Recruitment & Selection
Why Assessment Centres
CORRELATION OF VARIOUS ASSESSMENT METHODS TO
JOB PERFORMANCE
(Ref “Competence at Work - Models for Superior Performance”
By Spencer, John Wiley Publications Pg 242)
METHODOLOGY
1.COMPETENCY BASED
ASSESSMENT CENTRES
2. BEHAVIOURAL EVENT
INTERVIEWS
CORRELATION (r )
0.65
0.48 - 0.61
3. ABILITY TESTS(aptitude tests & others)
0.54
4. ‘MODERN’ PERSONALITY TESTS
0.39
5. STRUCTURED COMPETENCY
BASED BIODATA
0.38
6. ROBUST REF.CHECKS ON
COMPETENCIES
0.23
7. NORMAL INTERVIEWS
0.05 to 0.19
2
Old & new recruiting strategy
Old
New
Grow all your talent
Pump talent at all levels
Recruit for vacant positions
Hunt for talent all the time
Go to few traditional sources
Tap many diverse pools of talent
Advertise to job hunters
Find ways to reach passive candidates
Specify a compensation range & stay
within it
Break compensation rules to get the
candidates you want
Recruiting is about screening
Recruiting is about selling as well as
screening
Hire as needed with no overall plan
Develop a recruiting strategy for each type
of talent
Best practices in
Campus Recruitment &
Selection
By:
Akanksha seth (uh12005)
Anshul sood (uh12012)
Ayesha gaglani (uh12015)
Siddhartha chakraborty (uh12047)
Silvi (uh12049)
Introduction
• Campus recruitment is a commonly used R&S
procedure
• Companies visit eminent academic or professional
institutes
• Beneficial for both – students and companies
• Companies get to choose the best from a large pool
of young talent
• Students get a job offer while still in college
Effective Campus Recruitment
Programs
Campus selection – the initial step
• Curriculum/ranking – Is the school accredited: Is the
curriculum relevant to the needs of your
organization?
• Location – Will the distance to campus justify the
time and money it takes to recruit there? Will the
distance create relocation and retention issues?
• Graduation dates – When will candidates be
available for work?
Effective Campus Recruitment
Programs
• Competitive environment – Are the student’s
expectations in line with what the organization can
offer?
• Potential recruiters/team leaders – Does the
company have enough alumni to create a recruiting
team?
• Internal opinion of the school – What is the general
opinion of the school within the company? Would
the school be accepted as part of the campus
recruiting program?
Effective Campus Recruitment
Programs
Effective Campus Recruiter
• should be selected and trained carefully
• represents the company and reflects the company’s
culture and image to students and faculty
Establishing a Presence on Campus
• good relations with the placement cell
• campus career fairs, campus competitions etc.
Effective Campus Recruitment
Recruiting Methods toPrograms
Reach College Graduates
• On-campus recruiting
• Summer Internship Programs
• Campus Competitions
A Typical Campus Recruitment
Process
Logistics
Planning
Branding
• Employer Branding
• Job Branding
Identification
of Campus
• Ranking
• Calendar
Planning
• Promo Events
• Recruitment
Activities
Campus
Interview and
Offer
Management
Identification of Campus
• Different companies adopt different strategies
for identifying and ranking the campus.
•For most of the companies the ranking is done by
the top hr team or the strategic teams.
•Few companies visit only the top premier
campuses where as others prefer to visit lower
rung colleges based on their compensation and
talent retention strategies.
Employer Branding
• Due to the fierce war for talent and attracting
the best of the candidates companies look forward
to Employer Branding which aims at creating a
favorable image for the organization and make it
sought after among them
Logistics Planning
• companies prepare the recruitment calendar i.e when
they will be recruiting at the particular campus
•Followed by this companies visit the campus and start
various activities to promote their brand and create a
positive image among the participants to attract more
and more high potential candidates
Campus Interview and Offer
Management
• Companies start their recruitment process which
is usually a multi tier process and includes
Personality test ,Group Discussion and Personal
Interviews
•Companies makes on spot offer
TaTAGrOUP
• The Tata group comprises over 100 operating companies in seven
business sectors: communications and information technology,
engineering, materials, services, energy, consumer products and
chemicals.
