a project report on selectn training

8/11/2019 A Project Report on Selectn Training

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EXECUTIVE SUMMARY

The project is a peek at the RECRUITMENT AND SELECTION PROCESS in HCL -

Technologies

Today, in every organisation personnel planning as an activity is necessary. It is an important

part of an organisation. Human Resource Planning is a vital ingredient for the success of the

organisation in the long run. The objectives of Human Resource Department are Human

Resource Planning, Recruitment and Selection, Training and Development, career planning,

Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objectiveneeds special attention and proper planning and implementation.

For every organisation it is important to have a right person on a right job. Recruitment and

Selection plays a vital role in this situation. Shortage of skills and the use of new technology are

putting considerable pressure on how employers go about Recruiting and Selecting staff. It is

recommended to carry out a strategic analysis of Recruitment and Selection procedure.

With reference to this context, this project is been prepared to put a light on Recruitment and

Selection process at HCL Technologies. This report is divided into two phases to analyze how an

employee is recruited at HCL Technologies. These two phases are sources of recruitment

(through Portals, Campus, Consultants, Reference, Advertisements, Walk ins, Talent express,

Job fair) and process of recruitment that includes various elimination rounds of interview.


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RESEARCH METHODOLOGY

RESEARCH OBJECTIVE OF THE PROJECT

Every research has some objectives, reasons behind the study conducted. Objectives can give us

a brief idea about the project report. The objectives behind this project are as follows

To study the different sources of recruitment which are adopted in HCL Technologies.

To study different stages of recruitment process which led to selection of a candidate tillan offer is made to them.

To understand what all Recruitment practices are being adopted so as to make the

organization work well.

SCOPE OF THE STUDY

The scope of this study is to observe the Recruitment and Selection Techniques adopted by thecompany.

The scope of the project includes-

Study of Importance of Recruitment and Selection process for an enterprise.

Study of Recruitment and Selection Practices at HCL Technologies.

It extends to the whole Organization. It covers corporate office, sites and works

appointments all over India.


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MEANING OF RECRUITMENT

Recruitment is a process to discover the sources of man power to meet the requirements of

staffing schedule. It helps to employ effective measures for attracting manpower in adequate

numbers to facilitate effective selection of efficient personnel.

In the words of Edwin Flip po, Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs

In simple words, it is a process of attracting people to apply for jobs available in the company.

Recruitment refers to the overall process of attracting, selecting and appointing suitable

candidates for jobs within an organization, either permanent or temporary. Recruitment can also

refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles

or training programs.

Recruitment may be undertaken in-house by managers, human resource generalists and/or

recruitment specialists. Alternatively, parts of the process may be undertaken by public-sector

employment agencies, commercial recruitment agencies, or specialist search consultancies.

The use of internet-based services and computer technologies to support all aspects of

recruitment activity and processes has become widespread.

In recruitment, information is collected from interested candidates. For this different source such

as newspaper advertisement, employment exchanges, internal promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of most

suitable candidates. Recruitment represents the first contact that a company makes with potential

employees.
http://en.wikipedia.org/wiki/Jobhttp://en.wikipedia.org/wiki/Job


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PURPOSE OF RECRUITMENT

The following are the importance of recruitment:

1) Review of organizational objective:Recruitment facilitates reviewing the objectives of the organization. Proper review of

the objectives will enable the organization to make a proper list of the various

activities that would be required to achieve the objective. To undertake the activities,

the organization can determine the required workforce in terms of quantity and

quality.

2) Forecasting of personnel requirement:Recruitment helps in finding out the requirements of human resource to undertake

various activities. The human requirements forecast must be both in terms of quantity

and quality.

3) Forecasting of personnel supply :Recruitment enables forecasting the availability of man power. The required man

power may be available within the company, or they may be required to be hired from

the labor market.

4) Innovative ideas :Recruitment encourages new talent with innovative ideas, fresh thinking and

dynamism to enter the company. It infuses fresh blood at all levels of organization.

5) Organization culture :Recruitment helps to develop an organizational culture that attracts competent people

to the company. It inducts outsiders with a new perspective to lead the company.


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SOURCES OF RECRUITMENT

INTERNAL SOURCES:

Internal sources refer to sources from within the company. The various internal sources are asfollows:

a) Promotions:When a vacancy arises at a higher level qualified and experienced employee from within

the company can be promoted at higher level. For instance an understudy candidate may

be promoted to the post of his superior who has retired or promoted or transferred.

b) Transfers:The vacancy can also be filled through internal transfers. An existing executive who is

experienced and capable of handling the duties in the new department can be transferred.

c) Retired managers:At times, retired managers can be recalled, especially for short duration, when it is

difficult to find a suitable candidate for the post from which the managers have retired.

Again, young mothers may retire early to take care of the kids. Once the kids grow up,

the company may recall such employees.

d) Internal advertisements:The company may also display on its notice board or inform departmental heads of a

vacancy at executive levels. Accordingly, interested candidates may apply for the

position.


