A PROJECT REPORT ON

“STUDY OF RECRUITMENT AND

SELECTIONPROCESS IN IT SECTOR”

SUBMITTED TO IGNOU FOR CONTINUING EDUCATION IN FULFILLMENT OF 2

YEARS MBA COURSE OF OPERATIONS MANAGEMENT

(Approved by UGC AICTE of India)

ACADEMIC SESSION
(2022-2024)

Submitted by –

ENROLLMENT NO.- 2200983672

NAME- POOJA KUMARI
CONTACT- 6200043711
EMAIL- poojaamba30@[Link]
BRANCH- MBA- OPERATION MANAGEMENT

1
 DECLARATION

I hereby, declare that the Project Report entitled “Study of Recruitment

and selection process in IT sector” which is submitted to NMIMS Global
Access School for Continuing Education in partial fulfilment of the
Requirement for the award of the correspondence degree of Post
Graduate Diploma in Business Management is an authentic record of my
original work and all the conclusions are based on the information
collected by me.

Place: PATNA POOJA KUMARI

Date:

2
 ACKNOWLEDGEMENT

"It is impossible to prepare a project report without the help, support &
encouragement and involvement of other people. This project report is
also follows the same".

I want to express my genuine gratitude and obligation to all the people

who have supported me in this endeavour right at the beginning of this
report. I would not have advanced the project without their active
direction, assistance, cooperation, and encouragement.

It was a great pleasure for me to undertake this project.

I feel highly doing the project report- " Study of recruitment and
selection in ITsector".

First of all, I extend my gratitude to IGNOU for giving me this

opportunity.

I would like to express my deep sense of gratitude and indebtedness to

Mr Sunny Suman software developer in Wipro for his invaluable support,
encouragement, suggestions and guidance from the early stage of this
research project and for providing me with the extraordinary
experiences throughout theproject work.

Last but not the least, I also acknowledge with a deep sense of
reverence, my gratitude towards my parents who always supported me
morally as well as economically and all my friends who helped me to
complete this project report.

3
 PREFACE

Human resources are the most valuable assets for any organization.
Without people, any high performing organization does not exist. People
can make or break the fortunes of a business by making a difference. In
today's highly competitive business environment, it becomes very critical
to place the right people in the right position for the success of any
organization.

An effective recruitment and selection decision is very important for

the organization organizations success as it is the vehicle for
acquiring the best talent to fit the job requirements and contributes
remarkably towards the organizational effectiveness. Effective
recruitment and selection decision enables an organization to have
performing employees who are satisfied withtheir jobs; therefore they
can positively contribute to the organization.

On the other hand, ineffective recruitment and selection process will

result in mismatches in hiring people skills, which can hurt an
organization.
Organizations will post productivity if there is a bad hire because the
hired employees can't do their job effectively, that ultimately down the
employee's morale. One of the worst sequences of ineffective
recruitment and selection decisions is the waste of time and money
invested in the recruitment process and training a wrong hire can also
be expensive. Therefore having an effective recruitment and selection
process is very necessary to step forward towards organizational
excellence and a cost-control mechanism is also equally important.

Hence, the study researches the scope of the span of recruitment

methodology followed in the IT sector towards developing a unique
model. The recommendation would decrease the recruitment costs and
time, and help the organization in achieving the overall effective interests.

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 TABLE OF CONTENTS-1

[Link] TITLE PAGE NO.

1 EXECUTIVE SUMMARY 9-10

2 INTRODUCTION 11-38
3 OBJECTIVES OF THE PROJECT 39-40
4 SCOPE OF THE PROJECT 41-43
5 INDUSTRY PROFILE 44-48
6 COMPANY PROFILE 49-56
7 REVIEW OF LITERATURE 57-65
8 RESEARCH METHODOLOGY 66-68
9 DATA ANALYSIS AND 69-80
INTERPRETATION
10 FINDINGS 81-82
11 CONCLUSION 83-84
12 RECCOMENDATION 85-86
13 BIBLIOGRAPHY 87-88
14 ANNEXTURE 89-92

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 TABLE OF CONTENTS-2
2. INTRODUCTION

[Link] PARTICULARS TABLE & PAGE

CHART NO.
NO.
1 Recruitment and selection 2.1 12-13
introduction
2 Recruitment definition 2.2 13-14
3 Forms of recruitment 2.3 14-15
4 Types of recruitment need 2.4 16
5 Purpose and importance of 2.5 17
recruitment
6 Objectives of recruitment 2.6 18
7 Steps in recruitment process 2.7 19-20
8 Process of recruitment 2.8 21-22
9 Sources of recruitment 2.9 23-26
10 Advantages and 2.10 27-
28
disadvantage ofinternal
source of recruitment
11 Advantages and disadvantage of 2.11 28-
29
external source of recruitment
12 Factors Influencing Recruitment 2.12 30-32
13 Selection 2.13 32-33
14 Process of Selection 2.14 33-37
15 Difference between recruitment 2.15 38
and
selection

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 TABLE OF CONTENTS-2
9. DATA ANALYSIS AND INTERPRET

[Link] PARTICULARS TABLE PAGE

& NO.
CHART
NO.
1 FORM OF RECRUITMENT AND 9.1 70
SELECTION
2 SOURCES USED IN RECRUITMENT 9.2 71
AND SELECTION
3 EXTERNAL SOURCE USED IN 9.3 72
RECRUITMENT
4 PERCEPTION OF EMPLOYEES 9.4 73
TOWARD RECRUITMENT PROCESS
5 APPROACH OF MANAGEMENT IN 9.5 74
THE RECRUITMENT PROCESS
6 METHOD USED DURING THE 9.6 75
SELECTION PROCESS
7 MANAGEMENT APPROACH IN 9.7 76
VERIFICATION DURING THE
SELECTION PROCESS
8 PERCEPTION OF EMPLOYEES OF THE 9.8 77
SELECTION PROCESS
9 RECRUITMENT AND SELECTION 9.9 78
PROCESS USED FOR DIFFERENT
GRADES OF EMPLOYEES
10 HR PRACTICES IN THE COMPANY 9.10 79
11 HR POLICY OF THE COMPANY 9.11 80

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 1.
EXECUTIVE SUMMARY

8
 Executive Summary

Human resource management involves all management decisions and

practices that directly affect or influence the people or human
resources, who work for the organization. An organization can achieve
its goals through its human resource, so the management of human
resources is very necessary for an organization to achieve success.

The management of the human resource is carried out by the human

resource department. The main task of the HR department is to
maximise employee productivity and also prevent the organization
from any issues that may arisewithin the workforce. The objectives of
the Human Resource Department are Human Resource Planning,
Recruitment and Selection, Training and Development, Transfer and
Promotion, Career Planning, Performance Appraisal, Risk
Management and so on. Every objective of HRD requires proper
planning, special attention, and good implementation.

Human resource planning is a systematic process of determining the

organization’s future workforce requirements. The main objective of
human resource planning is to fill vacant job positions, meet
organizational goals in the given time, and achieve the desired level of
performance by recruiting the right kind of people. Human resource
planning helps the organization to ensure that the right people with the
right skills are placed at the right job position at right time.

Human resource planning is an essential part of every organization to

ensure the availability of human resources for carrying out different
organizational activities. It addresses the problem of labor surplus and
shortage in the organization. Hence it is a vital ingredient for the
success of the organization in the long run. Shortage of skills and the
use of new technology are putting considerable pressure on how
employers go about recruiting and selecting staff. Therefore, it is
recommended to carry out a strategic analysis of the recruitment and
selection procedure. Also, identification of training needs is necessary
after the selection process.

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The meaning of the word “RECRUITMENT” comes from the FRENCH
word “RECRUIT” which means to enroll somebody, to levy(charge),
to hire formoney. Recruitment refers to identifying, attracting, screening,
shortlisting, and interviewing, Suitable candidates for jobs (either
permanent or temporary)within an organization.

Recruitment is the first step in building an organization's human capital.

At a high level, the goals are to locate and hire the best candidates, on
time, and within budget.

There could be various reasons for recruitment:

 The vacancy can be created due to growth, diversification and

expansionof the business activities.