• The major Tata companies are Tata Steel, Tata Motors, Tata
Consultancy Services (TCS), Tata Power, Tata Chemicals, Tata Global
Beverages, Tata Teleservices, Titan, Tata Communications and Indian
Hotels.
• The group has operations in more than 100 countries across six
continents, and its companies export products and services to 150
countries.
• Development Program in leadership & learning are TAS & HRDP
Contd…
TAS (Tata Administrative Services)
•
•
•
•
TAS was conceived by JRD Tata, the late chairman of the Tata group, in
the 1950s.
TAS recruits young postgraduates from leading business schools each
year and puts them through an intensive 12-month programme
This programme impart s the macro view of business which is critical in
preparing young professionals for general management.
Selection Process
– Application form
– Chairman’s Group Discussion
– Case Presentation
– IRIS Psychometrics
– Director’s round of Interview
Contd…
• TATAHRDP
•
•
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TATAHRDP was initiated in 2006 where specialist role of HR are required
to fulfill.
Each year HRDP recruits the best talent from premier Indian business
schools and Tata companies, based on their performance, interest and
capabilities,
Trains them for a year with rotations through sub-functions such as
recruitment and sourcing, performance management system, training
and development, employee relations, community development, etc
– Application form
– Chairman’s Group Discussion
– Interview
GODREJ
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•
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The Godrej Group is an Indian conglomerate and operates in sectors as
diverse as real estate, consumer products, industrial engineering,
appliances, furniture, security and agricultural products.
Subsidiaries and affiliated companies include Godrej Industries and its
subsidiaries Godrej Consumer Products, Godrej Agrovet, and Godrej
Properties, as well as the private holding company Godrej & Boyce
GURUKUL is the summer internship program.
– Application form
– Interview
– PPI/PPO
•
•
•
•
GALLOP is the program for new Management Trainees with an intense one
and half-month orientation
meant to plug holes in knowledge.
GODREJ LOUD
Godrej LOUD is a platform for students to live out their unfulfilled personal
dreams. Entry to this contest is by invitation only to all full-time first year
Post Graduate Programme (PGP) students of SIBM, XIMB, MDI, FMS, IIFT,
NITIE and IIM L.
Godrej will give 5 winners up to INR 1.5 lakhs each towards fulfilling their
dreams and also, Pre Placement Summer offers into GURUKUL, the summer
internship programme at Godrej.
General Electric
• General Electric, or GE, is an American multinational
conglomerate corporation incorporated in Schenectady, New York
and headquartered in Fairfield, Connecticut, United States.
• GE is renowned for hiring exceptional people and giving them
unparalleled opportunities to build their careers and capabilities.
GE has been topping the “World’s Best Employer” list several
times.
• GE has businesses and operations in over 160 countries, GE
employees have an unparalleled foundation on which to build
their careers, their abilities and their dreams.
• According to GE, “We offer our employees challenging, rewarding
careers in dynamic businesses. Our people are the architects of
the future. We sit in the front seat of history.”
• On Campus Recruiting at GE
– GE visits select Management and Engineering
campuses across India to attract the best talent
– On-campus recruiting events are an essential part of
GE’s hiring process
• Commercial Leadership Program (CLP),
• Financial Management Program (FMP)
• Information Technology Leadership Program (ITLP)
from Management campuses,
• Edison Engineering Development Program (EEDP)
• Operations Management Leadership Program (OMLP)
• Graduate Engineering Trainee (GET)
– This whole process helps GE to find out more about
the applicant as a person, the interviews give them
the best opportunity to evaluate the applicant’s
candidature
– The recruitment process starts with GE sharing
specific profile.
– Based on student interest and applications received,
profiles are shortlisted as per the eligibility criteria
– After that Group Discussion and Aptitude Test
(specific for engineering campuses only) are
conducted, followed by interviews by an experienced
panel of GE leaders.
• Internship Opportunities with GE
– An internship with GE gives the candidate a real
flavour of the industry.
– The interns are recruited from selected campuses
across the country on the basis of a rigorous
evaluation process.