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EXTERNAL SOURCES:

It refers to the sources from outside the company. It includes:

a. Management consultants:Some companies take the help of management consultants to select executive's personnel

for their organization.

b. Advertisements:

This is one of the most popular sources of recruitment. Advertisement of the vacancy can

be inserted in newspapers, or business magazines. The ads can also be placed on the job

related websites on the internet.

c. Campus recruitment:The company may also inform management institutes to send candidates studying

management courses in such institutes. At times the company recruitment committee may

personally visit the institute campus and recruit the candidates. There can be recruitment

of summer trainees who are presently studying in various institutes.

d. Recommendations:The company may also recruit executives on the basis of the recommendations received

from existing manager or from sister concerns.

e. Other external sources:There can be various other external sources such as hunting, deputation of personnel by

parent company, etc.


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MEANING OF SELECTION

Selection of employees is a managerial decision. It is a process of selecting right person for the

right job. In this process relevant information about the applicants is collected through a series of

steps so as to evaluate their suitability for the job to be filled. Selection is a process of choosing

the most suitable persons out of all the applicants. It is the process of weeding out unsuitable

candidates and finally identifying the most suitable candidate. Selection may be described as a

process of rejection because generally more candidates are turned away than hired.

Selection is defined as the process of differentiating between applicants in order to identify (and

hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriatequalification and competency to do the job.

A selection test is a systematic and standardized procedure of sampling human behavior in order

to obtain qualified applicants for organizational activities. It is used to assess the ability, aptitude

and personality of prospective candidates. Selection test is conducted in order to select

a right person for the right job who will be capable of performing organizational activities if

hired. Selection test is a device that reveals the information about the candidate which is not

obtained through other steps of selection. It screens the employee's ability, knowledge, anddecides whether he/she can perform well in the organization.

Under selection test, the candidates who score the highest marks in different tests, are selected

for employment, and those who score the least are rejected. Therefore, this process is known as

negative process. Selecting the best qualified candidate is very essential for organization's

productivity, hence, an employee should conduct a systematic selection test and background

checks to avoid unsuccessful candidates. The effective selection largely depends on a degree

of testing methodology.

The professional standards of industrial-organizational psychologists (I-O psychologists) require

that any selection system be based on a job analysis to ensure that the selection criteria are job-

related. The requirements for a selection system are knowledge, skills, ability, and other

characteristics, known as KSAOs. US law also recognizes bona fide occupational
http://en.wikipedia.org/wiki/Industrial_psychologyhttp://en.wikipedia.org/wiki/Job_analysishttp://en.wikipedia.org/wiki/Bona_fide_occupational_qualificationshttp://en.wikipedia.org/wiki/Bona_fide_occupational_qualificationshttp://en.wikipedia.org/wiki/Job_analysishttp://en.wikipedia.org/wiki/Industrial_psychology


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qualifications (BFOQs), which are requirements for a job which would be discriminatory were

they not necessary such as only employing men as wardens of maximum-security male prisons,

enforcing a mandatory retirement age for airline pilots, or a religious college only employing

professors of its religion to teach its theology .[1]

Personnel selection systems employ evidence-based practices to determine the most qualified

candidates and involve both the newly hired and those individuals who can be promoted from

within the organization .[1] Common selection tools include ability tests (e.g., cognitive, physical,

or psychomotor), knowledge tests, personality tests, structured interviews, the systematic

collection of biographical data, and work samples. Development and implementation of such

screening methods is sometimes done by human resources departments; larger organizations hire

consultants or firms that specialize in developing personnel selection systems. I-O psychologists

must evaluate evidence regarding the extent to which selection tools predict job performance,

evidence that bears on the validity of selection tools. These procedures are usually validated

(shown to be job relevant), using one or more of the following types of validity:

content, construct validity, and/or criterion-related validity.
http://en.wikipedia.org/wiki/Bona_fide_occupational_qualificationshttp://en.wikipedia.org/wiki/Personnel_selection#cite_note-Muchinsky-1http://en.wikipedia.org/wiki/Personnel_selection#cite_note-Muchinsky-1http://en.wikipedia.org/wiki/Personnel_selection#cite_note-Muchinsky-1http://en.wikipedia.org/wiki/Personnel_selection#cite_note-Muchinsky-1http://en.wikipedia.org/wiki/Personnel_selection#cite_note-Muchinsky-1http://en.wikipedia.org/wiki/Personnel_selection#cite_note-Muchinsky-1http://en.wikipedia.org/wiki/Personality_testshttp://en.wikipedia.org/wiki/Interviewshttp://en.wikipedia.org/wiki/Construct_validityhttp://en.wikipedia.org/wiki/Criterion_validityhttp://en.wikipedia.org/wiki/Criterion_validityhttp://en.wikipedia.org/wiki/Construct_validityhttp://en.wikipedia.org/wiki/Interviewshttp://en.wikipedia.org/wiki/Personality_testshttp://en.wikipedia.org/wiki/Personnel_selection#cite_note-Muchinsky-1http://en.wikipedia.org/wiki/Personnel_selection#cite_note-Muchinsky-1http://en.wikipedia.org/wiki/Bona_fide_occupational_qualifications


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IMPORTANCE OF SELECTION PROCEDURE

There are no two opinions that people alone will determine the fate and future of the

organisation. Therefore, the selection policy and procedure should be highly systematic and

scientific.

