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PROJECT REPORT
ON
RECRUITMENT AND SELECTION
AT
XTREEM SOFTWARE AND CONSULTANCY.
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CERTIFICATE
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This is to certify that Project Report for
RECRUITMENT AND SELECTION at XTREEM
SOFTWARE AND STAFFING SOLUTION is a
bonafide work carried out by BOBBY GOLA,
student of Masters in Personnel Management,
Degree of University of Pune 2009-20011.
She has worked under my guidance and
direction.
Dr.C.V.Kalyansundaram
Bhupendra Singh
(Dean Academics)
(Project Guide)
IIMD
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ACKNOWLEDGEMENT
It gives me immense pleasure in presenting
this project. It is my pleasant privileges
to thank all those who helped me in molding
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and shaping my project. Without their
guidance, co-operation and best wishes it
would have not been possible for me to
complete my training and report
satisfactorily.
I express my thanks to Mr. BHUPENDRA SINGH,
Hod, HRDfor all the valuable support
through out the training period and
successful completion of this report.
I express my sincere thank to Mr. SUMIT
SAHA Sr. Business Development Manager
whose selected views, morale support and
proper guidance made possible for bringing
out this project report in a schedule time
and with a nice get-up.
I also thank Mr. ASHISH KUMAR Finally , I
am very thankful to our family, relative
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and friends who supported me to under take
and complete this report successfully.
Lastly, a big thanks to all those who
helped me sparing time even through their
busy schedule and for being kind enough to
help me whenever needed them.
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INDEX
Sr No.
TOPIC
Page No
1.
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EXECUTIVE SUMMARY
A temp is a temporary worker with an
organization who is on a third-party
(staffing
Company) payroll ,a well-accepted practice
in global companies. Many large Indian
Organizations are now hiring a part of
their workforce from employee leasing
firms. The
Reason is not too difficult to guessas
organizations focus on their core business
Strengths in a highly competitive
environment, the non-core functions are
outsourced.
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The manpower for the latter is provided by
the employee leasing company. The contracts
can range from three to six months, and
there are no hassles normally associated
with
recruiting and retaining people
Temp Staffing or Flexi Staffing, has huge
scope in India. When India is emerging as
an
economic superpower, it is necessary to
deal with the problem of unemployment. This
is
where temp staffing plays a major role. It
not only provides employment but also adds
to the
national gross income of the country, thus
making it globally competent.
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Temporary staffing firms recruit people for
their clients by using various sources of
recruiting available. These firms source
the candidates and conduct initial
screening by using different methods so
that they select and place the right kind
of people for the right kind of job.
This project report tries to comprehend the
scope and the difficulties involved during
the
Recruitment process in a Company. Sourcing,
which is a vital part of the
Recruitment process is thoroughly dealt
with. Sourcing the candidates suitable for
the
Given job profiles is the core activity of
recruitment and is a comprehensive and
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Complicated process in itself. Hence, this
constitutes the prime objective of this
report.
Project Objective:
1. To study the recruitment procedure
followed in DIFFERENT COMPANY & XTREEM
GROUP.
2: To study the various sources of
recruitment followed in XTREEM GROUP.
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3: To learn what is the process of
recruitment and selection that should be
followed.
Scope:
1. The study aims at understanding variousissues involved in managerial recruitment
process.
2. The study does not look into financialaspects of recruitment cost analysis
3. The study was done only to know thevarious sources of recruitment
Project Methodology:
The following methodology was
The Client Companys requirement was
received.
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All necessary data regarding the company,
job profile, salary, rewards, shift
Timings and assessment tests were gathered
and understood.
Sourcing the candidates from the job
portals and databases
Putting them through an initial interview
process
Short listing potential candidates and
sending them to the concerned company for
The final HR round
COMPANY PROFILE
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RECRUITMENT AND SELECTION
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Recruitment:
Recruitment is defined as a process to
discover the sources of manpower to meet
the requirement of the staffing schedule
and to employ effective measures to meet
the requirement of the staffing schedule
and to employ effective measures for
attracting the manpower in adequate numbers
to facilitate effective selection of an
effective workforce
Recruitment is hiring of employees from
outside. Recruitment has been regarded as
the most important function of the HR
department , because unless the right type
of people are hired, even the best plans,
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organization chart and control system would
not do much good.
