RECRUITMENT & SELECTION PROCESS

INTRODUCTION
Recruitment is an important part of an organizations human resource planning and their competitive strength. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. Recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.

DIFFERENCE
Recruitment Process

Selection Process
Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization.

Recruitment Process
Recruitment is a positive process i.e. encouraging more and more employees to apply . Recruitment is concerned with tapping the sources of human resources. There is no contract of recruitment established in recruitment .

Selection Process
Selection is a negative process as it involves rejection of the unsuitable candidates. Selection is concerned with selecting the most suitable candidate through various interviews and tests. Selection results in a contract of service between the employer and the selected employee.

SOURCES OF RECRUITMENT

INTERNAL
Transfers

EXTERNAL
Press

Promotion
Upgrading Demotion

Retired

employees Retrenched employees Dependents & relatives of deceased employees.

advertisements Educational institutes Placement agencies/outsourcing Employment exchanges Labour contractors Unsolicited applicants Employee refferals

FACTORS AFFECTING RECRUITMENT

EXTERNAL FACTORS

INTERNAL FACTORS

Supply

& Demand Labour market Image/goodwill Political-SocialLegal Environment Unemployment rate Competitors

Recruitment

policy Human Resource Planning Size of the firm Cost of recruitment Growth

RECRUITMENT PROCESS

Identify vacancy Prepare job description and person specification Advertising the vacancy

Managing the response

Short-listing Arrange interviews Conducting interview and decision making

RECRUITMENT STRATEGIES
A successful recruitment strategy should be well planned and practical to attract more good talent to apply in the organization. The strategy should cover the following elements: 1) Identifying and prioritizing jobs 2) Candidates to target 3) Sources of recruitment 4) Trained recruiters 5) How to evaluate the candidates

HDFC BANK-INTRODUCTION
HDFC Bank Limited is an Indian financial services company that was incorporated in August 1994. HDFC Bank is the fourth largest bank in India by assets and the second largest bank by market capitalization as of February 24, 2012. The bank was promoted by the Housing Development Finance Corporation, a premier housing finance company (set up in 1977) of India. HDFC Bank has 1,986 branches and over 5,471 ATMs, in 996 cities in India, and all branches of the bank are linked on an online real-time basis. HDFC Bank is one of the Big Four banks of India, along with: State Bank of India, ICICI Bank and Punjab National Bank.

MISSION & VISION

Our mission is to be "a World Class Indian Bank", benchmarking ourselves against international standards and best practices in terms of product offerings, technology, service levels, risk management and audit & compliance. Vision: To be amongst most trusted power utility company of the country by providing environment friendly power on most cost effective basis, ensuring prosperity for its stakeholders and growth with human face.

AWARDS & ACHIEVEMENTS

UTI Mutual Fund CNBC TV 18 Financial Advisor Awards 2011 Asian Banker International Excellence in Retail Financial Services Awards 2012 5th Loyalty Summit award Best Performing Bank Private Best Retail Bank in India Best Risk Management

Customer and Brand Loyalty Excellence in Financial Reporting

ICAI Awards 2011

PRODUCTS OF HDFC BANK

Credit cards Consumer banking Corporate banking Finance and insurance Investment banking Mortgage loans Private banking Private equity Wealth management

KEY BUSINESS SEGMENTS

1.

2.
3.

Wholesale Banking Services Retail Banking Services Treasury

WHOLESALE BANKING SERVICES

The Bank's target market ranges from large, blue-chip manufacturing companies in the Indian corporate to small & mid-sized corporate and agri-based businesses. For these customers, the Bank provides a wide range of commercial and transactional banking services, including working capital finance, trade services, transactional services, cash management, etc

RETAIL BANKING SERVICES

The objective of the Retail Bank is to provide its target market customers a full range of financial products and banking services, giving the customer a one-stop window for all his/her banking requirements. The products are backed by world-class service and delivered to customers through the growing branch network, as well as through alternative delivery channels like ATMs, Phone Banking, NetBanking and Mobile Banking.

TREASURY
Within this business, the bank has three main product areas 1.Foreign Exchange and Derivatives,2.Local Currency Money Market & Debt Securities, and 3.Equities. With the liberalisation of the financial markets in India, corporates need more sophisticated risk management information, advice and product structures. These and fine pricing on various treasury products are provided through the bank's Treasury team.