There importance of selection procedure is as following:

1. Facilitates Placement :Proper selection facilities proper placement refers to fitting the right person for the right

job. The right job is offered to the right person depending upon skills and capabilities.

2. Facilitates Training : Proper selection facilitates training of the newly selected employees. If the newly

recruited employees lack in certain areas, then training can be provided to them.

3. Improves Efficiency: Proper selection improves efficiency of the employees and also that of the organisation.

Efficiency is the relation between returns and cost. Properly selected employees can bring

in more returns at lesser costs.

4. Better Relations:Properly selected candidates make it possible to have better relations between them and

their superiors as well as between them and their co-employees Also; they can maintain

good relations with clients and others.

5. Motivation :Proper selection of employees motivates the employees in the organisation. This is

because the right candidates is selected and placed at the right job.


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6. Optimum use of Resources:Proper selection facilitates optimum use of resources- both the physical resources as well

as human resources. When proper candidates are selected, then all the resources will be

handled and utilised properly.

7. Reduction in Absenteeism:There can be reduction in absenteeism on the part of the employees .Absenteeism takes

place when the employees remain absent prior permission.

8. Reduction in Wastages:Proper selection process also facilitates reduction in wastages. The right candidate would

be interested in their jobs and will take proper care to reduce wastages.

9. Reduction in Employees Turnover:Proper selection also reduce employee turnover. Since proper candidates are selected,

they may get adjusted very easily to the new environment in the company, and such they

may not leave the organisation.

10. Improves goodwill of the company:Interested and satisfied employees are more loyal to the company. They work with a

sense of commitment and dedication. This results in better relations with the public, the

shareholder, clients and others.

11. High morale:Proper selection facilitates proper placement. This results in job satisfaction and

improved morale of the employees. Employees feel a sense of belongingness towards

their organisation.


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SELECTION PROCESS

Selection is a process of choosing right person for the right job. The selection process

consists of a steps or techniques as follows:

The flow chart indicates major steps in selection process.

JOB ANALYSIS ADVERTISING THE JOB EMPLOYMENT TESTS INTERVIEWS MEDICAL CHECK JOB OFFER

1. Job Analysis:

The first step in selection process is analysing the job. Job analysis consists of two parts:

a) Job Description,

b) Job Specification.

Job description provides information relating to the job.

Job specification provides candidate related information.

2. Advertising the job:

The next step is to advertise the job. The job can be advertised through various media.

The right details about the job and the candidate must be given in the advertisement.

3. Initial screening:

The initial screening can be done of the applications and of the applications and of the

applicant. Applications which do not fulfil the basic requirements are dept aside. A preliminary interview is conducted at this stage to screen out the candidates so that only

suitable candidates go through the further stages of selection.

Usually, a junior executive does the screening work. Nlity,At this stage the executive

may check on the general personality, age, qualifications, family background of the

candidate. The candidate may also be informed of salary, working conditions, etc.


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4. Application Blank:

It is a prescribed from of the company which helps to obtain information about candidate

in respect of social biographic, academic, work experience, references, etc.

The application blank helps to

() provides the input to interview

() provides basis to reject candidates if they do not meet eligibility criteria,

5. Tests:

Various tests are conducted to judge the ability and efficiency of the candidates. The

type of tests depends upon the nature of job and the philosophy of the management.

The Various tests are:

Intelligence Tests Aptitude Test Personality Tests Interest Test Performance Tests

6. Interview:

It is face to face exchange of views, ideas and opinions between the candidate and

interviewer(s). Interview is an oral examination of candidates.

() The interviews can be a group interview or individual interview

() There can be a panel interview where several individuals interview one candidate at a

time.

7. Reference check:

A candidate may be asked to provide references from those who are willing to supply or

confirm about the applicants past life, character and experience.

() Reference check helps to understand the personal and family background

() It helps to guard against possible false information supplied by candidate.

() It also helps to ascertain the reported experience of the candidate


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8. Medical Check:

Medical examination of the candidates is undertaken before they join the firm in order

to-

Find out whether the candidates are physically fit to carry out duties and

responsibilities effectively,

ensure the health and safety of other employees, Fulfil legal requirements, Find out whether the candidate is sensitive to certain work place such as in a

chemical factory,

Find out whether the candidate has health problems which may adversely affect

his behaviour and performance on the job.

9. Final Interview:

Before making a job offer, the candidates may be subjected to one more oral interview to

find out their interest in the job and their expectations. At this stage, salary and other

perks may be negotiated.

10. Job offer:

This is the most crucial and final step in selection process. A wrong selection of a

candidate may make the company to suffer for a good number of year and the loss is

incalculable.

11. Follow up:

Once the candidate is selected, he is inducted and placed at the right job. The selectors

should try to find out whether they have made the right choice in selecting the right

candidate for the right job.


