RECRUITMENT & SELECTION
Comparative Analysis CAPGEMINI GOOGLE
BHEL HYATT
RecruitmentGoogle Innovative Recruitment Tools Ad Words Contests Brain Teasers Friends of Google Standard Recruiting Tools Employee Referral College Recrutting Professional Networking
Capgemini Recruitment Decision Job Description Prepared Specification is Prepared Advertising Plan Applicants Short Listed References are Requested Interview & Selection tests Job offer and Contract
Hyatt Human resource Planning Campus Recruitment for fresh talent Placement Agencies Bring your buddy program Job posting Formal Applicant database Website Assess-talio Software
SelectionGoogle Phone interview Onsite Interview Hire by Committe Consensus by decisions Executive Review Compensation Comimttee Final Executive Reiew The Offer On Boarding the Candidate
Capgemini Preliminary screening Sending application forms Trade test Written test Psychological test Interview Physical test On the job test Reference Orientation Final selection Intimation to salary dept
BHEL Advertisement Short Listing Written Test Interview Process Offer and Appointment Letter Onboarding and Induction
Hyatt Screening Written test psychometric test Trade test persoanl and panel interview Background check Physical examination Offer letter Employment Contract Induction Program
CAPGEMINIRecruitment & Selection
CAPGEMINI Capgemini is a French global IT services company Operations in North and South America, Northern Europe & Asia Pacific
and Central & Southern Europe
Selection for freshers: Written /Aptitude. Group discussion. Psychometric test (conditional). Technical interviews (conditional). HR interviews. Selection process for laterals: Psychometric test. Business game. HR interviews.
RecruitmentDecision is made as to whether recruitment is necessary References are requested Candidates are invited for interviews and selection tests
Job description is prepared
Applicants are short-listed
The successful candidate is offered the job and signs the contract of employment
Specification is prepared
Plans are made on how and when to advertise
SELECTION PROCEDURE/STEPS12 INTIMATION TO SALARY DEPT. 11 FINAL SELECTION 10 ORIENTATION 9 8 7 6 5 REFERENCE ON THE JOB TEST PHYSICAL TEST INTERVIEW PSYCHOLOGICAL TEST
43 2 1
WRITTEN TESTTRADE TEST SENDING APPLICATION FORMS PRELIMINARY SCREENING
GOOGLERecruitment & Selection
Recruitment & Selection at Google Worlds largest recruitment budget
1 recruiter for every 14 employees Centralized recruiting function Innovative and standard Recruiting tools
Recruitment at Google Innovative tools o Ad Words o Contests o Brain Teasers o Friends of Google Standard tools o Employee referral o College recruiting o Professional networking
Selection Process Phone Interview Onsite Interview
4-12 interview 2 HR, and rest Technical Technical Role Non Technical role
Hire by committee Consensus based decision Executive review Compensation committee Final executive review The Offer
Challenges Metrics Google's inability to track the on-the-job performance of
new hires is a problem. Recruiting strategy Things seem to occur "at random", there is no formal,
well-communicated recruitment strategy. Speed The screening, recruiting, and interview process is very
slow. Excessive approvals at the top Emphasis on youth might hurt its ability to attract more senior and
experienced personnel
HYATTRecruitment & Selection
RECRUITMENT
SELECTION
BHELRecruitment & Selection
Planning As and when the need arises , the Manpower
Requirement Form is dually filled by the HOD/Group Manager of the concerned department and forwarded to the HRD Department. The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD. All "Manpower Requirement "Forms are maintained by the HRD Department. Manpower planning is also done on the basis of prior experience when there are new plants are opening.
Recruitment On basis of Manpower Requirement Form source
would be either external or internal. External: Educational and technical institutes, for graduate Engineer Trainee(GET) and management Trainee(MT), for low skill:- consultants, referrals and through trade unions. Internal : necessary screening, training and selection is done Advertising All recruitment advertisements are placed and drafted centrally by the HRD Department.
Short listing Minimum eligibility criteria are already determined The objective Written Test papers in Hindi & English are
taken short-listed candidates appear for Psychometric Test and/or Behavioural Assessment Interview followed by Personal InterviewInterview Process : Interview schedule is sent to Dept's HOD, Interview panel and a copy is kept for HRD Department records Interviewee required to fill personal details form. Interviews conducted by panel, including a staff member of concerned dept and Hr representative. Interview assessment Form is filled during the interview and filed by HRD dept.
On boarding and Induction : Selected Candidate is issued an offer letter
mentioning the expected date of joining. A Detailed Appointment letter is issued after the individuals joins and fills the joining report. All joinees are required to fill-up the relevant papers such as Insurance and Gratuity schemes, PF Declaration Forms etc. And all these records are maintained in their personal files. Induction Training is organized by HRD for the new joinees. Training needs of the new joinees are identified as per the procedure.
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