– Internships at GE are offered for the Commercial
Leadership Program (CLP), Financial Management
Program (FMP), Information Technology
Leadership Program (ITLP) as well as in the area of
Human Resources for MBA Graduates
– For graduate engineers, GE offers internships in
Technology, Commercial (Sales/Services) and
Manufacturing/Operations across GE businesses
– An Internship opportunity in any one of the
programs above is a stepping stone to joining GE’s
hallmark Leadership Programs directly from
campus.
• Leadership Programs at GE
– There are two kinds of leadership programmes in GE
• Entry-level Leadership Program, which is for those who have just started their
career, basically the fresh recruits from campus.
• For others, there are also experienced leadership programs.
– GE’s entry level leadership programmes are offered in
•
•
•
•
•
Finance Management Program (FMP)
Information Technology Leadership Program (ITLP)
Operations Management Leadership Program (OMLP)
Commercial Leadership Program (CLP)
Edison Engineering Development Program (EEDP).
– These programs build perfect foundation for accelerating learning
and development in a particular domain, from commercial to
operations, from human resources to information management,
from finance and communications to technology
– Graduates of these programs who have seen success have been
able to leverage their on-program learnings to get the best out of
their careers
IBM
• The International Business Machines Corporation (commonly referred
as IBM) is an American multinational technology and consulting
corporation, with headquarters in Armonk, New York, United States.
• IBM manufactures and markets computer hardware and software, and
offers infrastructure, hosting and consulting services in areas ranging
from mainframe computers to nanotechnology.
• IBM actively recruits at more than one hundred universities across the
country
• Its presence goes far beyond traditional recruiting events: recruiters sit
on advisory boards and panels, guest lecture in classes, and partner
with diversity organizations.
• This is a technique adopted by IBM to showcase students how at IBM,
they can tackle meaningful projects that help the world work better
• IBM’s long-standing involvement at their key recruiting schools has enabled
them to get this message across to students loud and clear, and their
recruitment brand has become well known among university students.
• Recruitment process for IBM begins with sending the resumes, through the
Campus TPO's
• This is then followed by an independent selection process involving around
discussions
• This is where the student's interests and skills are matched with the existing
business problems that ISL(India Software Lab)projects plan to solve
• Offer is made once a match is found
• In addition to the regular hires IBM also offers internships to students who
are keen to learn while still in college
• The internship program allow students to work on high-quality, customerfacing projects
• While venturing into new and emerging technologies and business
opportunities, they will discover their untapped potential
• On completion, internships within IBM also provide the opportunity for fulltime employment depending on performance
Procter & gamble (P&G)
Application
Assessment
Initial
Final
Interview
Interview
Final offer
Contd..
•
Application : Applicants
apply for the job and learn about
culture at P&G by browsing their special site dedicated to
this use : experiencePG.com
•
Assessment:
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Success driver assessment (Online) : Assessment
of background, interests,
work related attitudes and measurement of candidate’s
capability against competencies required to provide superior
performance
Reasoning screen (Online) : The Reasoning Screen measures cognitive
ability. This is important because the nature of work is complex
and continually changing. Depends on desired position.
Reasoning test (In-person) : The test is delivered on campus or as a part
of final interview. This test measures reasoning skills using
numerical, logic-based and figural reasoning type questions.
Depends on desired position.
Contd..
: Primarily a behavioural event
• Initial interview
interview
• Final interview:
Interview focuses on greater detail
around the skills and capabilities. Taking place
either on campus or on-site at P&G, it’s also
the opportunity to get a more in-depth
understanding of culture, values and endless
opportunities at P&G.
• Final offer
Larson & Toubro (L&T)
The company has a culture that fosters positive and healthy competition
between individuals and provides opportunity to learn and grow with the
organisation.
For Management Recruits
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•
•
There is a three-step-recruitment process for Human Resource Learning
Programme [HRLP] and a two-step process for Finance Recruitment
programme
Psychometric Test: For HRLP, Psychometric test is conducted. This
Psychometric test is not an elimination round. The test focuses on Personal
and Interpersonal Skills and Organisational Fit.