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TYPES OF EMPLOYEMENT TEST

Use of employment tests is a fairly widespread in personnel selection. Such tests provide a

systematic basis for comparing performances, personality traits, and intelligence. The various

tests are:

1) Performance test:

This test tries to measure performance of the candidates in respect of certain job. Such test is

specially designed to measure specific skills and knowledge required for a job. For example, a

letter drafting test can help to judge the communication skills of the candidate.

2) Personality test:

It is conducted to judge maturity, social or inters- personal skills, behavior under stress and

strain, etc. This test is very much essential in case of selection of sales force, public relation

staff, etc. where personality plays an important role.

3) Aptitude test:

It helps to judge specific talent or ability to acquire a particular skill. Some people have good

talents or aptitude for selling, others for accounting and so on. This type of test helps thecompany to select the right candidate who is best suited for the job.

4) Interest test:

This test is to find out likes and dislikes towards occupation, hobbies, etc. such tests indicate

which occupations are more in line with a persons interest. Such test also enables the company

to provide vocational guidance to the selected candidates and even to the existing employees.

5) Intelligence test:

These tests help to evaluate traits of intelligence. Mental ability, presence of mind (alertness),

numerical ability memory and such other aspects can be measured. Such tests are used for

admission to MBA courses, recruitment for executive positions in banks and other organization.


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6) Projective tests:

This test requires interpretation of problems or situations. For example, a photograph or a

picture can be shown to the candidates and they are asked to give their views and opinions

about the picture

7) General knowledge test:

Now days, G.K tests are very common to find general awareness of the candidates in the field of

sports, politics, world affair, current affair etc.

8) Perception test:

At times, perception test can be conducted to find out beliefs, attitudes, etc. of the candidatestowards object, matter, etc


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11) The tests can be used to discriminate the suitable candidates from the unsuitable ones.

12) Tests, if systematically conducted, are more objective and reliable as compared to other

personal assessment techniques.


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HOW TO MAKE TESTING MORE INTERESTING

In order to make testing more effective certain guidelines must be followed before and after the

tests.

I. BEFORE THE TEST:

a. Make proper arrangement:There should be proper arrangement in respect of seating arrangement, appointment of

supervisor, etc.

b. Intimate the candidates:

The candidates need to be intimated well in advance. The call letters need to be sent atleast 10 to 15 days in advance. If possible candidates can be intimated telephonically.

c. Schedule the tests:There must be proper schedule of tests. Necessary batches may be made for the purpose

of tests.

d.

Structure the tests:The tests should be properly structured depending upon the job. Relevant and required

number of questions needs to be asked. There should be proper sequence of questions.

II. DURING THE TEST:

a. Proper supervision:There must be proper supervision. Competent supervisors need to be appointed to make

testing more effective

b. Facilities to candidates:There should be proper facilities to the candidates such as stationery. Queries regarding

complicated questions may be clarified by the supervisor.


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III. AFTER THE TEST:

a. Proper assessment:There must be proper assessment of the tests conducted. Proper weight age must be given

to the answers provided by the candidates. Only qualified persons should assess the performance the candidate.

b. Preparation of reports:After the assessment, the report of performance of various candidates needs to be

prepared. The report should indicate the names of candidate who are qualified for further

stages of selection.

c. Intimation to candidates:The candidates who have answered the tests need to be intimated of their performance.

Intimation must be given to the successful as well as to the unsuccessful candidates.

d. Follow up:There should be a proper follow up in order to find out how far the tests were successful

in evaluating the performance of the candidates. Good testing should minimize the work

of the final interviewers.


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CONCEPT OF INTERVIEW

The Oxford dictionary defines an interview as a face-to-face meeting especially for the purpose

of obtaining a statement or for assessing the qualities of a candidate. The word interview is

derived from the French word entrevoir which means glimpse

An interview is an oral examination. It is a two-way communication where the interviewers can

obtain as much as required information about the company and the job.

Interview is probably the most widely used selection tool. It is the most complex selection

because its scope includes measuring the entire relevant characteristic and integrating and

classifying all other information about the applicant. Now-a-days in all organization,

interviewing is used for a variety of purposes, including selection, appraisal, counseling andgeneral problem solving.

The interview is selection technique which enables the employer to view the total individual and

directly appraise him and his behavior . It is a method by which an idea about the applicants

personality can be obtained by a face-to-face contact.


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ROLE OF THE INTERVIEW

Interview is beneficial not only to the company but also to the candidate. The role of the

interview can be stated as follows:

I. TO THE COMPANY:

1) Information of the candidate:The company can secure the information of the candidate in respect of

Educational background Family background

Oral communication skills Personality- maturity, inter-personal skills Special interest- sports, hobbies etc General behaviour.

2) Supplement of application blank:The interview provides an opportunity to see and talk with an applicant, to become

acquainted, and to check information provided in the application blank by the candidate.

3) Employment decision:It helps to evaluate the information available so that the employer can make a decision

whether to select or reject the candidate.

4) New insights:Personal interviews may bring to the notice of the interviewers new insights in the

business field as some applicants may have devised better ways to deal with the certain

business matters. Such new ways may not have come to the notice of the interviewers but

with a detailed discussion with the candidate of his achievements and/or past experience.

