recruitment and selection process at hewitt associates

8/9/2019 Recruitment and Selection Process at Hewitt Associates

1/22


2/22

BPIBS 2

OBJECTIVES OF THE PROJECTOBJ

ECTIVES OF THE PROJECT

To find the Recruitment and SelectionTo find the Recruitment and SelectionSystem in the organizationSystem in the organization

To find various aspects and issuesTo find various aspects and issuesrelated with this process in Hewittrelated with this process in HewittAssociatesAssociates

To study the process of intake ofTo study the process of intake of

employees with relation to Experience,employees with relation to Experience,Communication skills and QualificationCommunication skills and Qualificationin the organizationin the organization


3/22

BPIBS 3

RECRUITMENTRECRUITMENT && SELECTIONSELECTION


4/22

BPIBS 4

RECRUITMENTRECRUITMENT

RecruitmentRecruitment refers to the process ofrefers to the process ofattracting, screening, and selectingattracting, screening, and selectingqualified people for aqualified people for ajobjob at anat an

organizationorganization or firm.or firm.

Recruitment is the process of searchingRecruitment is the process of searching

for prospective employees andfor prospective employees andstimulating them to apply for the jobsstimulating them to apply for the jobsin the organizationin the organization
http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Employment


5/22

BPIBS 5

SOURCES OFSOURCES OF

RECRUITMENTRECRUITMENT


6/22

BPIBS 6

PROCESS OF RECRUITMENTPROCESS OF RECRUITMENT

1.1. Identify vacancyIdentify vacancy

2.2. Prepare job description and person specificationPrepare job description and person specification

3.3. Advertising the vacancyAdvertising the vacancy

4.4. Managing the responseManaging the response

5.5. Short-listingShort-listing

6.6. Arrange interviewsArrange interviews

7.7. Conducting interview and decision makingConducting interview and decision making

TheThe recruitment processrecruitment process is immediately followed by the selection process i.e. the final interviews and the decisionis immediately followed by the selection process i.e. the final interviews and the decisionmaking, conveying the decision and the appointment formalitiesmaking, conveying the decision and the appointment formalities


7/22

BPIBS 7

TECHNIQUES OF RECRUITMENTTECHNIQUES OF RECRUITMENT

DIRECT METHODS:-DIRECT METHODS:-

INDIRECT METHODS:-

THIRD PARTY METHODS:-

INTERNET RECRUITMENT:-


8/22

BPIBS 8


9/22

BPIBS 9

Important steps in theImportant steps in the

selection processselection process

Step 1 Step 1 PreparationPreparation

Step 2 Step 2 The Selection CommitteeThe Selection Committee

Step 3 Step 3 Selection CriteriaSelection Criteria

Step 4 Step 4 AdvertisingAdvertisingStep 5 Step 5 RefereesReferees

Step 6 Step 6 Structuring the InterviewStructuring the Interview

Step 7 Step 7 Conduct of the InterviewConduct of the Interview

Step 8 Step 8 Reaching a Selection DecisionReaching a Selection Decision

Step 9 Step 9 In ConclusionIn Conclusion


10/22

BPIBS 10

RESEARCH METHODOLOGYRESEARCH METHODOLOGY


11/22

BPIBS 11

RESEARCH METHODOLOGYRESEARCH METHODOLOGY

Title :Title :

RECRUITMENT AND SELECTION PROCESSRECRUITMENT AND SELECTION PROCESS

Sample size :Sample size :

30 respondents.30 respondents.

Source of information :Source of information :

Primary data was used.Primary data was used.


12/22

BPIBS 12

RESEARCHRESEARCHMETHODOLOGYMETHODOLOGY contd..contd..

Sampling method :Sampling method :Percentage method.Percentage method.

Sampling procedure:Sampling procedure:

Open and closed ended questionnaire was used.Open and closed ended questionnaire was used.

Sampling technique :Sampling technique :

Convenient sampling method.Convenient sampling method.