 Vacancies due to the transfers, termination, retirement,

promotion,permanent disability, labour turnover and death.

Selection is the process of hiring employees among the shortlisted

candidatesand providing
them a job in the organization.

The term ‘selection’ comes with the connotation of placing the right
person in the right job. Selection is the process in which various
strategies are employed to help recruiters decide which applicant is
best suited for the job.

Selection is an HR process that helps differentiate between qualified and

unqualified applicants by applying various techniques.

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 2.
INTRODUCTION

11
 2.1
Recruitment and selection

The success and failures of any organization depend on the calibre of

its human resource. An organization cannot grow without the positive
and productive contribution of its human resource. Hence an
organization needs to hire people with essential skills, qualities and
expertise to perform its operations and achieve the organizational
goals and objectives. Staffing human resource is one of the most
important and necessary steps of human resource planning, job
analysis and job design.

It consists of two comprehensive concepts: Recruitment and

selection. These two critical phenomena in human resource
management are used interchangeably.

The most important part of the HR routine is the recruitment and

selection processes. The HR manager needs to understand the right
way of recruitment and selection process to retain the top talent and
build a strong consistent team. Nowadays, to increase performance
success there is a system that applies artificial intelligence in the
recruitment and selection process. It is a system that needs to be
applied correctly to avoid employee turnover.

" Right person for the right job is the basic principle in recruitment and
selection. Every organization should give attention to the selection of its
human resource, especially its managers. The operative human
resource is equally essential for the organization to work in order.

There is a small difference between recruitment and selection.

Recruitment is a positive process that involves attracting and obtaining
applications from potential job seekers. It aims at creating a pool of
qualified and competent workforce required by the organization. On the
other hand, the selection is the process of staffing the right type of
candidates for different positions in the organization. Selection is a
negative process because it involves screening applicants to identify
and employ only those candidates who fit the best in the specified job.

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Recruitment and selection play a crucial role in shaping the performance
of the organization because recruiting and selecting effectively minimise
the unwanted costs incurred in high labour turnover, poor performance
etc. Therefore, human resource management in an organization will not
be possible if unsuitable candidates will be Recruited and selected in a
business unit.

2.2
Recruitment

Is it logically possible for any organization to continue its operations

with its existing pool of employees?
The answer will be no because there is a cycle where people work,
they resign, they get retirement, and sometimes they become incapable
of performing their duties and assigned jobs due to permanent
disabilities like accidents and due to various personal and professional
issues. The organization cannot stop its workflow due to such reasons.
Therefore, to maintain the continuous workflow of business, the
organization requires new people every time. Hence the recruitment
process comes into action.

The process of finding and attracting talented applicants for a

particular job position in an organization is called recruitment.
Recruitment is an integral part of the HR department. Recruiting new
people helps the organization to get jobs done to meet the
organizational goals and objectives and improve its productivity.

To attract a large pool of candidates for a job vacancy, the organization

should have a strong recruitment policy. An effective recruitment policy
always focuses on providing clear job details to candidates or
prospective employees and establishing a positive image of the
organization and helping in getting the best person for the vacant job
position.

Many leading companies like CTS, WIPRO, INFOSYS, IBM etc. have
very well-formulated recruitment policies in place. These companies
have an effective employee referral system, strong links with
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management consultants,regular walk-in drives, etc.

14
These leading companies have structured their recruitment policy in
such a waythat they attract the interest of many candidates at a time to
apply for job openings.

The formal definition states: " recruitment is a process of attracting the

most qualified and talented candidates for a job from a large pool of
interested candidates. Recruitment focuses on catching the attraction of
people by making them apply for jobs; thereby facilitating the selection
process.

According to Dale S. Beach: " recruitment is the development and

maintenance of adequate manpower resources and it involves the
creation of a pool of available labour upon whom the organization can
depend when it needs additional employees.

As we know, human resource is the lifeblood of organizations. So it is

very important to find and attract the best candidates because a poor
recruitment process can lead to unfilled job vacancies and also there
will be a loss of revenue. While a successful and effective recruitment
process will bring the right candidates at the right time for the right
position and ensure the business moves forward.

An effective recruitment strategy can minimize the risk of employee

turnover because nowadays in a competitive business market employee
Retention can be so tricky. So organizations need to develop good
recruitment strategies to hire the best people.

2.3
Forms of Recruitment
Different organizations have different departments with their different
types ofneeds hence each department follows its recruitment process.
The recruitment process differs across different organizations
depending on their size, businessactivities and practices.
There are broadly two types of recruitment followed in an
organization,namely centralised and decentralised.

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(1) centralised recruitment

The recruitment process is centralised when the HR head office

performs all functions of recruitment. The recruitment decisions for all
the business verticals and departments of an organization are carried
out by one central HR or recruitment department. Government
organizations followed the centralised form of the recruitment process.

The benefits of the centralised form of recruitment are:

 Every department sends requisitions for recruitment to their

centraloffice.
 Reduce administration costs
 Better utilisation of specialists
 Uniformity in recruitment
 Interchangeability of staff
 Reduce favouritism

(2) decentralised recruitment

Decentralised recruitment practices are in conglomerates operating in

different and diverse and geographically spread business areas. Each
department carriesout its recruitment.

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 2.4
Needs for recruitment

The need for recruitment arises due to the following reasons or situations.

 Creation of new Vacancies due to the transfers, termination,

retirement,promotion, permanent disability, labour turnover and
death

 vacancies due to growth, diversification and expansion of the

businessactivities.

The need for recruiting new talent in the organization can arise in the
followingthree types of the condition:

1. Planned need
2. Anticipated need
3. Unexpected need

• the needs arising from changes in

organization andretirement policy.

• Anticipated needs are those movements in

personnel, which an organization can predict by
studying trends ininternal and external
environment.

• Resignation, deaths, accidents, illness give

rise tounexpected needs.

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 2.5
Purpose and importance of recruitment
 Attract and encourage a good number of candidates to apply
for theorganizational vacancies.

 Create a talent pool of prospective candidates that enables the

selection ofthe best candidates to suit the organizational need.

 Determine present and future organizational requirements

taking intoconsideration of personnel planning and job
analysis activities.

 Links the employers with the potential employees.

 Increase potential candidates’ pool at less cost.

 Increases the success rate of the selection process by reducing

the numberof underqualified or overqualified job applicants.

 Reduce the probability of leaving the organization only after a

shortperiod, once recruited and selected.

 Meet the organization’s legal and social obligations while

maintaining itsworkforce composition.

 Determine the appropriateness of the candidates by

identifying andpreparing potential job applicants.

 Increase organizational and individual effectiveness regarding the

application of various recruitment techniques and taping different
sourcesof recruitment concerned.

 Cooperation and coordination with colleges, universities and

variousother educational institutes can be strengthened
through recruitment.

 Recruitment helps HR personnel and managers to adapt to

changes takingplace in the internal and external environment.

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 2.6
Objectives of recruitment

 To attract people with multi-dimensional skills and experience

that suitthe present and future organizational strategies.

 To obtain a pool of suitable candidates for vacant posts.

 To ensure that all the recruitment activities contribute to

company goalsand a desirable company image.

 To induct outsiders with a new perspective to lead the company.

 To develop an organizational culture that attracts competent

people to thecompany.

 To devise methodologies for assessing psychological traits.

 To design entry pay that competes on quality but not on quantum.

 To search for talent globally and not just within the company.

 To search or headhunt/head punch people whose skills fit the

company'svalues.

 To infuse fresh blood at all levels of the organization.

 To conduct recruitment activities in an efficient and cost-effective

 Manner.

 To use and be seen to use a fair process.

 It represents the first contact between the organization and

prospectiveemployees.

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 2.7
Stages of the Recruitment Process

(1) Recruitment Planning

The first stage of the recruitment process is Recruitment planning. In
recruitment planning, the HR personnel determine the number of people
needed for a particular job as well as the skills that are required to
perform the job.
Many organizations use a recruiting yield pyramid to estimate the
number of applicants they must generate for recruiting the desired
number of new employees. Recruiting yield pyramid shows the
percentage of job candidates at the beginning of the step in the
recruitment process who moves to the next process.