The interviewers can make use of such new insight in their business matters also.


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5) Assists in Promotions, Transfers:It also helps to evaluate the condition for the purpose of not only hiring, but also in case

of promotions, demotions or transfers.

6) Promotes goodwill:It promotes goodwill towards the company irrespective of selection or rejection of the

candidate, provided the candidate is interviewed with respect.

II. TO THE CANDIDATES:

1. Opportunity :

Interview provides an opportunity to the candidate to present his views, opinions and

ideas. He may stand a good chance of being selected if he performs well at the interview.

2. Confidence in candidates:Fresh applicants, generally become nervous at the first one or two interviews, but after

attending such interviews, it creates confidence in them and they can effectively face

subsequent interviews.

3. Information of the company / job:The candidate can obtain as much as required information about the company and / or

the job. The candidate can obtain information in respect of-

Working conditions Salary and other incentives Job security Promotions, transfers etc


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4. Contacts :

The candidates can develop good contacts with other candidates and even with the

interviewers. This may help to get a placement in some other company if he is not

selected in the present company, where he was being interviewed.


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SOURCES OF RECRUITMENT IN HCL TECHNOLOGIES

HCL BPO

Advertisem

ents Employee

Referrals

Consultants

PortalsHoming

pigeon

Campus Walk in

Talent express

Job fair


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ADVERTISEMENT

It is popular method seeking recruits; as many recruiters prefer advertisement because of

their wide reach. Advertisement describes the job benefits, identify the employer and tell

interested candidates how to apply. Newspaper is the most common medium and it can also

be placed in business journals.

Advertisement must contain proper information like the job content, working conditions,

location of job, job specification and growth aspect. The advertisement has to sell the idea

that the company and job are perfect for the candidates. It is probably the most common

method. Advertising allows the employer to reach a wider audience. The choice of

advertising media (e.g. national newspaper, internet, specialist magazine etc) depends on the

requirement for the advert to reach a particular audience and, crucially, the advertising

budget.


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ADVERTISEMENT CHARACTERISTICS

Accurate - describes the job and its requirements accurately. Short - not too long-winded; covers just the important ground. Honest - does not make claims about the job or the business that will later prove false to

applicants.

Positive - gives the potential applicant a positive feel about joining the business. Relevant -provides details that prospective applicants need to know at the application

stage (e.g. is shift working required; are there any qualifications required)

EDUCATIONAL INSTITUTIONS College, universities, institutes are fertile ground for recruiter; HCL recruits candidates from

different campuses every year. Each college has a placement officer to handle recruitment

function. Recruiter coordinate date of interview with these officers accordingly then visit

different institutes and hire suitable candidates . Its a time consuming process but major

source of recruitment for HCL TECHNOLOGIES. Students have to go through all the stages

of recruitment and if he/she gets selected then offer is made to them. Offered candidate can

join after the completion of his/her education as per the date of joining given to them in theoffer letter. In this way, HCL TECH. provides platform to freshers through campus

placements.

EMPLOYEE REFERRAL

Employees can develop good prospects for their families and friends by acquainting them

with the advantage of a job with the company, furnishing them with introduction and

encouraging them to apply. This is very effective means as many qualified people can bereached to the company.

The other advantages are that the employees would bring only those referrals that they feel

would be able to fit in the organization based on their own experience. The organization can

be assured of the reliability and character of the referral. In HCL TECH. an employee can


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refer his or her candidate and if the referral gets selected and reaches the stage of joining the

existing employee of HCL who referred the candidate gets RS. 3500 after the completion of

three months of the selected candidates joining in the organisation.

In this way, HCL Technologies fulfills social obligation and creates goodwill .

WALK INS & TALK INS

The most common and least expensive approach for candidates is direct application, in which

job seekers submit resumes. Direct applications can also provide a pool of potential

employees to meet future needs.

For organization, Walk INS are preferable as they are free from the hassles associated withother methods of recruitment. In Walk Ins candidates come to know about interviews through

different sources like friends who have already faced interview in HCL or through Talent

Express which is the companys official website for updating about any new vacancies.

PORTALS

HCL uses different portals like NAUKRI.COM, MONSTER.COM, etc as another source of

recruitment. Advertisements regarding the openings in HCL are displayed on these websites.In this way the person who is searching for job on these portals comes to know about

openings in HCL and can apply for the same. Such portals have separate section where in,

aspirants can submit their resume in this way, these portals provides a wider reach.

JOB FAIR

Job fair is also referred commonly as a career fair or career expo . It is a fair or exposition

for employers, recruiters and schools to meet with prospective job seekers. Expos usuallyinclude company or organization tables or booths where resumes can be collected and

business cards can be exchanged. In the college setting, job fairs are commonly used for

entry level job recruiting. Often sponsored by career centers, job fairs provide a convenient

location for students to meet employers and perform first interviews .It is where several
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companies come under one roof for seeking eligible candidates who can join

their company, after going through certain recruitment process followed by

them .