13/22

BPIBS 13

DATA ANALYSIS ANDDATA ANALYSIS ANDINTERPRETATIONSINTERPRETATIONS


14/22

BPIBS 14

S.N

O

DESCRIPTIO

N

NO OF

RESPONDENT

S

PERCENTAG

E

%

1. Below-25 1 3.3

2. 25-30 15 50

3. 30-35 5 16.6

4. 35-40 9 30

TOTAL 30 100

INTERPRETATION:The above table depicts that 50% of the respondents are below theage group of 25-30 years age`, 30% of the respondents are comesunder the category of 35-40 years age group, 16.6% of therespondents are between the age group of 30-35 years and 1% of

the respondents are comes under category of above below-25 yearsof age group

AGE OF THE RESPONDENTS


15/22

BPIBS 15

RELATIONSHIP BETWEEN COMMUNICATION ANDRELATIONSHIP BETWEEN COMMUNICATION AND

QUALIFICATIONQUALIFICATION

S.NO DESCRIPTION NO OF RESPONDENTS %

1. Scale 5 19 36.33

2. Scale 4 10 33.3

3. Scale 3 1 3.

4. Scale 2 0 0

5. Scale 1 0 0

TOTAL 30 100

INTERPRETATION: The above table reveals that 36.33% of therespondents are considering about the importance ofcommunication skills necessary for the selection fromthe organization.33.3% of the respondents gavesecond level of importance to the same. 3. no one ofthe respondents says that Communication skills are

not important for the selection process. This datainterprets that Communication skills is necessary at all


16/22

BPIBS 16

RESPONDENTS FOR LEADERSHIP QUALITIESRESPONDENTS FOR LEADERSHIP QUALITIES

INTERPRETATION:INTERPRETATION:The above table reveals that 60% of the employees state that they have proven The above table reveals that 60% of the employees state that they have provenLeadership Qualities in them which had given the task of leading a team of members andLeadership Qualities in them which had given the task of leading a team of members andwas given high responsibility over the job. 20% and 13% of them have given scale 3 andwas given high responsibility over the job. 20% and 13% of them have given scale 3 and2 as their priority of having the Leadership Qualities. No respondents says that they dont2 as their priority of having the Leadership Qualities. No respondents says that they donthave such qualities hence everyone has the quality of Leading from the front at differenthave such qualities hence everyone has the quality of Leading from the front at differentefficiency levels.efficiency levels.

S.NO DESCRIPTION NO OF

RESPONDENTS

PERCENTAGE

%

1. Scale 5 18 60

2. Scale 4 6 20

3. Scale 3 4 13.33

4. Scale 2 2 6.66

5. Scale 1 0 0

TOTAL 30 100


17/22

BPIBS 17

PRIORITY GIVEN FOR THE QUALIFICATIONPRIORITY GIVEN FOR THE QUALIFICATION

INTERPRETATION:INTERPRETATION:

Table 6 reveals that 40% and 30% of the respondents wereTable 6 reveals that 40% and 30% of the respondents weregiven priority qualification as the important aspect of thegiven priority qualification as the important aspect of theselection process. This may be due to their job profile givenselection process. This may be due to their job profile given

accordingly. 23.3 % of the respondents have given scale 3 asaccordingly. 23.3 % of the respondents have given scale 3 astheir priority for the qualification. For other the considerationstheir priority for the qualification. For other the considerationsmay be taken in account for technical qualification such asmay be taken in account for technical qualification such astyping skills. Operations department specifies the technicaltyping skills. Operations department specifies the technicalqualification required for the applicants in the job descriptionqualification required for the applicants in the job descriptionbefore the interview process.before the interview process.


RESPONDENTS

PERCENTAGE

%

1. Scale 5 12 40

2. Scale 4 9 30

3. Scale 3 7 23.33

4. Scale 2 2 6.66

5. Scale 1 0 0

TOTAL 30 100

JOB KNOWLEDGE FOR THE RECRUITMENT AND SELECTION PROCESS

JOB KNOWLEDGE FOR THE RECRUITMENT AND SELECTION PROCESS


18/22

BPIBS 18

JOB KNOWLEDGE FOR THE RECRUITMENT AND SELECTION PROCESSJOB KNOWLEDGE FOR THE RECRUITMENT AND SELECTION PROCESS


RESPONDEN

TS

PERCENTAGE

%

1. Scale 5 13 43.33

2. Scale 4 9 30

3. Scale 3 5 16.66

4. Scale 2 2 6.66

5. Scale 1 1 3.33

TOTAL 30 100

Table 7 reveals that 43.33% and 30% of the respondents were given priorityjob knowledge is the important aspect of the selection process. This may bedue to their job profile, designation and higher responsibility in theorganization. 16.66 % of the respondents have given scale 3 as their

priority for the Job Knowledge. For other the considerations may be taken inaccount for position and being a new entrant to the profile or organization