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 (2) Strategy development
Strategy development is the next step of the recruitment process. In this
stage, the HR management develops a recruitment strategy, which
focuses on how, when and where to search for the right candidate for
the role.

(3) Searching
Searching is the third stage of the recruitment process. In this step, a
large pool of candidates is grouped to screen the right candidates later.

(4) Screening
This is the fourth stage of the recruitment process in which the HR
department considers the organizational goals and objectives, job
description and specifications and compares with the candidate's profile
to check whether it is matching or not. This process helps the HR
personnel in contacting the most suitable candidates for the vacant job
position. It is one of the most crucial stepsin the recruitment process.

(5) Evaluation and control

Evaluation and control is the last stage of the recruitment process. In
this step ofthe process, the entire process of recruitment is monitored to
check for any loopholes. After getting any loopholes the corrective
measures are taken.
Because in recruitment process considerable costs are incurred.
The costsgenerally incurred are:
 Salaries for recruiters
 The cost of advertisement and other recruitment methods, that is
agencyfees.
 Overtime costs and outsourcing costs while the vacancies
remainunfilled.
 Costs of recruiting unsuitable candidates for the selection process
 Administrative expenses
 Management and professional time spent on preparing a job
description,job specifications, advertisements etc.

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 2.8
Steps of the recruitment process

Short
6. Face to listing
face
interview

2. Job 5. Selecting
descriptio Telephoni
n cinterview

4.
3. Job posting Resume
screenin
g

Job Requirements

 Job requirements are job qualifications and skills necessary for

a certainposition

Job Description

 A job description is a document intended to provide job

applicants withan outline of the main duties and responsibilities
of the role for which they are applying

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Job posting
 A job posting is an advertisement created by an employer, his
administrative or human resources staff, or a recruiter that alerts
current employees or the public of an immediate or future job
opening within acompany.

Screening resumes
 Screening resumes are the process of sorting resumes to
disqualify candidates using successively more detailed
examinations of the resumes. The objective is to locate the most
qualified candidates for an open job.

Telephone interview
 Telephone interviews are often conducted by employers in the
initial interview round of the hiring process, this type of
interview allows an employer to screen candidates on the
candidate's experience, qualifications, and salary expectations
about the position and the company.

face to face interview

 The face-to-face interview is when the employer will decide if they
thinkyou're right for the job, and the right fit within their company

Shortlisting
 Shortlisting is the process of identifying the candidates from
your applicant pool who best meet the required and desired
criteria for the open request and whom you want to move
forward onto the next step ofyour recruitment process, which is
usually some form of interview

Selection
 Selection is the process of picking or choosing the right candidate,
who ismost suitable for a vacant job position in an organization.

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 2.9
Sources of recruitment

Internal Sources External sources

Promotion Management
Consultant
Transfers Public Advertisements

Internal Advertisements Campus Recruitment

Former Employees Social sourcing

Employee Walk-ins, write-ins, talk-ins

Referral/recommendatio
n
 Internal sources

An internal source is the type of recruitment source in which the

applicationsare invited for a job vacancy without an organization.

Promotions

Promotions are a type of internal source in which employees move to a

higher position with higher responsibilities, facilities, status, and salary
within the organization according to their performance and efficiency.
The most reliable sources of internal recruitment are promotion. To
boost the morale of staff and to increase their productivity and
performance many leading IT companies havepromoted several staff.

Transfer

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The transfer is a type of internal source recruitment which involves
shifting employees from one job to another, from one branch to another
or from one department to another. In this Recruitment process, the
nature of work, benefits, salary and other parameters may remain the
same. The transfer process takes place when there is a surplus of
human resources in a particular department or plant. Recently in India
Ericsson company has transferred a number of its human resource to
different sites in India to boost the performance and efficiency of its
staff.

Internal Advertisement/ job posting

Internal Advertisement is a type of internal recruitment process in which

a job vacancy is advertised within an organization. In the internal
Advertisement process, only the internal employees can apply for the
vacancy. In this process the organization post all the details of available
positions, nature of work, the skill required, job specification etc through
memos, email, magazines, newsletters, etc. Interested employees can
apply for a particular position by informing their superiors. Therefore,
employees are intimated about different procedures that they need to
follow for the same. There are many organizations like GE, Siemens,
Philips etc who encourage their internal employees to apply for a higher
job position through their internal job posting within the organization.

Former employees

Former employees are a type of internal source of recruitment in which

the retired management personnel are called up to perform a specific
job for a certain period. Sometimes it's become very difficult for the
organization to fill the vacant positions in that case the management
personnel or senior employees are recalled from their holidays,
especially in emergency cases or in case of extreme needs. In due
course, when the vacancy is finally filled up, the person is given the
extra additional leave. There is an Indian organization name 24/7
customer Pvt ltd which has adopted this method of recruitment.

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Employee referral/ recommendation

In this type of internal recruitment, the existing employees of an

organization refer their friends, relatives or other close acquaintances
for a job vacancy. It is one of the most effective methods of recruiting
reliable candidates because it helps in decreasing employee turnover as
people like to work with their dear ones, but the unfair practice may rise
in selecting their favourite candidates.
Some Indian banks follow the employee Referral method to recruit the
employees like Axis Bank, HDFC, and ICICI Bank.

External Source

Sometimes the recruitment requirements of an organization cannot be

fulfilled through the internal source of recruitment. Therefore, the
organization needs touse external sources of recruitment to meet the
requirements.

Management consultant

A management consultant is a type of external source of recruitment in

which the management experts are consulted to recruit and select
prospective candidates for higher-level positions in an organization. The
management consultant charges a certain amount of money from the
concerned organization which depends depending on the type of
services they are looking for. For example, management consultants
from Hay Group provide recruitment consultancy services to ITC Limited.

Public Advertisement

Sometimes organizations post the job vacancy through advertisements

in newspapers, the internet, social media, job portals etc. This
advertisement contains all the details related to the job vacancy like the
nature of work,
job description, job specification etc. The public Advertisement method
is one of the best methods to save the time and efforts of organizations
compared to other methods. But at the same time, it has one
25
disadvantage also that they are quite expensive. Many Indian public
sectors use public Advertisements to post

26
their job vacancies and recruit candidates like Steel Authority of India
( SAIL), Bharat Heavy Electricals Limited (BHEL), etc.

Campus recruitment

Campus recruitment is referred to as the main source of recruitment

for entry- level positions. To get the list of prospective candidates,
many large organizations or reputed industrial houses contact the
educational
institutions. These institutions provide the list of candidates with all the
details of students like their specialisation, and the courses offered on
campus to the organizations. Further, the organizations contact
students and communicate the company's mission, vision, business
activities, work culture, career growth opportunities, nature of the job,
products and services to the students.
In the campus recruitment method, organizations conduct interviews of
all students in one place which helps in saving time and effort.
Organizations like HCL, HP, and Infosys recruit candidates through the
campus recruitment method.

Social sourcing

Nowadays social media like LinkedIn and other social networks

along withtechnology tools such as RemarkableHire, TalentBin, Gild
and Entelo help organizations to acquire information about
prospective candidates.
Organizations create a profile of prospective employees and map their
competencies level based on professional, personal and social data that
is provided by candidates on social sites.

Walk-ins and write-ins

In the self-initiated walk-ins and write-ins method, the interested

candidates get opportunities to apply for a job by writing or applying
online or registering their interest through email to the organization.
Organizations also conduct walk-in drives to encourage people to
approach directly to the company and undertake the recruitment rounds.
Organizations like Genpact, and HCL conduct walk-in drives to recruit
candidates.
27
 2.10
Advantages and disadvantages of an internal source of
recruitment

Advantages

(1) Economical

The cost of recruiting internal candidates is minimal. No expenses are

incurredon advertising.

(2) Suitable

The organization can choose the right candidates with the requisite
skills andtalents.

(3) Reliable

The organization can select as per the knowledge and the suitability of a
candidate for a position.