Recruitment is the discovering of potential
applicant for actual or anticipated
organizational vacancies. Accordingly the
purpose of recruitment is to locate sources
of manpower to meet the job requirements
and job specification.
It is defined as a process to discover
the sources of manpower to meet the
requirements of staffing schedule and to
apply effective measures for attracting the
manpower to adequate number to facilitate
effective selection of an effective
workforce.
Yoderpoints out that recruitment is a
process to discover the sources of manpower
to meet the requirement of the staffing
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schedule and to employee effective measures
to attracting that manpower in adequate
number to facilitate effective selection of
an effective workforce.
Edwin B Flippodefinesrecruitment as the
process of searching for prospective
employees and 1stimulating them to apply
for the jobs in the organization.
It is the process of finding and
attracting capable applicants for
employment. The process begins when new
recruits are sought and ends when their
application are submitted. The result is a
pool of applicants from which new employees
are selected.
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Methods of Recruitment
Dunn and Stephens summaries the possible
recruiting methods into three categories,
namely
1: Direct method
2: Indirect method
3: Third party method
Direct method
The direct method includes sending of the
recruiters to different educational and
professional institutions, employees
contact with public and mannered exhibits.
One of the widely used methods is sending
the recruiters to different colleges and
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technical schools. This is mainly done with
the cooperation of the placement office of
the college. Persons reading for MBA or
other technical diplomas are picked in this
manner.
Sometimes, firms directly solicit
information form the concerned professors
about student with an outstanding records.
Other direct methods include sending
recruiters to conventions and seminars,
setting up exhibits at fairs, and using
mobile offices to go the desired centers.
Indirect method
Indirect method involves mainly advertising
in newspapers, on the radios, in trade and
professional journals, technical magazines
and brochures.
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Advertisements in newspapers and or trade
journals and magazines are the most
frequently used methods. Senior post is
largely filled with such methods.
Advertising is a very useful for recruiting
blue color and hourly worker, as well as
scientific, professional, and technical
employees.
Local newspaper can be good sources of blue
collar workers, clerical employees, and
lower level administrative employees.
The main point is that the higher the
position in the organization the more
dispersed advertisement is likely to be.
The search for the top executive might
include advertisement in a national
periodical, whereas the advertisement of
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the blue color jobs usually confine to the
daily newspaper.
Many organizations often place what is
referred to as a blind advertisement, one
in which there is no identification of the
organization. Respondents are asked to
reply to a Post Office Box Number or to a
consulting firm that is acting as an
intermediary
Third party
These include the use of commercial or
private employment agencies, state
agencies, and placement offices of schools
colleges and professional associations
recruiting firms, management consulting
firms, indoctrination seminars for college
professors, and friends and relatives.
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Private employment agencies are the most
widely used sources. They charge a small
fee from the applicant. They specialize in
specific occupation; general office help,
salesmen, technical workers, accountant,
computer staff, engineers and executives
.These private agencies are brokers who
bring employers and employees together.
State or public employment agencies are
also known as the employment or labor
exchanges, are the main agencies for the
public employment. Employers inform them of
their personnel requirement, while job
seekers get information for them about the
type of job are referred by the employer.
Schools and colleges offer opportunities
for recruiting their student. They operate
placement services where complete biodata
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and other particular of the student are
available.
Professional organization or recruiting
firms maintain complete information records
about employed executive. These firms
maintain complete information records about
employed executives. These firms are looked
upon as the head hunters , raiders and
pirates by organization which loose their
personnel through their efforts.
Objectives of recruitment
1: To attract with multi dimensional skills
and experience that suite the present and
future organization strategies.
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2: To induct outsider with new perspective
to lead the company.
3: To infuse fresh blood at all levels of
organization.
4: To develop an organizational culture
that attracts competent people to the
company.
5: To search or headhunt people whose skill
fit the companys values.
6: To seek out non-conventional development
grounds of talent
7: To devise methodology for assessing
psychological traits.
8: To search for talent globally not just
with in the company.
