualifications are function dependent.
In addition to a good education, we look for candidates with
high potential, integrity and the ability to lead the organization
in future.
 Our main focus is on `' and hence we look for candidates who
are steady, interesteinternal growthd in building a career with
Wipro and who bring a new perspective to the organisation.

19. What kind of retention policies do you implement to fight attrition?
Our values and culture, freedom and autonomy, exciting challenges
and opportunities for career advancement are our key retention tools.
We work in a highly charged environment with talented and successful
people that motivate one and all.
We believe that apart from salaries, employees seek fast growth,
exciting work environment and opportunity to make a difference
through entrepreneurial ventures, amongst other things.
Each employee has a career growth plan in place.
Based on the career plan we give each of them
opportunity to work in various functions to get a
wide and varied exposure.
We also have a compensation design, which aggressively
differentiates between performers and non-performers.
We offer stock options to employees.
We also purge the bottom 10% on a regular basis so
that they do not become a liability for others.

20. Abhijit Deshmukh Dipesh Sahani Shikha Seth
Priya Murad Monali Prajapati Sanjay Parmar
Ronald Maclin Danish Mistry
OUR
TEAM
MEM
BERS
…. .