(4) Satisfying

A policy of preferring people from within offers motivates employees to

workhard and earn promotions. Loyalty, commitment and enthusiasm are
enhanced.

Disadvantages

(1) Limited choice

The organization has to select from a limited pool of candidates. May

have toselect the less qualified candidate.

28
(2) Inbreeding

The talented people available outside an organization are not

entertained. Innovations and dynamism may be less in the existing
employees to enterprise activities.

(3) Inefficiency

Promotions based on length of service rather than merit may discourage

the efficient candidate but will be a boon to the inefficient employees.

(4) Disagreement

Recruitment from within the organization may encourage conflict among

employees aspiring for limited, higher-level positions in an organization.

2.11
Advantages and disadvantages of the external source
ofrecruitment

Advantages

(1) Wide choice

The organization has the freedom to select candidates from a large pool.
Candidates with requisite qualifications, knowledge, skills and aptitude
can be selected.

(2) Induction of young blood

people with requisite skills and knowledge could be hired to stir up the
existing employees and pave the way for innovative ways of working.

29
(3) Motivational force

It helps in motivating internal employees to work hard, who are seeking

career growth. Such a competitive atmosphere would motivate an
employee to work tothe best of his abilities.

(4) Long term benefits

Talented people could join with new ideas, and meaningful expression
and a competitive atmosphere would compel people to give their best
and earn rewards.

Disadvantages

(1) Expensive

Tapping varied sources of recruitment costs higher.

(2) Time consuming

It takes time to advertise, screen, test and select, suitable employees.

(3) Demotivating

Existing employees who have requisite skills and qualifications and

experience and considerable services may resist the process of filling
up vacancies from outside. This feeling, that their services have not
been recognised by the organization, may force them to work with less
enthusiasm and motivation.

(4) Uncertainty

There is no guarantee that the organization, would get a suitable

candidate. It may end up hiring someone who does not 'fit ' and who
may not be able to adjust to the new setup.

30
 2.12
Factors Influencing Recruitment

Internal Factors External Factors

Recruitment policy of an Labour Market
organization
Size of the organization Image/Goodwill
Recruitment costs Political/ legal/
social
Environment
Human Resource Planning Level of Competition
 Internal factors
Internal factors are those factors which come under the control of the
organization. Like if any organization wants to expand its business
operation locally, nationally, or internationally, then it would need more
human resources to carry out the operations. Hence, they will start the
recruitment process, but there are some internal factors which will
influence that process.

 The recruitment policy of an organization

This factor outlines the objectives of recruitment and provides a

structure for a recruitment program. The recruitment policy of an
organization focuses on developing a system for the implementation of
recruitment programs and procedures by filling vacant job positions with
the right candidate at the right time.

 Size of the organization

The size of the organization also plays a significant role in influencing

the recruitment process. If an organization wants to expand its business
operations, it needs to recruit more human resources to carry out the
operations. For

30
example, a new location of the Business would need the right number of
human resource resources for the right job positions.

 Recruitment cost

Recruitment cost is another factor that influences the recruitment

process because there is a high cost involved in recruiting a candidate.
Therefore,organizations need to use the recruitment method that incurs
the lowest cost per candidate.

 Human resources planning

HRP also plays a role in influencing the recruitment process. An

effective HRP identifies the gaps between the existing workforce of an
organization. It also helps in forecasting the number of workforces
needed to fill those gaps and also ensures the right people get the right
job according to their skills and competencies.

External factors
External factors are those factors which are not under the control of
the organization. For example, if the demand for labour is more
compared compared-compare compared compare compared to the
supply of labour in the market, organizations will find difficulty in
recruiting people. This would ultimately affect the recruitment policy of
the organization to a large extent.
Apart from these there are some other major external factors influencing
the recruitment process these are as follows:

 Labour market

The labour market is one of the most important factor factors that
influence the recruitment process. The labour market plays a very
important role in recruitment. The availability of labour in the location
of the organizationinfluences its recruitment policy to a large extent. If
the supply of labour is less than the demand of labour in the market it
will create problems. Organizations
31
may find it difficult to recruit if there is a lack of suitable people at
thatparticular location.

 Image / goodwill

A positive image and goodwill of an organization play a significant role in

influencing the recruitment process. Because organization having a
positive image and goodwill helps to attract the people easily to apply
for a job. People always prefer to apply to an organization which has a
good reputation in the market and also who are well established in the
market.

 Political - legal- social environment

There are various government rules and regulations that prohibit

discriminationin recruitment and have affected recruitment practices in
organizations. For example, the government has introduced legislation
for reservation in employment for scheduled castes, scheduled tribes,
physically handicapped etc. it becomes an obligation for the employer.
Also due to the trade union, the management restricts the freedom to
select the people whom it believes would be the best performers.

 Level of Competition

In today’s competitive business environment organizations need to

constantly monitor and analyse the recruitment strategies of their
competitors to stay competitive in the market. The high level of
competition forces the organizations to change their recruitment policy.

2.13
Selection

The selection procedure is concerned with securing relevant

information aboutan applicant. The objective of the selection decision
is to choose the individualwho can most successfully perform the job
from the pool of qualified
32
candidates. The selection procedure is the system of functions and
devices adopted in a given company to ascertain whether the
candidate's specifications are mat he'd with the job specification and
requirements or not.

 The selection procedure cannot be effective until and unless:

 Recruitment of the job to be filled has been specified.
 Employee specifications have been specified.
 Candidates for screening have been attracted.

The main purpose of selection is to find the best candidate available

from a large pool of people after the recruitment process to do the
required job. Most people view selection as a negative process because
there are a lot of candidates who are rejected in the selection process.
Sometimes due to lack of experience and skills and negligence,
candidates having good skills are denied the opportunity to work with
the organization. Thus it is very important to have capable HR personnel
who can ensure the right talent with the right potential should be hired.
Organizations need to have efficient people if they want to grow and
expand in the future.

The formal definition of selection: selection is the process of choosing

candidates who have the required knowledge and skills to do a particular
job.

According to Cooper et al. (2003), Selection involves the sorting out of

applicants for a vacant job and the elimination of those applicants who
do not fitthe requirements of the job or the organization.

2.14
Process of Selection

The process of selection is different from one organization to the

other depending on the nature of work, and the jobs involved. There
are a few common steps in the selection process:

33
Conducting preliminary interviews

Filling an application blank

Conducting employment tests

Conducting Employment Interviews

Performing reference checks

Conducting physical examinations

Offering the appointment letter

Making final selection

34
Step 1: Conducting preliminary interviews

This is the first step of the selection process which involves conducting
interviews with the pool of candidates after the recruitment process to
reject thenon-suitable applicants based on the information given in their
profiles. It is also known as an initial 'meet and greet' step. In this step,
the candidates are checked for their academic qualifications, family
background, skillset and interest in working with the organization. The
preliminary interview is less formal.

Step 2: Filling an application blank:

In this step, an application form is a fill-up by the candidates after a

preliminary interview. These application forms ask for the details such
as education background, personal information, work experience, etc.
That is to be filled up by the candidates. After that, the screening of
application forms is carried out to eliminate all the unwanted or
unsuitable applications. Candidates of the selected Application forms
are again called up for the further process.

Step-3: Conducting employment tests

The applicants who have successfully passed the application screening

round are invited to participate in the further employment test round to
check the mental ability and skill set of a candidate. This step helps the
HR personnel judge whether the candidate would be able to perform the
required job or not. The employment tests are designed according to the
organization's requirementsand the nature of the job. Several tests are
conducted during this step these are as follows:
Aptitude test
Ability test
Intelligence test
Personality test
General knowledge
testGraphology
testMedical test
Polygraph test

35
Perception
test
Projective
test Interest
test

Step -4: Conducting employment interviews

In this step, the qualified candidates for the employment test are called
up for the interviews. This interview is one to one session with the
candidate that helps the HR personnel to gain more insight about him.
The motive of this interview is to discover more about the candidate by
asking questions and also give him a clear picture of what kind of job he
or she has to perform. These interviews are managed by the HR
personnel of the organization. Employment interviews, used for
selecting the candidates can be structured or unstructured. In structured
interviews, all the questions are prepared in advance that has been
asked in interviews from the applicants. On the other hand, unstructured
interviews do not have any specific format or sequence for asking
questions in the interview. Some of the interviews types are:

Formal interview
Informal interview
Depth interview
Group interview
Sequential
interview Panel
interview Stress
interview
Non-directive interview

Step-5: Performing Reference checks

The fifth step of the selection process involves checking the previous
employment records, education background, and various other personal
details of candidates who have qualified for the employment interview. A
reference check is generally done to verify whether the information given
by the applicant is correct or not. This step is commonly performed by

36
contacting the employer of the candidates of their present organization,
by contacting their family members, and friends through telephone,
emails and letters.