9: To design entry pay that competes on
quality but not on quantum.
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10: To anticipate and find people for
position that doesnt exists yet.
Recruitment represents the first contact
that a company makes with potential
employees. It is through recruitment that
many individuals come to know about the
company and eventually decide whether they
wish to work for it.
The recruitment process should inform
qualified individuals about the job so that
applicant can make comparison with their
qualification and interest.
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Factors affecting Recruitment
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Internal
factors
Companys pay
package
Companys
product
Companys size
Qualityof worklife
Costof
recruitment
Role oftradeunions
Growth rate ofthe company
External
factors
Supply anddemand factors
Unemploymentrate
Labour marketcondition
Political, legaland government
factors
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Internal sources
Presentemployees
Employeereferrals
Transfers and
Promotion
Formeremployees
Previousapplicants
External sources
Advertisement
EmployementExchange
Campus
Recruitment
Walk-inInterviews
Radio andTelevision
Consultants
Competitors
Acquisition andmergers
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Recruitment Process
The actual steps involved in recruitment
follow a well defined path:
Manpower Planning
Budget
Sourcing
ApllicationShortlist
Preliminaryassessment
Final interview.
Medical evaluation
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Preliminary Assessment: The short listed
candidates go through a preliminary round
of interviews. This interview lays more
emphasis on functional competencies. To
have more data on the functional skills,
the candidates may be given a business case
for analysis and presentation (This is done
for certain positions only).
Final interview: Here the candidates who
successfully clear the first round of
interview go through another round of
interview with one or more of the
functional heads.
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Medical Evaluation: Candidates who are
selected by Colgate are asked to undergo a
medical test.
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Selection
Selection is the process of picking up
individuals with requisite qualifications
and competence to fill jobs in the
organization.
The objective of selection decision is to
choose the individual who can most
successfully perform the job from the pool
of qualified candidates. It is the system
of function and devise adopted in a given
company to ascertain whether the
candidates specifications are matched with
the job specifications and recruitment or
not.
Yorder points out that the hiring
process is one or manygo,no-go gauges.
Candidates are screened by the application
of these tools .Qualified applicants go on
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to the next hurdle, while the unqualified
are eliminated.
It is a process of differentiating between
applicants in order to identify and hire
those with grater likelihood of success in
job.
Also Selection is a negative process and
involves the elimination of candidates who
do not have the required skills and
qualification for the job proposed.
Selection process or activities typically
follow a standard pattern, beginning with
an initial screening interview and
concluding with final employment decision.
The traditional selection process includes:
preliminary screening interview, completion
of application form, employment test,
comprehensive interview, background
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investigation, physical examination and
final employment decision to hire
Selection results in a contract of service
between the employer and the selected
employee.
Ideally, a selection process involves
mutually decision making. The organization
decides whether or not to make a job offer
and how attractive the job offer should be.
Selection Process
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Preliminary
Interview
Selection Tests
Employment
Interview
Reference and
Bacground Checks
Seletiondecision
physical
Examination
Job Offer
Contractof
employment
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Preliminary Interview: The purpose of
preliminary interview is to eliminate the
unqualified applications based on
information supplied in application forms.
The basic objective is to reject the
misfits.
Selection tests/Aptitude tests: Job seekers
who passed the preliminary interviews are
called for various types of test. Basically
these tests are conducted to judge how well
an individual can perform the related task.
Employment interview: The next step in
selection is the employment interview.
Here, the interview can be either formal or
in depth between the employer and the
applicant, Interview can be one-to-one,
panel interview, sequential interview,
behavior interview.
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Reference and Background Checks: Reference
and background checks are conducted to
verify the information provided by the
candidates. It can be through formal letter
or telephonic conversation.
Selection decision: The final decision has
to be made out of applicants who have
passed preliminary interviews, tests, final
interview and reference checks. Generally
the view of the line managers is considered
because they are responsible for the
performance of the new employee.
Physical examination: A job is offer is
often contingent upon the candidate passing
the physical examination.
Job offer: The next step is job offer to
those applicants who have cleared all the
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previous hurdles. It is made by the way of
letter of appointment.