INTERPRETATION:


19/22

BPIBS 19

LIMITATIONS OF THE STUDYLIMITATIONS OF THE STUDY

The respondents are not comeThe respondents are not come

forward to provide theirforward to provide their

feedback regarding theirfeedback regarding their

organization than the result isorganization than the result isbias.bias.

In this study the sample size isIn this study the sample size is

0. The result might vary when the0. The result might vary when thesample size values changes it.sample size values changes it.


20/22

BPIBS 20

CONCLUSIONCONCLUSIONThe main objective of the study was to find out the policy and The main objective of the study was to find out the policy and

procedures of recruitment and selection process in procedures of recruitment and selection process in HewittHewitt

AssociatesAssociates and to find out various aspects and issues related with his and to find out various aspects and issues related with hisprocess in process in Hewitt AssociatesHewitt Associates for this both the methodology of for this both the methodology ofrecruitment and selection process in general as well as the methodologyrecruitment and selection process in general as well as the methodologyadopted by the adopted by the Hewitt AssociatesHewitt Associates for recruitment and selection for recruitment and selectionwere studies thoroughly.were studies thoroughly.

After studying the entire Recruitment and Selection process of After studying the entire Recruitment and Selection process of HewittHewittAssociatesAssociates, I feel that it is as per the Recruitment of the organization., I feel that it is as per the Recruitment of the organization.

The study also reveals that a large number of candidates are attractedThe study also reveals that a large number of candidates are attractedtowards towards Hewitt AssociatesHewitt Associates due to the various benefits provided by itdue to the various benefits provided by itto its employees like for example sound reputation of the organization, ato its employees like for example sound reputation of the organization, ahealthy working environment and work culture, the employees workinghealthy working environment and work culture, the employees workingin in Hewitt AssociatesHewitt Associates are offered a good pay package and are offered a good pay package andcompensation, better social security schemes, benefits and allowances,compensation, better social security schemes, benefits and allowances,fare promotion policy. Therefore the organization is able to create afare promotion policy. Therefore the organization is able to create alarge application pool of the applicants and thus selects the most eligiblelarge application pool of the applicants and thus selects the most eligible

and appropriate, suitable to be a part of the organization.and appropriate, suitable to be a part of the organization.

Also the turnover rate of the employees at different posts id quite lowAlso the turnover rate of the employees at different posts id quite lowin the organization. This can be because of the secured ness of job inin the organization. This can be because of the secured ness of job inHewitt AssociatesHewitt Associates..

Besides, the recruitment and selection process in Besides, the recruitment and selection process in HewittHewittAssociatesAssociates is more time consuming and a lengthy process and is more time consuming and a lengthy process andincludes a lot of paper workincludes a lot of paper work


21/22

BPIBS 21

RECOMMENDATIONSRECOMMENDATIONS

As the Recruitment and Selection process is manualAs the Recruitment and Selection process is manualand requires more paper work, the process should beand requires more paper work, the process should becomputerized.computerized.

Company need to go electronic recruitment for hiringCompany need to go electronic recruitment for hiringtalent.talent.

The selection committee should also consider relevantThe selection committee should also consider relevantopinions of the department of the organization whereopinions of the department of the organization wherethere is a vacancy for which the candidate is to bethere is a vacancy for which the candidate is to beselected, i.e. the particular skills required by theselected, i.e. the particular skills required by thecandidates for that post.candidates for that post.

Psychometric tests should also be included in thePsychometric tests should also be included in theRecruitment and Selection process in order to selectRecruitment and Selection process in order to selectthe right person for the right place in the organization.the right person for the right place in the organization.


22/22

BPIBS 22

THANK YOUTHANK YOU

recruitment and selection process at hewitt associates

Documents