37
Step-6: Conducting a physical examination

In this step, the qualified candidates have to go through a medical

examination. Many organizations need a medical certificate from a well-
known hospital or a doctor to ensure that the qualified candidate is
physically and medically fit to perform the job properly.

Step-7: Offering the appointment letter

This is the final step of the process that involves providing the
appointment letter to the candidates who have successfully qualified in
the previous round of the selection process. The appointment letter
must have a provision for a reasonable time for reporting for the
appointee. This provision provides proper time for the new appointee to
prepare themselves for relocation as required by the job or to obtain the
reliving certificate from the previous employer. The appointment letter
generally includes the date on which the candidate must jointhe job.

Step-8: Making the final selection

This is the final step of the selection process in which the candidate
is finallyselected after he or she handed in the signed and accepted
appointment letter and now the candidate is ready to join the new
organization.

38
 2.15
Difference between recruitment and selection

BASIS FOR RECRUITMENT SELECTION

COMPARISON
Recruitment is an activity Selection refers to
Meaning ofsearching candidates the process of
and encouraging them selecting thebest
apply for it. candidates and
offeringthem
job.
Approach Positive negative
Inviting more and more Picking up the most
Objective candidates to apply for suitable
thevacant post. candidate and rejecting
the
rest.
Key Factor Advertising the job Appointment of
thecandidate
Sequence First Second
Vacancies are notified by The firm makes
Process the firm through various applicantpass through
sources and application various levels
formis made available to like submitting form,
the candidate. written
test, interview, medical
test
and so on.
Contractual As recruitment only Selection involves the
Relation impliesthe creation of contractual
communication of relation between the
vacancies, no contractual employer and
relation is established. employee.
Method Economical Expensive

38
 3.
OBJECTIVES

39
 OBJECTIVES

Every job has its objective. Without any objective, the job or the task
isrendered meaningless.

The main objectives for preparing this project are:

(1) To know the perception of employees concerning

recruitment andselection
(2) To evaluate and analyse the recruitment process that is
followed byAccenture.
(3) To evaluate and analyse the selection process that is
followed byAccenture.
(4) To review the HR policies for recruitment and selection.

40
 4
SCOPE OF THE PROJECT

41
 Scope of the project
Attracting and retaining the right talent has become very critical in
today's changing business environment. To meet the demands of
today's competitive environment, it becomes very essential to build an
efficient staff for the higher growth of the organization. The organization
always focuses on adding the right people to the team, so that they can
efficiently contribute toward competitive advantage. At the same time,
adding the wrong people to the team will create difficulty in meeting the
strategic objectives of the organization. All the recruitment and selection
activities are organised and handled by the HR department so
sometimes it becomes challenging for them.

The first challenge for the HR department is to create a

pool of talent which should be large enough for the organization. The
second challenge comes with the effective process of screening and
selecting the best
candidate for the role. In today's competitive business environment it is
very for the organization to find a large number of efficient talent and
encourage them toapply for the jobs in the organization. With the help of
effective recruitment and selection procedures, organizations will be
able to:

 Reduce the cost of the selection process:

An organization can reduce the cost of selecting the desired

candidate byadopting a good recruitment and selection process.

 Motivate employees:

An effective recruitment strategy can help in hiring the best-motivated

employees in the organization.

 Reduction in training cost:

By adopting a good recruitment and selection process, an

organization can reduce the training cost because the efficient
candidates do not require any additional training for their better
42
performance.

43
  Reduce employee turnover:

Employee turnover will be automatically reduced when the right

people will be hired for the right position. The right job will make
employees satisfied which results in better performance and
higher productivity.

This project is based on Accenture information and their recruitment

and selection procedure. This project report will help to learn and
understand Accenture, their strategy to make the recruitment process
efficient and their business activities around the world. The project
report will also help to learn the difference between theoretical
knowledge and practical implications in anorganization.

44
 5
INDUSTRY PROFILE

45
 OVERVIEW OF INDIA’S IT INDUSTRY
BACKGROUND

Information technology services, consulting, and outsourcing is all part

ofIndia's huge information technology industry. In 2020, the IT industry
will contribute 8% of India's GDP. The revenue of the IT and BPM
business is expected to reach US$194 billion in FY 2021, up 2.3 per cent
year on year. In FY 2021, the IT industry is expected to generate US$45
billion in domestic sales and US$150 billion in export income. As of
March 2021, the IT-BPM sector employs 4.5 million workers. Employee
attrition is highest in the Indian IT-BPM business. In recent years, the
business has seen a surge in resignations from all levels of the
organization. The Indian IT industry is notorious for abusing cheap
labour as a worldwide outsourcing powerhouse. Many people are
concerned that, as the IT-BPM sector evolves, artificial intelligence (AI)
will drive major automation and job loss in the future years. Two-thirds
of India's ITservices exports are to the United States.

Growth of Information technology in India

The information technology (IT) industry is a critical component of the

21st century's technology-driven knowledge economy. In reality, India's
remarkable IT industry has earned it global recognition as a knowledge
economy. IT services, IT-enabled services (ITES), e-commerce (online
business), software, and hardware items are all part of the IT sector.
This industry also contributes to the development of infrastructure for
storing, processing, and exchanging data for critical corporate activities
and other organizations. IT-based services and solutions have become
critical to the growth and success of any business. This industry has a
noticeable impact on boosting the productivity of practically every other
area of the economy, and it also has a lot of room to grow and improve.
Information technology has not only aided the country's economic
progress but has also improved governance efficiency and
responsiveness. It hasmade government services and information more
accessible and affordable.
Information technology has also improved the management and delivery
of government services (such as health care and consumer rights) by
increasing openness.
46
India's IT industry has grown at an unprecedented rate in the world's
[Link] the previous two decades, all sub-sectors of this industry
(hardware products have seen less success) have increased revenue
and driven the rise of the Indian economy. The government of India's
liberalisation initiatives, such as lowering trade barriers and abolishing
import levies on technological products, have played an important role in
the expansion of the IT industry. Other government measures, such as
the establishment of Software Technology Parks (STP), Export Oriented
Units (EOU), Special Economic Zones (SEZ), and foreign direct
investment (FDI), have also aided this industry in gaining a prominent
position in the global IT industry.

Evolution of the Indian IT industry

India had no guiding policy or structure for computer/software

technology afterindependence until 1970. During this time, however, the
government took various measures to begin the design and
manufacture of computers in educational institutions. The Bhabha
Committee, which was established in 1963, emphasised the importance
of electronics and computers in India's development. The Government
of India established the Department of Electronics (DoE) in 1970 to
promote the growth of electronics and computers in India, based on the
recommendations of the Bhabha Committee. The government created
a new software scheme in 1972, allowing the import and export of
software devices. In 1974, Tata Consultancy Services (TCS) had its first
overseas client, Burroughs Corporation from the United States, and this
plan is considered the first breakpoint in the history of the Indian IT
industry.