CONSULTANTS

They are in profession for recruiting and selecting candidates. They are useful as they have

nationwide contacts and lend professionalism to the hiring process. However, the cost can be

deterrent factor.HCL deals with different consultancies like Talent hub, Midas, Mascot,

Signature staff and many more. These consultants pipeline the candidates for interview

through different contacts by searching on job portals. HCL recruiters visit these venues

which are consultancies and hire candidates from there through recruitment process. In

consideration consultants charge certain amount as per hiring or service provided by them .

HOMING PIGEON

In this source, calling is done to HCL previous employees who left the organization due to

any reason and during call duration HCL representative who is making the call to previous

employees asks them whether he/she still is willing to join organization again. If the response

is positive then we call that employee for rejoining case.

TALENT EXPRESS

This website belongs to HCL. It is the website on which any person can upload their resume

for the current opening. The resumes are filtered by HCL and calls are made to short listed

candidate and date of interview is given to them so that candidate go through the process of

recruitment. The opening is displayed in the below manner:


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PROCESS OF RECRUITMENT & SELECTION

DIFFERENT ROUNDS IN THE RECRUITMENT PROCESS AT HCLTECHNOLOGIES


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RECRUITMENT PROCESS AT HCL

Recruitment process in HCL technologies consist of different stages. It includes three stages of

interview which deal with different aspects of job specification. After passing the three interview

rounds, the candidate has to give an online examination. If a candidate gets at least passing

marks in the online examination, offer is made to selected candidate and certain formalities are

completed by the candidates who include filling documents like declaration, application blank,

pre-interview form, and background verification form. A date of joining is given to the

candidate, on which they have to bring all of their original documents for verification.

On the date of joining, verification of all the original documents is done and submission of photo

copies is carried out.

After completing the documentation formalities, PRU (which is process resource update) is filled

online, it includes all the details of candidate.

Next stage, by which candidate have to go through is medical checkup. After joining formalities

are completed a date of induction is given to candidate.


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TELEPHONIC ROUND

Call is made to candidate from the data which is result of different sources of recruitment.

Few questions are asked on telephone like whether the candidate is interested in joining HCL

in BPO services. If response is positive certain questions are asked to check the

communication skills of the candidate. If its suitable, then date of interview is given to them

with other information like address where the interview is to be held & candidate have to

bring copy of resume on the date of interview.

INITIAL ROUND

This is round in which face to face conversation is done between interviewee & interviewer.

Certain words are given to candidates to pronounce to check their command over English

pronunciation. Certain questions are asked to the candidate to check there grammatical

knowledge of English. Generally questions which are asked belong to past, daily routine, etc.

There are certain parameters on which candidate is tested:

PRONUNCIATION : The way one pronounces certain words of English. This is

one of the important parameters which candidate must fulfill. Words include closer,

pleasure, leopard etc.

GRAMMATICAL KNOWLEDGE: When any questions are asked about the

candidates past experiences or in the past tense, the candidate is expected to use

proper tenses like had, were, used to ,etc. when sharing their past experience. This

parameter plays very important role in the selection of candidate for second round .

INTERACTIVE SKILL: The candidate must have good communication skills,

must be able to interact easily. When questions are asked to the candidate he/she

must be able to communicate easily.

CONFIDENCE: Confidence level of the candidate is also checked like how well

they present their words in front of the interviewer. When questions are asked to the

candidate he must be confident at the time of giving answers .


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ATTITUDE: Candidate must have positive attitude at the time of interview, must

be able to present himself in right and positive manner and also be able to make an

impact on the interviewer.

VOICE

&ASCENT

ROUND

:In this round, the assessor asses the candidate on

his/her grammatical knowledge of English. The candidate again needs to pronounce

few more words in front of the assessor. Minimum passing marks which are required

to qualify for the next round is 16 in this round.

OPERATIONS ROUND

In the assessor checks the suitability of the candidate for different openings. Like, if there are

two openings :

TECHNICAL SUPPORT OFFICER CUSTOMER SENIOR EXECUTIVE

For technical support, the candidate must have technical background like B.tech, B.E., etc.

& must be able to answer the questions asked regarding technical field. Candidates aremade to appear for a technical interview in which their technical competence

is evaluated for the requirement and is captured by the Technical interviewer

in the Interview Feedback Form.

Similarly, for the opening of customer senior executive, the candidate must be able to

answer the questions like

Whats his or her understanding by customer service? What are the qualities a CSE must have to deal with customer?

& many more questions.


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Candidate need to give right answers and selection depends upon the way one presents his

answers which must be in structured form and use of incomplete sentences should be

avoided. If candidate gets selected in this round, next stage which is faced by the candidate is

the online exam.

ONLINE EXAMINATION

This online exam includes 50 questions including aptitude, technical, grammar & desktop

familiarity. Each question carries 2 marks.

Candidate must have a minimum score of 70 marks to pass in this round.

I t includes:

1. APTITUDE TEST : Aptitude tests measure whether an individual has the capacity or

latent ability to learn a given job if given adequate training. The use of aptitude test is

advisable when an applicant has had little or no experience along the line of the job opening.