Contract of employment: After the job offer
is made and candidate accept the certain
offer there is a need to prepare a formal
contract of employment, containing written
contractual term of employment etc.
Essentials of Selection Procedure
The selection procedure adopted by an
organization is mostly tailor made to meet
its particular needs. Thus selection
procedure depends mainly on following
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- Someone should have the authority to
select.
- There must be sufficient number of
applicants from whom the required number of
employees to be selected.
- There must be some standards of personnel
with which a prospective employee may be
compared
Barriers to Effective Selection
The main objective of selection process is
to hire people having competence and
commitment towards the given job profile.
But due to some reason the main purpose of
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effectively selecting candidates is
defeated. These reasons are:
1: Perception or the Halo effect: Many a
times the interviewer selects a candidate
according to the perception he has or he
made up while talking or looking at the
individual. This way he does not see
through the caliber or the efficiency of
the individual and many times it leads to
the selection of the wrong candidates.
2: Fairness: During the selection process
the interviewer does not select the
individual on the basis of his knowledge
and hence the right type of the candidates
is not selected.
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3: Pressure: The people from the HR
department and also have a lot of pressure
from the top management and from other top
class people for selecting the candidates
they want. This ways the purpose of
effective selection process of effective
selection process is defeated as they have
to select that individual whether or not he
is capable of the job. that is being
offered.
Temping
Temps or associates, are temporary
workers who are deputed to various
companies
who prefer to outsource their HR
operations. The associates work for the
company they
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are assigned to but are on the payroll of
the staffing or the temp leasing company.
The
duration of a temporary job is three to
nine months. Some of the important
characteristics
of temping recruitment are as follows-
Recruit as per Client requirement and
assign them to Client or Transfer candidate
identified by client on to Xtreemgroup
Co-employment relationship between the
Client, Associate and Xtreemgroup
Manage HR Administration, Payroll and
Regulatory activities
Temp staffing options- short term, long
term and part time assignment.
Temp-to-permanent staffing option- trial
period to permanent staffing.
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A much defined process spans into four
distinct stages, Initialization,
Transition, and
Operations & Relationship Management. Equal
importance is given to all our stages with
activities defined for each stage. There is
a unique methodology that Xtreemgroup
adopts
to render the service. This is shown below:
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Recruitment Method in Xtreemgroup
Initialization
Understandthe client requirement
Define scope
Commercial terms
Agreement signoff
Transition
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Benefits for Client
As business these days grow on a
confounding rate, outsourcing the basic
functions like
Recruiting becomes a common thing. The need
for flexi staffing is on demand and in sucha scenario.
Ready workforce renders these services to
its Clients
y Focus on delivery of specializedactivity/functions
y Manage unexpected businessdemands/manpower
y Staffing flexibility- Managing short-term & temporary business needs
y Access to a talent pool on requiredskill sets.
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y Screen candidates for permanentemployment.
y Reduce HR Administration cost and timeinvolvement
y Feedback and mentoring sessions withthe Associates based on feedback.
Benefits for Associates .
Candidates referred to as associates, are
also on the advantageous side. The services
that they receive from Xtreemgroup are
y Focused employer and employeecommunication
y Skill upgrade Training andDevelopment
y Structured Inductiony Employee handbook, policies and manual
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y Professional assistance for employeerelated issues
y Professional orientation and HRsupport
y Portable and comprehensive employeebenefits
y Accurate and timely payroll services
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My Job at Xtreem Group
I started my job as HR Trainee. My job
profile was to handle RECRUITMENT PROCESS
in my project. The senior sales manager
narrated me the whole procedure. My job
profile was to search for the requirement
generated by various clients and generates
resumes from the various job sites such as
Naukri.com, Timesjobs.com etc. The next
step is to shortlist the resume which best
suite the requirements.
Preparation
Know your client
Learning about companies is valuable
because knowing what a company values will
help
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an agent to assess the candidates better.
Pertinent information about the processes
of the
Company would also help you analyze CVs and
find the right candidate. This can be done
by reading the corporate website or calling
the company for further information or
using
your own network and find out the work
culture.