Functional GD: On all campuses, L&T holds a one-hour Functional Group
Discussion (GD) and an interview. In the Functional GD, students are given
topics related to HRM, OB [for HR], Finance and Economics [for Finance].
The focus is on assessing students for communication, depth of knowledge,
application of knowledge and participation.
Contd..
• Interview : The interview focuses on Personal and Interpersonal
Skills and Organisational Fit.
For Engineering Recruits
• L&T visits around 80 campuses across country.
• Recently, they have started a 'pool campus process' where they
invite all AICTE approved colleges in major locations across the
country.
• This has enlarged the recruitment base for the company, increasing
opportunities for bright engineers to make an entry into L&T.
Procedure:
• Technical Test: The first step is a technical test. The test would be
conducted approximately for 1 or 1.5 hours. The questions will be
mostly from technical subjects. Candidates can prepare well by
collecting some placement papers from the internet.
Contd..
• Technical Interview: Once the technical test is cleared, the
candidate will be called for technical interview. L & T usually
shortlists best candidates from the technical test. So usually the
number of candidates selected for technical interview will be less.
Group discussions may be conducted by some divisions before the
interview round. But Group discussion may or may not be an
elimination round. It means that the HR may or may not eliminate
candidates based on the group discussion performance.
• HR Interview: Once the candidate clears the technical interview,
he/she will be called for HR Interview. In this interview, his/her
general ability, communications and personal behaviour will be
observed. They will also discuss regarding the package structure.
Once this interview is cleared, the candidate will be selected to join
the organization.
THANK YOU
GD....Recruitment of Frontline
Marketing executive
• Job Profile…
• No of persons;
Four stages of Recruitment..
• Defining requirements.
– Preparing job descriptions & specifications
– Deciding terms & conditions of employment.
• Attracting candidates
– Reviewing & evaluating alternative sources of applicants, inside & outside the
company.
– Advertising
– Using agencies & consultants.
• Selecting candidates
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Sifting applications
Interviewing
Testing
Assessing candidates
Assessment centres
Reference checks.
• Offering employment, preparing contract of employment
Group Exercise- competencies
required for Manager
• Company profile & Environment analysis
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Turnover Rs5,000 crores,
Business – Tyre
Competitors; MRF, Bridgestone, JK, Apollo,...
Goals – to be largest tyre manufacturer by raising the capacity by two fold &
becoming number one tyre company in India
– What will ensure business success; Fast growth, branding, cost & quality,
customer relationship, leadership & talent development, innovation.
– Very tough competition from Indian & Multinational companies.
• Role or Profile
– Frontline Marketing Executive; meeting individual sales target, coordination
with production & logistics executives, customer interaction, managing
subordinates.
– Reporting to Manager Marketing located in Delhi
– Location – Gurdaspur, Punjab
– Experience – min 1 year preferable
Croup Exercise- competencies required
for Manager
• Assignment
– Competencies required
– Selection techniques to assess these
competencies
Croup Exercise- competencies required
for Manager
• Competencies
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Communication
Influencing
Problem solving & decision making
Motivating others.
Planning & execution.
Hard work & responsibility.
Creativity.
Positive attitude – not giving up...
Achievement orientation.
Smart..alive, alert, commonsense...
Recruitment & selection-what you
should know..Examples for each
• Organizational branding; Tata..’we also make
steel’
• Realistic job preview; JKO Problem...did not know
constraints of remotely located place.
• Internet recruiting & technology enabled
recruitment.
• Campus recruitment.
• Recruitment & selection steps.
• Selection & Assessment techniques
Types of tests
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Intelligence test – measures general intelligence.
Personality Test – it assess personality of candidate in order to
make predictions about their likely behavior in a role. ExamplesMBTI, Big Five..
Ability test measure job related characteristics such as number,
verbal, perceptual or mechanical ability.
Aptitude test – are job specific tests that are designed to predict
the potential an individual has to perform tasks within a job. They
can cover such areas as clerical aptitude, numerical aptitude,
mechanical aptitude & dexterity.
Attainment test; it measures abilities or skills that already have
been acquired already by training or experience. Example –
Typing test to assess how many words a minute.
Characteristics of a good test
•
Reliability
•
Validity.