Aptitudes tests help determine a persons potential to learn in a given area. An example of

such test is the general management aptitude tests (GMAT), which many business students

take prior to gaining admission to a graduate business school programmed. Aptitude test

indicates the ability or fitness of an individual to engage successfully in any number of

specialized activities. They cover areas like clerical aptitude, numerical aptitude, mechanical

aptitude, motor co-ordination, finger dexterity and manual dexterity. These tests help to

detect positive & negative points in a persons sensory or intellectual abil i ty. They focus

attention on a part icular type of talent such as learning or reasoning in

respect of a part icular field of work.

Forms of apti tude test :

Mental or intelligence tests:-They measure the overall intellectual ability of a person and enable to know whether the

person has the mental ability to deal with certain problems .

Mechanical aptitude tests:


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They measure the ability of a person to learn a particular type of mechanical work. These

tests helps to measure specialized technical knowledge and problem solving abilities if

the candidate. They are useful in selection of mechanics, maintenance workers, etc,

Psychomotor or skills test: They are those, which measure a persons ability to do a specific job. Such tests are

conducted in respect of semi- skilled and repetitive jobs such as packing, testing and

inspection, etc.

2. GRAMMER TEST : It includes fill in the blanks of English based on tenses,

arrangement of sentences, completion of English sentences, etc. It includes questions related

to vocabulary. The objective of this study is to check the knowledge of English of a

candidate.

3. TECHNICAL TEST : Candidates are made to appear for an online technical exam in

which their technical competence is evaluated for the requirement. In this technical

knowledge of the candidate is checked again.

4. DESKTOP FAMILIARITY : Knowledge of computers is checked in this section of

the online examination. It is used to measure the familiarity of the candidates withcomputers.

If a candidate scores at least 70 marks out of 100 in this online examination, the

offer is made to the candidate.

At the same time, if a candidate gets rejected in any of the round, he /she can

reapply after 3 months in HCL Technologies.


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Selection Process at HCL

Before the final selection process starts, following steps are undertaken -

i) Short-listing the appropriate candidates through their Bio data.

ii) Interviews with HR as well as Functional Head, and Department head to ensure that the

process is effective.

iii) PI test are generally carried out for engineering and executive level

The no. of factors taken into consideration before selection is

i) Experience

ii) Qualification

iii) Previous salary

Once the candidate is selected, he needs to fulfill a number of formalities that includes-

Application Form - Selected candidates need to fill in an application form that contains

important information like- caste, religion, birthplace, address, work experience etc.

Reference Checks - selected candidates are also asked to fill in a reference check form that

demands for information regarding the name, address, designation, organization and relationship

of the hired candidates with the references given by him.

Joining book - selected candidates also need to fill a sixty page file that contains important

terms and conditions regarding companys network usage policy etc.


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BACKGROUND INFORMATION

HCL requests names, addresses, and telephone numbers of references for the

purpose of verifying information and perhaps, gaining addi t ional background

information on an applicant.

References are not usually checked unti l an applicant has successfully reached

stage of selection process.

Previous employers are preferable because they are already aware of the

applicants performance.

It normally seeks letters of reference or telephone references. The latter is advantageous because

of its accuracy and low cost. Previous employers, known as public figures, university professors,

neighbors or friends can act as references. Previous employers are preferable because they are

already aware of the applicants performance. But, the probl em with this reference is the

tendency on the part of the previous employers to over- rate the applicants performance just to

get rid of the person. The telephone reference also has the advantage of soliciting immediate,

relatively candidate comments and attitude can sometimes be inferred from hesitations and

inflections in speech.

It may be stated that the information gathered through references hardly influence selection

decisions. The reasons are obvious:

The candidate approaches only those persons who would speak well about him. People may write favorably about the candidate in order to get rid of him or her. People may not like to divulge the truth about a candidate, lest it might damage or ruin

his/her career.


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SELECTION DECISION:-

After obtaining information through the preceding steps, selection decision- the most critical of

all the steps- must be made. The other stages in the selection process have been used to narrow

the number of the candidates. The final decision has to be made the pool of individuals who pass

the tests, interviews and reference checks.

The view of the line manager will be generally considered in the final selection because it is

he/she who is responsible for the performance of the new employee. The HR manager plays a

crucial role in the final selection

MEDICAL EXAMINATIONAfter the selection decision, the candidate is required to undergo a physical fitness test. A job

offer is, often, contingent upon the candidate being declared fit after the physical examination.

The results of the medical fitness test are recorded in a statement and are preserved in the

personnel records. There are several objectives behind a physical test. Obviously, one reason for

a physical test is to detect if the individual carries any infectious disease. Secondly, the test

assists in determining whether an applicant is physically fit to perform the work. Thirdly, the

physical examination information can be used to determine if there are certain physical

capabilities, which differentiate successful and less successful employees. Fourth, medical

check-up protects applicants with health defects from undertaking work that could be detrimental

to them or might otherwise endanger the employers property. Finally, such an examination will

protect the employer from workers compensation claims that are not valid because the injuries or

illness were present when the employee was hired.

There are several objectives behind a physical test:

One reason for a physical test is to detect if the individual carries any infectiousdisease.