This will help one to know about the
history of the company, their core values,
their
clients and processes, the benefits
employees can enjoy and the career growth
chart.
When one has knowledge about these vital
parameters, it becomes easier to assess a
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resume based on these parameters.
Moreover, when one is equipped with such
vital
information about the company and the job
profile, it helps to motivate and mould the
suitable but reluctant candidates to attend
the interview.
Once the pertinent information about the
company has been gathered then a call is
made to the company and ask the concerned
person for the requirement of manpower
in various field. Generally such kind of
information is provided by the HR MANAGER
of the company.
After accepting the interest of the
client company the profile of Xtreem
Group and a draft MoU is forwarded to the
client. Once the MoU is entered into, the
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process of recruitment is initiated on
behalf of client company as per the terms
and condition. Asample MOUisshown
below:
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Memorandum of Understanding
Terms & Conditions of business for the
introduction of Permanent Staff
Ash Software Pvt Ltd having its office in
and wishes to recruit Senapati Bapat Rd
people throughout Xtreem Group (Consultancy
Department) (hereafter called 'The Firm').
Xtreem Group is into the business of
executive search and placement having its
corporate office at Office no-22, Shivam
Arcade, Kothrud Depot, Paud Road, Kothrud,
Pune-411038
Both the parties have agreed to the
following terms and conditions:
1. 'The Firm' will source candidates as per
the requirement specifications given by
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'The Employer'. To facilitate this 'The
Employer' shall provide the following:
Job Description with jobresponsibilities in brief
Designation & level in theorganization's hierarchy
Job LocationRemuneration and perquisitesNature of the Job whetherPermanent/Contract basis
Primary skill sets desiredMinimum years of experienceMinimum years of relevant skillexperience
Preferred educational backgroundNo. of positions requiredDate/Period by which positions areto be filled
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2. 'The Firm' will provide the 'The
Employer' with the CVs of appropriate
candidates as per the Job Description
received for various positions without any
contact details of the candidate.
3. 'The Employer' undertakes to notify 'The
Firm' immediately upon its recruitment or
engagement any candidate who is introduced
by 'The Firm'.
4. The validity of all the CVs sent to 'The
Employer' will be for a period of six
months from the date on which the CV was
sent by Email or any other method. In case
any of such a candidate is hired directly
or indirectly by 'The Employer' it will be
deemed to have been placed by 'The Firm'
and therefore placement fee will be payable
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to 'The Firm' as per the fee structure
agreed in this MOU.
5. Cost of interviewing the candidate
telephonically or personally will be borne
by 'The Employer'.
6. Fee Structure:
Exp. 0 - 4 year, 8.33% of the Annual
CTC offered
5-8 year, 10% of the
annual CTC offered
9-above 12% of the annual
CTC offered
7. Payment terms:
Professional fees would be payable within
45 days of the joining date of the
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candidate. The cheque should be in favour
of Xtreem Group Pune.
8. If a candidate resigns within a period
of 3 months of his/her joining date, 'The
Firm' will provide 'The Employer'a
suitable replacement free of charges and
related fees.
9. This MOU is valid for a period of Twelve
Months from the date of signing by both
parties..
10. This agreement can be terminated by
either party by giving a Month notice in
writing.
11. This MOU is governed by Indian Laws and
Jurisdiction in Pune, India.
Agreed and confirmed.
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XTREEM GROUP
Ash Software Pvt
Analyze the Job Description (JD)
A job description is a written record of
the duties, responsibilities and
requirements of a
particular job. It is concerned with the
job itself and not the work. It is a
statement
describing the job in such terms as Title,
location, duties, working condition and
hazards. In other words, it tells us what
is to be done; how it is to done and
why.
The full description of the requirement is
taken by the company which contains
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Salary, Number of Post,
Title,Location,Working condition, Hazards
etc so that it makes recruitment process
easier as we come to know what kind of
requirement our client company is looking
for.
An updated job description is essential for
a good selection interview. It helps one to
explain the nature of work to the
prospective candidate properly without any
over or
under commitment . This also helps to put
the candidate, the client company and the
agent
on the same platform
Prepare a Job Specification (JS)
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It is a written record of the requirements
sought in an individual worker for a given
job.In other words, it refers to a summary
of the personal characteristics required
for a job.