IT industry boosting India’s growth/CONTRIBUTION OF ITINDUSTRY

IN INDIA’S GROWTH

Following the 1991-92 economic reforms, the Indian IT industry grew at

an exponential rate. Thousands of centres have been established by
Indian IT companies in India and about 80 countries across the world.
The Indian IT industry, which accounts for about 55 per cent of the
global service sourcing market (US$ 200-250 billion) in 2019-20, is
sourcing IT-ITES from the bulk of global firms. The IT industry’s market

47
size (particularly export) has increased dramatically from approximately
67 billion dollars in 2008-09 to 191 billion

48
dollars in 2019-20. (Graph 1). Revenue is predicted to expand at a faster
rate in the following years, reaching 350 billion US dollars by 2025.
The amazing aspect of India’s IT industry is that, while it grows in terms
of market size, it is also incrementally adding a major share of India’s
gross domestic product (GDP), so helping the country’s growth and
development. The IT industry generated roughly 8% of India’s overall
GDP in 2017-18, up from a meagre 0.4 per cent in 1991-92. (Graph 2).
By 2025, this percentage is predicted to rise to 10%.

CHALLENGES IN THE INFORMATION

TECHNOLOGY INDUSTRY

For the twenty-first-century generation, Information Technology is a

buzzwordand a boon. It is a growing field that has influenced our lives
and functioned asa catalyst for globalisation. However, while we enjoy
the benefits of the digitalage, we also face some challenges.

Talent Shortage

One of the most difficult difficulties facing the IT business is employee

retention. Software businesses hire employees and train them, but then
employees quit after they've gained enough experience on the job.
Employers invested money to integrate them into the workflow. There is
a significant disparity between the abilities that employers require and
the talents that job seekers possess. Our educational system still
requires improvement. This has ramifications for industries that require
highly qualified workers. Our country's unemployment rate is high, but
many businesses are having difficulty filling open positions.

Cloud Computing

Data backup, disaster recovery, email, virtual desktops, software

development, and testing are all things that firms in the IT industry use
the cloud for. Rather

49
than purchasing or maintaining actual data centres and servers, cloud
providers can supply services such as processing power, storage, and
databases.

However, there is a slew of challenges and concerns with cloud

computing, including cost, service provider reliability, downtime, data
overload, password, security, and, most importantly, data privacy.

Remote Workplace

Due to the lack of a boss or teammates to consult or provide fast

responses or sources, working remotely might create distinct obstacles.
Infrastructure is the most important requirement for completing such
activities, however, to obtain such infrastructure, enormous sums of
money are spent on acquiring assets that can sustain, control, and
handle large amounts of data. However, these arrangements are
vulnerable to hacking and data theft, which necessitates the use of
sophisticated firewalls and software. This is the additional expense
incurred by the IT industry.

Government rules of different countries

Companies in the United States seek highly skilled individuals from other
countries for specific projects. These employees were granted H1-B
visas, but the Trump administration modified the H1-B visa programme,
negatively impacting businesses that rely on the US market. The US
government's new rules for obtaining H1-B visas made it difficult for
employers to demonstrate that employees/workers travelling on an H1-B
visa is expected to serve a purpose in the project and are not travelling
for personal gain or hidden benefits.

Risks of outsourcing

Outsourcing is becoming more popular as a result of a skills scarcity or

a desire to save money. Outsourcing, on the other hand, has brought
with it a slew of problems, including security risks, legal obstacles, and
cultural and time zone issues.

50
 6
COMPANY PROFILE

(IT services and consulting company)

51
 Introduction

Accenture is one of the Fortune Global 500 companies all over the world
and one of the world's major professional services firms, with expertise
in consulting, strategy, digital, technology, and operations. With over
319,500 employees, Accenture serves clients in over 200 cities across
120 countries. Accenture helps organizations maximise their
performance and accomplish their vision by combining exceptional
experience, comprehensive skills across all industries and business
functions, and deep research on the world's most successful firms.
Accenture works with clients to help them grow into high- performing
companies and governments.

ACCENTURE BUSINESS INCLUDES

ACCENTURE STRATEGY:

Accenture's strategy combines strong business expertise with an

awareness of how technology will impact industry and business models
to shape their clients' futures. Accenture is a business and technology
consulting firm that brings together strengths in business, technology,
operations, and function planning to help customers develop and
implement industry-specific strategies that support enterprise-wide
transformation.

ACCENTURE CONSULTING

Accenture consulting is made up of employees from five different

operational groups: Communications, Media & Technology, Financial
Services, Health & Public Service, and nd Products and Resources. They
are industry specialists with the knowledge and skills to assist in the
transformation of the world's most successful businesses. Accenture
Consulting is in charge of orchestrating and bringing together the best
of Accenture from across the enterprise, as well as developing and
maintaining long-term customer relationships.

ACCENTURE DIGITAL:
52
It combines its digital marketing, analytics, and mobility expertise to
help clients use technology to change their organizations. They assist
clients in using digital technologies to provide more meaningful and
relevant consumer experiences across all channels and customer
groups, as well as develop new products and business models and
improve the efficiency and effectiveness of their internal processes.

ACCENTURE TECHNOLOGY:
This utilises technology to stimulate innovation, create cutting-edge
solutions, and boost productivity. It is divided into two sections:
Technology Delivery, which includes global delivery capabilities as well
as application services— including systems integration and application
outsourcing—and our software solution portfolio; and Technology
Innovation & Ecosystem, which includes R&D activities in our Technology
Labs and management of our ecosystem alliance relationships.

ACCENTURE OPERATIONS:
Business process outsourcing, infrastructure consulting,
infrastructure outsourcing, security, and cloud services, notably the
Accenture Cloud Platform, are all provided by this company.
Accenture helps clients enhance efficiency and performance by
transforming, building, and operating IT infrastructure and business
processes for them.

TRUSTED CLIENT RELATIONSHIPS:

Accenture works in the heart of their client's operations, assisting them
in dealing with their most complex and mission-critical issues.
Accenture works with 89 of the Fortune Global 100 and more than three
-quarters of the Fortune Global 500. We are delighted to say that 95 of
our top 100 clients have been with us for more than ten years.

INDUSTRY DIFFERENTIATION:
half of Accenture is noted for its breadth of knowledge across more
than 40 sectors, with more than its employees having industry
certifications or being aligned with a specific industry. Accenture
delivers end-to-end businessservices that are adaptable and scalable
and handle industry-specific business and performance concerns, as
well as specialised enterprise functions across industries.

Global footprint:
Accenture has a global footprint that is organised around three
geographic regions: North America, Europe, and Growth Markets, and it
53
serves clients in

54
over 120 countries. Accenture is both global and local, delivering
localexecution and market relevance everywhere they operate.

TECHNOLOGY LEADERSHIP:
Accenture has a privileged position in the ecosystem as the biggest
independenttechnology services provider, and several significant firms,
including asap, Oracle, Microsoft, HP, and [Link], consider
Accenture to be their #1 partner. Accenture's Global Delivery Network is
unrivalled in terms of scale and breadth, with 237,000 individuals
operating from more than 50 delivery centres and client locations
across the world.

OPERATIONAL EXCELLENCE:
Accenture operates as a high-performance organization. Accenture
manages its operations with rigour and discipline to improve efficiency
and competitiveness to meet our long-term aim of providing sustainable,
profitable growth.

Overview of company
Accenture is a worldwide professional services firm that specialises in
digital, cloud, and security solutions. We offer Strategy & Consulting,
Interactive,Technology, and Operations services, all driven by the world's
biggest network of Advanced Technology and Intelligent Operations
centres, with unparalleled experience and specialised capabilities across
more than 40 sectors. Every day, our 569,000 employees fulfil the
promise of technology and human inventiveness for clients in more than
120 countries. For our customers, people, shareholders, partners, and
communities, we believe in the potential of transformation to produce
value and shared success.

Top 5 Competitors
(1) Deloitte
(2) IBM
(3) Capgemini
(4) Cognizant
(5) Infosys
55
Mission

56
“To deliver on the promise of technology and human ingenuity. We
embracethe power of change to create long-lasting value in every
direction for our clients, people and communities.”

Culture

Work Environment and Culture

Accenture places a premium on employee diversity and distinctive
contributions. Accenture's culture is one of trust, openness, and
inclusion. Every employee is handled with respect and by Accenture's
values. Integrity is extremely crucial in most businesses. At Accenture,
this means being morally reliable, honest, and inspiring trust by stating
precisely what you mean, following through on promises, and taking
responsibility for your actions.

