Report on r&s by Bobbygola

8/8/2019 Report on r&s by Bobbygola

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A project report on recruitment and selection by BOBBY GOLA

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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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Report on r&s by Bobbygola

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