Once we come to know what the job is, then
we can decide what kind of person he/she
Would need to do it . Sometimes the job
specification is already prepared and given
by the
Client along with the job description. In
such a case, the job of the agent becomes
easier.
The job specification is for the benefit
for us. It is ready reference to check on
the requirements that one needs to keep in
mind while sourcing for the different
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clients. It makes the whole task easier and
more convenient.
Implementation Sourcing
Even before starting sourcing, it is very
important to have a clear understanding of
the
requirement of the client company . The
recruiter must have all knowledge about the
company he/she is about to source for. It
makes sure that all the questions that a
candidate has regarding the profile or the
credibility of the company is
satisfactorily
answered .
Sourcing is the most of all recruitment
activities. It is also difficult being
monotonous in
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Nature A recruiter needs to be self-
motivated to do the job. The sourcing takes
place in
different levels and in all the verticals
of the industry.
Sourcing is defined as the process wherein
the recruiter creates a pool of potential
candidates to fill up a position. It is the
first step of recruitment. Sourcing
involves
logging on to a job-portal and doing a
search for the potential candidates. When
the
search is generated, then comes the most
critical part of sourcing. Mainly four
steps are
involved in Sourcing.
They are discussed below:
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A. Analyze the Curriculum Vitae (CV):
Now is the time to scrutinize the
candidates resume. Though most of the time
people are truthful while forming their
resumes, others can
hide or not mention things that can
portrait a negative picture of them. A good
CV is
one which is precise and presentable. It
should contain all details of education and
work experience should be arranged in
reversed chronological method so as to
emphasize on the most recent one. Analyzing
a CV helps in short- listing a candidate.
B. Match the JD and JS:
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When a CV has been analyzed and is
considered as a good one, the next step is
to
match it with the job description. It is
necessary to match it with the profile
given by
the company. Matching it with the JD gives
an idea if the person will be able to serve
well in the position or not. Next it is
important it with the job specification.
The JS
gives the details of the desired skills and
the mandatory skills. These are the
criteria
for selection.
Shortlist the candidate:
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Once the CV has been matched with the job
description and matched with the job
specification. The shortlisted candidates
are called for two stage interview that is
a telephonic interview and personal
interview to assess the suitability of the
candidates. Finally the required number and
type of candidate are screened in for
appointment.
There is an individual interview of the
recruiter and the candidate. In
this interview the candidate answers the
questions the recruiter asks to be sure
that the
candidate would suit the profile of the
job.
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Handling the rejected candidates:
It is very important how a recruiter
manages the rejected candidates. The
rejected candidates should be made to
recognize there loopholes and advised
remedial steps if possible. This is
important from the view point of public
relation in this service industry. In this
way
not only the recruiter helps the candidate
to correct itself but also helps in
creating an
association with them.
Interview
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Interviews determine if a potential
candidate will be a finalist and if he/she
shall suit the
job. A lot of things get clear during an
interview. A face to face talk with the
candidate ensures that the recruiter
evaluates the candidate on terms of
attitude,
confidence and communication . The gaps
that seem in the resume are also
questioned . The candidate may have an
explanation for it. On the other hand if
he/she is
lying, then he/she can be cross-questioned
about this. Some of the objectives of
interview
are:
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To get an opportunity to judge an
applicants qualifications and
characteristics
as a basic for sound selection and
placement .
To give an applicant essential facts
about the job and the company you are
recruiting for.
To establish a rapport.
To promote goodwill about the company
whether interview culminates in
employment or not .
To get a real feel of the candidate
Types of Interview
Patterned or Structured Interview
Non-structured interview
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Depth or Action interview
Panel or Board Interview
Stress Interview
Telephonic Interview
The above mentioned interviews are all
conducted at various levels of the
organizational
Recruitment . The nature of the job
determines which of these interviews would
suit best.
All the interviews are not conducted for
all the job profiles. The complexity of the
interview depends on the complexity of the
job.
We shall now discuss the telephonic
interview which is very instrumental in
selecting a
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potential candidate in Xtreemgroup.