Accenture provides a variety of workplace solutions and new tools that

let you stay connected internationally, allowing you to combine your
professional andpersonal lives:

Flexible Schedules: Accenture offers a variety of optional alternatives,

including job-sharing, part-time, and flex-time schedules.

Telecommute: Working from a place other than an Accenture office or

project site is acceptable.

Client-Site Flexibility: Fly-back flights, reduced workweeks, extended

weekends, and client time may all help you manage your time away from
home.

Values
"Our principles form our organization's culture and determine our
company's character." Individual behaviours help us to live out the main
ideas. They set thetone for how we behave and make decisions..”

 Client Value Creation

 One Global Network

57
 Respect for the Individual
 Best People
 Integrity

 Stewardship

Industries Served
 Aerospace and Defence
 Automotive

 Banking

 Capital Markets

 Chemicals

 Communications and Media

 Consumer Goods and Services
 Energy

 Health

 High Tech
 Industrial

 Insurance

 Life Sciences
 Natural Resources

 Public Service
 Retail

 Software and Platforms

 Travel

 Utilities

Services
 Application Services

 Artificial Intelligence

 Automation

58
  Business Process Outsourcing
 Business Strategy
 Change Management
 Cloud

 Customer Experience

 Data & Analytics

 Digital Commerce

 Ecosystem Services
 Finance Consulting

 Industry X

 Infrastructure

 Marketing

 Mergers & Acquisitions (M&A)

 Operating Models

 Security

 Supply Chain Management

 Sustainability

 Technology Consulting
 Technology Innovation

 Zero Based Budgeting (ZBB)

Student Opportunities

Students can make their careers at Accenture in the following fields:

1. Consulting

 Drive end-to-end transformation

 Lead epic disruption
 Partner with the biggest clients

59
2. Strategy

 Advise C-suite and industry leaders.

 Focus on business. Fuelled by technology
 Lead with insight

3. Digital

 Industry X: Build incredible experiences by applying powerful

solutionsacross industries
 Interactive:Provide end-to-end marketing solutions—from
creative design and digital production to customer experience
and e-commercedevelopment

4. Technology

 Cloud

 Data & Analytics

 Microsoft

 Salesforce

 SAP

 Security

5. Operations

Utilize the power of rich data for decision-making, innovative technology,

and powerful machine intelligence to rethink how people work and
businesses operate.

60
 6
LITERATURE REVIEW

61
 LITERATURE REVIEW

Recruitment
Recruitment is a process of attracting the most qualified and talented
candidates for a job from a large pool of interested candidates.
Recruitment is an integral part of the HR department. Recruiting new
people helps the organization to get jobs done to meet the
organizational goals and objectives and improve itsproductivity.

Selection
Selection is the process of choosing candidates who have the required
knowledge and skills to do a particular job. The main purpose of
selection is to find the best candidate available from a large pool of
people after the recruitment process to do the required job.

Recruitment and selection method in

Accenture
The right person for the right job is the basic principle in recruitment and
selection Every organization should give attention to the selection of its
human resource, especially its managers. Recruitment and selection
play a crucial role in shaping the performance of the organization
because recruiting and selecting effectively minimise the unwanted
costs incurred in high labour turnover, poor performance etc.

Direct method
In the direct method of recruitment, the representative of the
organization who works in cooperation with placement cells in the
institutions is sent to the potential candidates in the educational and
training institutes they communicate

62
and establish contacts with the candidates who are seeking jobs.
Sometimes the employers establish direct contact with the professor
and ask for information about the students having excellent academic
experience and records.

Indirect method
In an indirect method of recruitment, the organization use
advertisement in newspapers, on television or the radio, or use
professional journal and magazines to recruit people.

This method of recruitment is useful in the case of:

 When an organization does not find suitable candidates through

internalhiring to promote them to the higher position.
 When organization desires to reach a large number of people.
 When the organization has to fill up scientific, professional and
technicalposts.

Third-party
In a third-party method of recruitment, the organization take the help of
private employment agencies, professional associations, data bank,
management consultants, employee Referrals, trade union etc to fill the
vacant positions.
These third-party parties act as a mediator to establish contact with the
job seekers.

E-recruitment

E-recruitment or internet recruitment refers to the practice of advertising

the jobvacancies online and the formal sourcing of information about the
jobs online.
Through the e-recruitment process, organizations can reach a large
number of potential candidates. Organizations may build their in-house e
-recruitment platforms and use e-recruitment HR software to source the
candidates.

Major Fundamental Elements of the E-recruitment Process

63
Tracking

64
It's useful for keeping track of a candidate's position in the jobs he or
she hasapplied for.

Employer’s Website
Provides information about job openings as well as data gathering for the same.

Job portals
These websites, such as Career Age, Indeed, Monster, Naukri, Times
Jobs, andothers, feature job postings from businesses and agencies.

Online Testing
Candidates are evaluated over the internet based on numerous job
profiles toassess them on a variety of aspects.

Social networking
Candidates are assessed online based on several job profiles to assess
them on avariety of factors.

Process of recruitment and selection in

Accenture

Steps in the recruitment process:

Step-1:

The requisition is the first step in the recruitment process. The project
manager understands the need for requisition first and requests the
recruiting department when there is a need for new staff in any
department.

Step-2:

Once the HR department gets the request from the project manager
and approval from the general manager they ask for the Job
description from the concerned manager to start the further process
of recruitment.

65
Step-3

This step involves posting the job vacancy to the various platforms after
getting approval with the proper job description. HR uses both external
as well internal sources in the recruitment process, however, they give
priority to the internal employees.

Sources of recruitment in Accenture

Requisitio

Interna Externa

Employe Retired manageme social campus

e employe nt recruitme job

Internal source:

 Present permanent employees

The organization always considers the candidates from their industry because:
a) There is an availability of the most suitable candidates.
b) Also, fulfil the policy of the organization to motivate the
presentemployees.

66
  Retired employees
management personnel are called up to perform a specific job for a
certain period. Organizations re-employee the retired employees as a
token of their loyalty to the organization.

External source

 Management consultant

Organizations use management consultants to hire people for higher

positions. These experts charge some amount of money from the
organization.

 Social media

Nowadays social media is a modern mode of recruitment and one of the

best options to connect with candidates. For example, LinkedIn,
Facebook etc.

 Campus Recruitment

To get the list of prospective candidates, many large organizations or

reputed industrial houses contact the educational institutions. These
institutions providethe list of candidates with all the details of students
like their specialisation, and the courses offered on campus to the
organizations.

 Job portals

There are many job portals like [Link], [Link], and

[Link] nowadays that connect the employer with the
job seekers.
Organizations use these portals to recruit the people for the job.

67
 Factors affecting the recruitment process in
Accenture

Internal factor External factor

HR planning Level of competition
Size of the organization Labour market
Recruitment cost Political/ legal/
social
Environment
Recruitment policy Image of the organization

Selection Process in Accenture

 Internal Selection

The candidate who is recruited internally does not need to go through the
selection process because the employer is already aware of their skills
and abilities.

The basic criteria followed by the company in the internal selection

are asfollows:
 Employee’s efficiency
 Work experience
 Total revenues made by the employee.
 Technical knowledge

63
  External Selection

The candidates who are recruited externally have to go through the

selection process. With the help of the selection, procedure employers
would be able to pick the best-qualified candidate for the job.

The external candidates are generally in two categories. There are

differentsteps of the selection process are designed for both the
category.
 Fresher candidates
 Experience candidates

Selection steps for fresher candidates:

64
Selection steps for experienced candidates:

Members involved in the Selection process:

Selection process Members

Test Technical Engineer
Technical Interview Tech Lead
Panel Interview HR manager, Tech lead,
Technical Manager
Final Interview HR manager, Project
Manager

65
 8.
RESEARCH
METHODOLOGY

66
 RESEARCH METHODOLOGY

Research is referred to as human activity based on intellectual

application in the investigation of the matter. It comprises a series of
steps that are designed and executed to find answers to the issues. The
basic goal of the research is to uncover, understand, and create
techniques and systems to enhance humanknowledge on a wide range
of scientific topics in our world and the universe.
Scientific research is based on the use of the scientific
method, as well as a sense of wonder and curiosity. This study
contributes scientific knowledge and hypotheses to the understanding
of nature and the qualities of the world we live in.
Research methodology is a systematic approach to solving a research
problem. Research methodology outlines the purpose of the study, how
it will be conducted, how progress will be measured, and what
constitutes success in terms of the goal set for the study. The study will
be undertaken to meet the aforementioned aims and objectives, and it
will be exploratory and descriptive in character that includes personal
interviews based on a questionnaire format.