RECRUITMENT AND SELECTION PROCESS OF HDFC BANK

THERE ARE SEVEN MAIN STAGES TO THE

PROCEDURE
1. 2.

3. 4. 5. 6. 7.

Pre-advertisement Placing advertisements and dealing with enquiries and applicants Short-listing Interviewing and selection Post-selection procedures Induction Monitoring

PRINCIPLES:
Following are the guiding principles for recruitment and onboarding process: Attracting and recruiting the right people is one of the most important activities of the organization and is the responsibility to be owned by each and every employee of the organization. Merit will be the single most important factor in selection process. They will ensure a diversity, both gender and ethnicity by targeted candidate sourcing with the help of recruitment vendors and the referral program. While skills and profile matching play an important role, they will hire people who are team players and have the right attitude most relevant to the culture of the organization. Attitude is as important as aptitude.

They believe in becoming a company of giants and emphasis is in hiring people who can grow bigger and better than they presently are. They believe in providing their employee with fulfilling career paths. Towards this, they will post vacancies internally as a preferred option while evaluating external candidates. They believe that each candidate interviewed irrespective of whether she/he is selected should become a friend of the organization. They treat all the candidates with the utmost respect. They will be open and fair in communication with them; this way they also enhance the brand image of the organization. They will continuously assess, identify and cultivate strategic talent pools including those at the universities, management schools, and community forums to address their long term needs.

HIRING APPROVAL
All

recruitment activities shall be undertaken based on the hiring plan as approved by the Business Head, HR Head & the CEO. For each approved position, a hiring requisition will be required prior to initiation of any recruitment activity. If the hiring was not included in the planned budget, it will also require approval from the CEO based on a recommendation from the Head HR and the CFO. Recruitment expense will be allocated to the concerned business unit, and expenditure should be budgeted and pre-approved by the business unit head and the HR Head.

CANDIDATE SOURCING:

The hiring manager along with the Human Resource Department would decide the channel/ source to use based on the nature of the recruitment. The following sources of recruitment may be considered: Internal Sources: Internal job postings to explore internal candidates. Employee Referrals

1.

2.

3.

Other external sources include: Recruitment agencies External job postings College / campus requirement

APPLICATION PROCESSING

HDFC

will process all applications promptly and inform the applicant or source regarding the status of the application. HDFC will respond to all solicited applications within 5 working days of receiving the application.

INTERVIEW PROCESS

Interviews may be conducted at a place at mutually convenient locations and time in an effort to maintain confidentiality of the hiring process. One on one meeting shall be preferred as the interview format, however depending on the constraints panel interviews / telephone / video conference screening could be used. For recruitment at junior levels, job fairs, universities etc, where large volume of candidates, HDFC will use recruitment tests for purpose of short listing. The candidate may be tested on the basic aptitude, analytical skills or other skills required for the job of the candidates.

Each interviewer will complete the interview feedback form and submit it to HR. HR will compile the results from a various interviews and provide these to the line manager for the final decision.

PRE-EMPLOYEMENT CHECK

This will include both a professional reference check as well as the background check: Professional reference check will be completed by the hiring manager. HDFC will request contact information for 2 references from the candidate, and check the quality of previous work experience and key personal characteristics/conduct/ previous record etc. For key positions in areas, HDFC will also perform a background check to assess the integrity /conduct of the candidate.

1.

2.

THE FOLLOWING INFORMATION REGARDING THE CANDIDATE WILL BE VERIFIED:

1. 2.

3.
4. 5. 6.

Proof of educational qualifications Any professional certificate that is essential to the job Address details Passport details Date of birth Proof of previous employment (service certificate)

Any

negative feedback and comment in the reference check will be investigated by HR and if found genuine shall be a cause for disqualification of the candidate or dismissal from employment.

OFFER PROCESS:

Once the hiring decision is finalized, HR will prepare an offer / fitment as per the compensation structure and grade and keeping in mind the internal equity. The offer would be communicated to the selected candidates by the hiring manager along with HR. The candidate will sign the contract letter to formally accept employment from the organization.

PRE-EMPLOYMENT PROCESS

As an organization, HDFC will make all necessary arrangements to ensure a smooth joining process for the employees. HR will provide the candidate a check list prior to joining to ease joining formalities.