The telephonic Interview
It is said that listening intently gives a
good idea of what a person want to say and
what a
person does not say. The sound,
intonations, the varying pressures that a
prospective
candidate uses while he/she speaks tells a
lot about his/her attitude. This in turn
helps the
recruiter to judge that if the candidate
would be suitable for the job or not .
Unlike the face-to-face interview where the
recruiter can read the non-verbal
languages,
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in a telephonic interview he has to even
sharper. Listening to the words used and
their
tone used gives immense messages about the
candidate.
As a recruiter, one has to be completely
prepared before taking a telephonic
interview.
The following steps can be kept in mind
while taking a telephonic interview:
1. You must keep the CV next to you and
make notes while taking the interview.
2. Must prepare a set of questions that
would match the Job Description.
3. To use a call script. This helps in
being professional and saves time to in
approaching the right candidate .
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4. Do not display any negative emotion
during the interview. Never to over or
under
commit anyone.
Questioning
It is very important to ask for permission
to ask questions, otherwise it will feel
like
interrogation to the candidates . To start
off with, it is advisable to ask easy
questions first
(the best things about their current
situations), then ask about their problems
and get them
to expand on their answers .
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Devise interview questions:
Preparation in advance of an interview is
essential if you are to make a successful
hire.
Critical in the preparation process is the
development of interview questions that
elicit
tangible facts from all applicants.
Basically, two rules are kept in mind when
framing the questions that will indicate
whether or not an applicant meets the
requirements you established for the
position:
RULE 1: Ask questions that concentrate on
the applicants past performance to
permit
reliable assumptions about future success.
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RULE 2: Ask questions that relate directly
to at least one of your listed requirements
to
maximize the information you will gain in
the time allotted.
General Questions:
Tell me about yourself
What do you about the company?
What are your goals?
What are your strengths and weakness?
What has been your most significant
contribution in your college/previous
organization?
Why should we hire you?
Specific Questions:
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How would you resolve a conflict in a
project team?
What was the most difficult decision you
had to make?
Can you work under pressure, deadlines,
etc?
Trick Questions:
You may be over-qualified for this
position
What would you look for if you had to
hire people?
If you had to change your educational
stream again, what would you do
differently?
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What career options do you have at the
moment?
According to your definition of success,
how successful have you been so far?
Grammar, Voice and Accent Calibration:
In times of globalization, what is more
necessary is that one speaks in a globally
comprehensive language rather that in the
popular accent of American, British or
Australian . One of the major criteria in
the BPO-IteS industry is the communication
of
the candidate who should be free from
Mother Tongue Influence or MTI as it is
generally known. That means the candidate
should have a neutral accent. If he has a
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neutral accent then he is a potential
investment for the company.
Individual Interview:
The individual interview that takes place
between a recruiter and the candidate in
the first
session of their meeting gives vital
information about the candidates soft
skills. The way
he carries on a conversation and the
direction in which he/she drives it, is the
first hand
information about the voice and accent of
the candidate. Most of the time the
recruiter
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gets to know if the candidate fits in the
job or not. But there are times when the
recruiter
may not be very sure about his assessments.
It is then he puts the candidates into
other
assessment tests.
Assessment test:
A voice and accent test is conducted
wherein the degree of MTI of a candidate is
checked. Depending on the degree of the MTI
the candidate has, he/she is considered as
trainable or not trainable. Some methods
used to test the candidates suitability
for the
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process:
Passage Test
A passage is give to the candidate to read
from a book or a newspaper. When he reads
the passage, his pronunciation, his level
of mother tongue influence and his proper
use of punctuation marks comes in play.
Voice test:
This test is usually done when the
candidate is for a voice-based job profile.
When the
candidate is asked to read a paragraph, his
voice is checked on the microphone and is
then recorded. This helps in measuring the
intonations and the pressures he gives
while he talks. Then the candidate is
categorized into trainable or not trainable
.
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Rating Sheet:
The rating sheet is attached to the
candidate information sheet. This rating
sheet has
about ten parameters. The candidate is
rated based on these parameters. A rating
of 1-7 is
given, 7 being the highest and 1 being the
lowest. The rating sheet gives qualitative
information about a candidate as he/she
scored on the different parameters a
candidate is
assessed on in Xtreem group.
