09-08-2012, 12:13 PM
Recruitment and Selection Process of TCS
49461063-Recruitemen-Selection-Process-of-TCS.pdf (Size: 105.98 KB / Downloads: 168)
About Recruitment & Selection
Recruitment refers to the process of attracting, screening, and selecting qualified
people for a job at an organization or firm. For some components of the
recruitment process, mid- and large-size organizations often retain professional
recruiters or outsource some of the process to recruitment agencies.
The recruitment industry has five main types of agencies: employment agencies,
recruitment websites and job search engines, "headhunters" for executive and
professional recruitment, niche agencies which specialize in a particular area of
staffing, or employer branding strategy and in-house recruitment. The stages in
recruitment include sourcing candidates by advertising or other methods, and
screening and selecting potential candidates using tests or interviews.
In-house recruitment
Under pressure to reduce costs, both large- and medium-sized employers tend to
undertake their own in-house recruitment, using their human resources
department, front-line hiring managers and recruitment personnel who handle
targeted functions and populations. In addition to coordinating with the agencies
mentioned above, in-house recruiters may advertise job vacancies on their own
websites, coordinate internal employee referrals, work with external
associations, trade groups and/or focus on campus graduate recruitment. Some
large employers choose to outsource all or some of their recruitment process
(recruitment process outsourcing) however a much more common approach is
for employers to introduce referral schemes where employees are encouraged to
source new staff from within their own network.
Process
1) Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document
the actual or intended requirement of the job to be performed. This information
is captured in a job description and provides the recruitment effort with the
boundaries and objectives of the search. Oftentimes a company will have job
descriptions that represent a historical collection of tasks performed in the past.
These job descriptions need to be reviewed or updated prior to a recruitment
effort to reflect present day requirements. Starting recruitment with an accurate
job analysis and job description ensures the recruitment effort starts off on a
proper track for success.
Job analysis defines the duties and human requirements of the company’s jobs.
The next step is to recruit and select employees. We can envision the
recruitment and selection process as a series of steps
1) Decide the positions to fill, through personnel planning and forecasting.
2) Build a pool of candidates or these jobs, by recruiting internal or external
candidates.
3) Have candidates complete application forms and perhaps undergo initial
screening interviews.
4) Use selection tools like tests, background investigations, and physical exams
to identify viable candidates.
5) Decide who to make an offer to, by having the supervisor and perhaps others
interview the candidates.
2) Sourcing
Sourcing involves
· Advertising, a common part of the recruiting process, often encompassing
multiple media, such as the Internet, general newspapers, job ad
newspapers, professional publications, window advertisements, job
centers, and campus graduate recruitment programs; and
· Recruiting research, which is the proactive identification of relevant talent
who may not respond to job postings and other recruitment advertising
methods done in #1. This initial research for so-called passive prospects,
also called name-generation, results in a list of prospects who can then be
contacted to solicit interest, obtain a resume/CV, and be screened (see
below).
3) Screening and selection
Suitability for a job is typically assessed by looking for skills, e.g. communication,
typing, and computer skills. Qualifications may be shown through résumés, job
applications, interviews, educational or professional experience, the testimony of
references, or in-house testing, such as for software knowledge, typing skills,
numeracy, and literacy, through psychological tests or employment testing.
Other resume screening criteria may include length of service, job titles and
length of time at a job. In some countries, employers are legally mandated to
provide equal opportunity in hiring. Business management software is used by
many recruitment agencies to automate the testing process. Many recruiters and
agencies are using an applicant tracking system to perform many of the filtering
tasks, along with software tools for psychometric testing.
Onboarding
"Onboarding" is a term which describes the process of helping new employees
become productive members of an organization. A well-planned introduction
helps new employees become fully operational quickly and is often integrated
with a new company and environment. Onboarding is included in the recruitment
process for retention purposes. Many companies have onboarding campaigns in
hopes to retain top talent that is new to the company; campaigns may last
anywhere from 1 week to 6 months.
Internet recruitment and websites
Such sites have two main features: job boards and a résumé/curriculum vitae
(CV) database. Job boards allow member companies to post job vacancies.
Alternatively, candidates can upload a résumé to be included in searches by
member companies. Fees are charged for job postings and access to search
resumes. Since the late 1990s, the recruitment website has evolved to
encompass end-to-end recruitment. Websites capture candidate details and then
pool them in client accessed candidate management interfaces (also online).
Planning and forecasting:
Employment personnel planning: The process of deciding what positions the firm
will have to fill, and how to fill them.
The recruitment and selection process starts with employment or personnel
planning. This is the process of deciding what positions the firm will have to fill,
and how to fill them. Personnel planning embrace all future positions, from
maintenance clerk to CEO. However, most firms call the process of deciding how
to fill executive jobs succession planning.
Employment planning should flow from the firm’s strategic plans. Plans to enter
new business build new plants or reduce costs all influence the types of positions
the firm will need to fill (or eliminate).
About TCS’S Recruitment & Selection Process
Recruitment at TCS take place at all levels – i.e. entry and various experience
levels.
The hiring of experienced professionals take place through the year, while
campus offers for freshers joining next year are conducted according to
placement seasons at colleges.