Recruitment, Selection &

Induction
Group 6
Renu Joseph 09FT-123
Rekha Ramaswamy 09FT-125
Samuel Kumar 09FT-132
Sandeep Reddy 09FT-136
Vinod Krishnan 09FT-175
Vipul Sharma 09FT-177
ABC Ltd.
Provides the world's most complete, open, and
integrated business software and hardware systems.
More than 370,000 customers—including 100 of the
Fortune 500—representing a variety of sizes and
industries in more than 145 countries around the globe.
Named one of 'The Dozen' most influential vendors in
enterprise IT.
ABC Becomes First Enterprise Software Company to
Receive Certification for Outstanding Service and
Support.
 ON
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Stage I: Planning

Requirement is sent from the business unit to the HR

department.
The hiring manager of the respective business unit
makes requirement of workforce.
This requirement is forecasted in the beginning of the
year based on business strategy, expected retirement
and attrition and workload from companies.
Hiring is done over the period of the year and not all at
once. Since the initial figure was only a forecast, hiring
is done as and when the people are required.
Stage II: Creation of Job Description

The job description of the various positions where

people are required is created by the recruiter based
on data given by the hiring manager of the business
unit.
Stage III: Selection of techniques used in
Hiring
Skill
Highly skilled - Internal database/Employee referrals
Low- medium skills - Job Portals.
Quantity
Small Quantity – Campuses /Employee referrals
Large – Job Portals
Employee referrals are encouraged and 20% of the
total yearly requirements are fulfilled from Employee
referrals.
 Interview with the
With
Resume
Telephonic HR
recruiting
Hiring Manger.
manager
●
●

Critical skill requirements

Face to Face
●

●
Technical competency is
●
HR
judged
department
Experience in necessary
based Manger.
on manager
the pre-
Interview with the of
With
HR
recruiting
Hiring
Resume
Telephonic
●
domains
●

Minimum rejection
Interview
●
Critical skillquestions
requirements
Interview
FaceBased
Interview
determined
to Face
●
●
Technical
70% competency
applications is
are rejected.
HR department
●

Experience in necessary

Stage IV: Screening Process

1-2%
10%
10-15% only
candidates
candidates
onareare
rejected
rejected
●
●

judged based the pre-

domains
Minimum rejection of
Interview
●

●
●
Interview
Based
Interview
determined
1-2%
10-15%only
questions
70% applications are rejected.
10% candidates
candidates
areare
rejected
rejected
SELECTION STRATEGY OF ABC LTD:

Make Strategy
Fresher & candidates
with 1-2 yrs experience

Buy Strategy
Mid level and high level
employees.
Skill Requirements
Technical
Skills
Soft Skills

Leadership
Skills

Work
Stability
Sources of Recruitment
portals

Employee
Job

referrals

Sources

placements.
Lateral
recruitments
Campus
Induction Process
Formal:
Compulsory 2-day induction into the company.
Orientation
Collective
A group of fresh hires are taken through the induction process together.
Saves time and resources of the company.
Disjunctive
No formal tutor/ mentor is assigned to the candidate.
Learning is encouraged
Investure and Divesture
Entry-level employees – Investure
Mid-level /high-level employees - Divesture
Problems faced by ABC Ltd:

Sudden requirement of manpower needed during the

year which has not been forecasted

Same induction process for both fresher’s and

experienced hires leading to lack of understanding of
the company and work for the fresher.
Wipro
Headquartered in Bangalore, India.
Second largest IT services company in India
Employee base of more than 98,391 people
Received 2010 Global Impact Award from Metro
Atlanta Chamber of Commerce for success in job
creation and positive impact on Atlanta's economy in
2009
Recruitment and Selection Process
Planning
Requirements due to acquisition of projects or PM’s
requirement
Forecast of requirement done on monthly basis

Job Description
- Based on skills
- Based on mandatory requirements
Sources of recruitment

database
Internal
Employee
referrals

Sources

applicants
Online
recruitments
Ad/Campus
Recruitment and selection (contd..)

Selection Technique

Small number of ppl -> internal database/employee

referrals
Larger number of ppl -> job portals/advertisements
Screening process

2nd
nd Screening: Shortlisted

candidates are called for an

interview wherein the business
manager along with the HR
personnel interviews the
candidate. Selected candidates
are hired.

1stst Screening: A fresher is made

to go through a written exam
whereas experienced people as
shortlisted on basis of their
resume
Selection Strategy of Wipro
Make vs Buy
 Make : Freshers are trained in line with organizational
requirements
 Buy : Mid/High level employees
Issues with Wipro’s recruitment
High attrition rate : 15%
Induction Process
Formal
Collective
Injunctive
Investure and Divesture
 Comparison of Wipro and ABC
ABC Ltd.
Planning Forecasting is done in
beginning of the year and
recruitment done based on that
WIPRO Remarks
Forecasting done beginning WIPRO is better placed in
of every month. terms of employee
availability since forecasting
is done more regularly

Job description and Job description given by hiring Job description given by Both WIPRO and ABC
Selection technique mgr and selection based on hiring mgr and selection follow similar processes
both skill and number of ppl based on both skill and
number of ppl

Screening Minimum of 4 stages of Minimum of 2 stages of ABC has a more rigorous

screening done while recruiting screening done process hence more reliable
employees at ABC

Selection Strategy Make at fresher level and Buy at Make at fresher level and Both have similar selection
mid-high level Buy at mid-high level strategies
Sources of Recruitment Employee referrals, internal Employee referrals, media ABC doesn’t believe in
database, campus recruitments, advertising, campus advertising and depend on
job portals recruitments employee referrals for 20%
of their job requirement.
Recommendations
ABC should plan more regularly (forecast)
Wipro should improve their screening process and
make it more stringent to reduce attrition
ABC should have separate induction program for
freshers and for experienced employees.

VS
THANK YOU !!