Brief Summary:
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After all the tests the candidate has gone
through, the candidate is sent to the
client
company for the last HR round or any other
rounds of interview that he/she has to
attend. But
the recruitment mainly constitutes of the
above mentioned methods. The process of
recruitment ends with hiring the candidate
on a temporary or permanent basis. After
he/she
has been given the offer letter and told
the joining date, the candidate has to sign
on
contract papers with the temping company.
If the candidate is hired by the client
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company on a temporary basis, then the
candidate is on the payrolls of XTREEM
GROUP.
The contract that he/she will sign will
speak about his rights and the details
about the job and this salary and benefits.
The temping company, in this case will take
care of most of the employee related
problems of the candidate. As per the
contract, a
part of the candidates salary will go as
billing for the temping company. This is
the
revenue for such companies.
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It is crystal clear that sourcing the right
person for the right job is the core or the
building
block of recruitment function. Most part of
the work is done if a recruiter finds the
right
candidate whos CV matches the job profile
of the client company but more importantly,
it is a challenge for the recruiter to
present the job in such a manner that will
motivate the
candidate to come down and attend the
interview. A recruiter has to work under so
many
constraints like the candidates not turning
up for interview or the dearth of skilled
candidates. This is when the competencies
of a recruiter is measured.
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Swot Analysis
A SWOT analysis of the company is given
below keeping in view the differentenvironmental factors that affect an
organization in general.
Strength:
1. The recruitment methodology adoptedin XTREEM GROUP.
2. The diverse strategic business unitsextending into FMCG and BPO-IteS
industry.
3. A strong client servicing team.
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Weakness:
1. The performance of a recruiterdepend much on the performance of the
candidate.
Only if the candidate is
offered the job he/she was sourced for, the
recruiter is
qualified for incentives.
2. Very strict incentive plans.3. Pay is low even if it according toindustry standards. Therefore it is
difficult to
retain its employees.
4. Even after 1-2 years, employeesstill work in the same position with
little hike in
pay or a better job profile.
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5. It is easy to reach the
saturation point in this job easily owing
to its monotonous
Nature .
Opportunity:
1. BPO industry is growing at a veryfast pace. Results in increased demand
for
temp and perm staffing.
2. Attrition rate in BPO sector is
30-40 % . Therefore is always a need to
fill in
positions.
3. Temps make more sense for snappy
projects like handling Christmas sales or
short-term data process job.
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Threat:
1. Competition from otherconsultancies.
2. Dearth of skilled candidates for theBPO-IteS sector has always plagued the
industry.
3. The night shift timings do notattract a lot of young women to the
industry.
Students also tend to avoid these
timings until they want to earn while
they learn.
Challenges faced by Temping Companies:
Internal challenges:
Most of the candidates just see the
BPO-IteS as a stop-over before actually
getting
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on to their respective career.
Some of them look at it as a method
to fill in the resume gaps.
The freshers look at the temp job
for work experience and not planning to
stay as
a permanent employee. This
increases the attrition rate in the
industry. The dearth
of skilled candidates, in effect,
makes temp staffing difficult.
External Challenges:
The Contract Labour Regulation and
Abolition Act (1970) that does not
recognize
the temping practice.
Recommendations:
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Internal:
Training is the answer for the most
of the problems faced by the temp staffing
companies like Xtreem Group.
Training at all levels is imperative. The
recruiters can
do some amount of training after
they have shortlisted the candidate for a
particular job profile. If the
candidate is trainable in some of the
parameters
designed by Xtreem Group, it is
recommended that the training takes place
at the
first step itself. Letting the
candidate recognize his in competencies and
helping
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him overcome it by doing simple
everyday exercises will bring down the
chances
of the candidate getting rejected in
the final HR rounds in the company.
The temping companies conduct
training programs at various levels in the
educational institutional. Under graduate
and graduate students are a major source
of candidates. When they undergo a training
program for handling interview and
gather knowledge about BPO-IteS sector in
India, it creates a reserve of good
quality candidates in the market to
source.
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