Secondly, the test assists in determining whether an applicant is physically fit to

perform the work.


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Thirdly, the physical examination information can be used to determine if there are

certain physical capabilities, which differentiate successful and less successful

employees.

Fourth, medical check-up protects applicants with health defects from undertakingwork that could be detrimental to them or might otherw ise endanger the employers

property.

Finally, such an examination will protect the employer from workers compensation

claims that are not valid because the injuries or illness were present when the

employee was hired.

After passing through the medical checkup the results are positive then PROCESS

RESOURCE UPDATE of new joinees is done.

JOB OFFER

The next step in the selection process is job offer to those applicants who have crossed all the

previous hurdles. Job offer is made through a letter of appointed. Such a letter generally contains

a date by which the appointee must report on duty. The appointee must be given reasonable time

for reporting. This is particularly necessary when he or she is already in employment, in whichcase the appointee is required to obtain a relieving certificate from the previous employer. Again,

a new job may require movement to another city, which means considerable preparation, and

movement of property. The company may also want the individual to delay the date of reporting

on duty. If the new employees first job upon joining the company is to go on company until

perhaps a week before such training begins. Naturally, this practice cannot be abused, especially

if the individual is unemployed and does not have sufficient finances. Decency demands that the

rejected applicants be informed about their non-selection. Their applicants may be preserved for

future use, if any. It needs no emphasis that the applications of selected candidates must also be

preserved for the future references.


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DOCUMENTATION

APPLICATION FORMS

Application form is a traditional and widely used device for collecting information fromcandidates. It should provide all the information relevant to selection, where reference for caste,

religion, birth place, may be avoided as it may be regarded an evidence of discrimination.

Application forms is to be filled by candidates which include Bio-data, education, other

information

Of candidates like

DATE OF BIRTH PRESENT& PERMANANT ADDRESS INFORNATION ABOUT FAMILY. DETAIL RELATED TO EDUCATION DETAILS OF PREVIOUS ORGANIZATION (IF A CANDIDATE HAS ANY WORK

EXPERIENCE).

DISCLOSER REGARDING HEALTH. DISCLOSER REGARDING CRIMINAL RECORD.

FOLLOW-UP

The Recruitment Cell does a follow up with the candidate who is extended an offer to ensure

candidate is joining within the stipulated time.

DATE OF JOINING

At the t ime when offer made to candidate date of joining is given to candidate

.On date of joining candidate must bring al l his/her original documents as well

as photo copies with them.


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When candidate visi t on the date of joining, al l their original documents are

checked & submission of photo copies is to be done for maintaining record.

PROCESS RESOURCE UPDATE :

In this all the details of candidate are filled online which is very important for the organization to

keep record of the candidate online, so whenever any information is required it can be found out

easily. It include personal details of candidates, educational information, name of the person who

hired the candidate, in other words name of the recruiter, name of the assessor who took voice

and ascent round, operations round with the score of candidate obtain in all the round including

online examination details.

It also includes the process for which he/she hired for and for which profile.

It include the CTC (cost to company) with date of offer and actual date of joining.

After updating the information certain code is given by the system for every candidate which

acts as identity for candidate.

INDUCTION

The process of receiving employees when they begin work, introducing them to the company

and to their colleagues, and informing them of the activities, customs and traditions of the

company is called induction Induction is done on every Friday, In HCL TECHNOLOGIES

HR Functions with reference to induction

The human resources (HR) department serves as a link between management and employees.

Specific responsibilities of HR Dept include

Defining positions and related Roles Defining HR Policies and Guidelines Hiring and Recruitment


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Payroll Employee Career Management Employee Training Salary & Compensation Employee recreation Motivational Activities.

FINAL EMPLOYMENT DECISION

It is a final step. In this step company makes a very important decision.

After all these processes follow up is done i.e., the selected person is induced and placed at the

right job.

New employees are sent in batches for the purpose of commencement of their training. Training

is provided on regular basis to the new employees of HCL.


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CONCLUSION

The process of Recruitment in HCL is holistic and adds s on to the efficiency of the firm. The

process of identifying that the organization needs to employ someone up to the point at which

application forms for the post have arrived at the organization is so systematic and effective thatit adds on to the profit, goodwill and productivity of the firm. HCL Selection then consists of the

processes involved in choosing from applicants a suitable candidate to fill a post. HCL selection

process consists of a range of processes involved in making sure that job holders have the right

skills, knowledge and attitudes required to help the organization to achieve its objectives.

Recruiting individuals to fill particular posts in HCL is done either internally by recruitment

within the firm, or externally by recruiting people from outside.


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BIBLIOGRAPHY

Websites:

http://en.wikipedia.org/wiki/HCL_Technologies http://www.hcltech.com/careers/explore-hcl

http://arpitsrivastava.wordpress.com/2010/12/05/my-selection-process-hcl-

technologies/

http://www.hcltech.com/careers/campus-recruitments

Books:

Principles of Management - by koontz o Donel.

Human Resource Development by U.B. Singh

Personnel Management by C.B. Mamoria.

a project report on selectn training

Documents