 AIM
To study the recruitment and selection process of IT employees in
Accentureand review HR policies related to recruitment and selection.

 Research design
Descriptive research

 Source of data collection:

Both the primary and secondary source was used for the collection of
data.

 Primary data:
Questionnaire and interview

 Secondary data:

67
Books and journals

Primary data: The collecting of primary data entails gathering

informationthat does not previously exist. This may be accomplished in
a variety of ways, including surveys and phone interviews, among
others.

Secondary data: Rather than collecting data from research and

experiments, secondary data entails summarising, collecting, and
synthesising previously published findings.

 The sources of data collection are as follows:

Primary data Secondary data

Questionnaire Magazines
Observation Company Records
method
Discussion Website of
Company
Interview schedule Other Records
 Data type:

Primary and secondary data were collected.

 Sample unit:

IT employees of Accenture

 Sample Size:

20

 Sampling Technique:

Convenient sampling

 Field of Study:

This project was accomplished at Accenture, Pune.

68
 9.
DATA ANALYSIS AND
INTERPRETATION

69
 9.1 FORM OF RECRUITMENT AND SELECTION

9.1 Which form of recruitment and selection is used in Accenture?

(a) Centralised

(b) Decentralised

Table: 9.1

Options Centralised Decentralised Total

Responses 3 17 20
Percentage 15 85 100%

Chart:9.1

Centralised
Decentralise
d

Interpretation:

It was found that 85% of the recruitment and selection is carried out in Decentralised
form which means that all the units of Accenture recruit their employees according to
the vacancy available at the unit. Only 15 % of recruitment is centralised there to
recruit the higher management employees.

70
9.2 SOURCES USED IN RECRUITMENT AND SELECTION

9.2 Which source of recruitment and selection process is used in Accenture?

(a) External

(b) Internal

( c) Both

Table:9.2

Options External Internal Both Total

Responses 5 3 12 20
Percentage 25 15 60 100%

Chart:9.2

External
Internal
Both

Interpretation:

It was found that 60% of the recruitment and selection is carried out by both internal
and external sources, whereas 25% of recruitment is carried out by external
consultants or job portals and the rest is carried out internally.

71
 9.3 EXTERNAL SOURCE USED IN RECRUITMENT

9.3 Identify the external source from where you came to know about the job?

(a) Advertisement
(b) Consultant
(c) Personal reference
(d) Campus Recruitment

Table:9.3

Options Advertisement Consultant Personal Campus Total

Reference Recruitment
Response 5 10 3 2 20
Percentage 25 50 15 10 100%

Chart:9.3

10%
25%
15%
Advertisement
Consultant
Personal
Reference
50% Campus Recruitment

Interpretation:

It was found that 50% of the employees are hired through the consultancies and
25% of employees came to know about the vacancy through advertisement with
15% coming through personal references and 10 % came coming through the
campus came coming. Therefore we can say that the Consultancy and
advertisement are the major external source of recruitment in Accenture.

72
 9.4 PERCEPTION OF EMPLOYEES TOWARD RECRUITMENT
PROCESS

9.4 Does HR provide an adequate pool of quality candidates?

(a) Yes
(b) No

Table:9.4

Options Yes No Total

Response 17 3 20
Percentage 85 15 100%

Chart:9.4

15%

Yes
No
85%

Interpretation:

It was found that 85% of the employees are satisfied with the recruitment process
and happy with the adequate pool of quality candidates. Whereas, 15% of
employees want some changes in the recruitment process of the Accenture.

73
 9.5 APPROACH OF MANAGEMENT IN THE RECRUITMENT
PROCESS

9.5 What was the approach of management during the recruitment

process inAccenture?

(a) Serious & positive

(b) Casual
(c) Negative
Table:9.5

Options Serious & Casual Negative Total

Positive
Response 16 3 1 20
Percentage 80 15 5 100%

Chart:9.5

5%
15%
Serious &
Positive
Casual

80%

Interpretation:

According to the data, 80% of the employees found the approach of management
during the recruitment process was serious and positive during the recruitment
process. Whereas, 15% found management was casual and the rest 5% of
employees found the approach of management during the recruitment process was
negative due to any incident.

74
9.6 METHOD USED DURING THE SELECTION PROCESS

9.6 Are you satisfied with the resume screening and shortlisting method used by the
organization?

(a) YES
(b) NO

Table:9.6

Options Yes No Total

Response 14 6 20
Percentage 70 30 100%

Chart:9.6

30%

Yes
70% No

Interpretation:

According to the data, 70% of the employees were satisfied with the resume
screening and shortlisting method, however, 30% of employees found the method to
be lengthy and complex.

75
 9.7 MANAGEMENT APPROACH IN VERIFICATION DURING THE
SELECTION PROCESS

9.7 What was the management approach during verification before and
afterselection?

(a) Serious & positive

(b) Casual
(c) Negative

Table:9.7

Options Serious & Casual Negative Total

positive
Response 18 2 0 20
Percentage 90 10 0 100%

Chart:9.7

10% 0%

Serious &
PositiveCasual
Negative
90%

Interpretation:

According to the data, it was found that Accenture is very serious and positive
towards the employee verification during the selection process. However out of 100
% only 10% feel the verification process is casual.

76
 9.8 PERCEPTION OF EMPLOYEES OF THE SELECTION PROCESS

9.8 How do you rate the selection process of the organization?

(a) Good
(b) Average
(c) Poor

Table:9.8

Options Good Average Poor total

Response 12 7 1 20
Percentage 60 35 5 100%

Chart:9.8

5%

35%
Good
60%
Average
Poor

Interpretation:

It was found that 60% of the employees have rated Good as they are very satisfied
with the selection process of the organization, whereas, 35% of employees rated
average means they are satisfied but still they want some changes in the selection
process, rest 5% have rated poorly as they are not satisfied with the selection
process in Accenture.

77
 9.9 RECRUITMENT AND SELECTION PROCESS USED FOR
DIFFERENT GRADES OF EMPLOYEES

9.9 Does Accenture follow different recruitment processes for different grades of
employment?

(a) Yes
(b) No
Table:9.9

Options Yes No Total

Response 20 0 20
Percentage 100 0 100%

Chart:9.9

0%

Yes
No
100%

Interpretation:

It was found that different recruitment and selection process is followed for the
different grades of employment in Accenture. As for fresher candidates, there are
different recruitment and selection criteria than the candidates who are experienced.

78
9.10 HR PRACTICES IN THE COMPANY

9.10 How would you rate the HR department’s performance in the recruitment and
selection process??

(a) Poor
(b) Adequate
(c) Excellent

Table:9.10

Options Poor Adequate Excellent total

Response 2 4 14 20
Percentage 10 20 70 100%

Chart:9.10

10%

20%
Poor
Adequate
70%
Excellent

Interpretation:

It was found that 70% of the employees feel that the HR department is excellent, and
20% of employees feel that the HR performance is just Adequate, the rest 10% of
employees are not happy with the HR performance in Accenture.

79
 9.11 HR POLICY OF THE COMPANY

9.11 Are you satisfied with the HR policy of the organization?

(a) Yes
(b) No

Table:9.11

Options Yes No total

Response 18 2 20
Percentage 90 10 100%

Chart:9.11

10%

Yes
No
90%

Interpretation:

It was found that 90% of the employees in Accenture are happily working with the
current HR policy as they are satisfied, but 10% of the employees are not happy with
the current HR policy of the company because some employees have issues related
to their documents.

80
 10.
FINDINGS

81
 FINDINGS

According to the collected data and general observation, I came to know that
theHuman Resource Department of Accenture is doing a wonderful job.

The main findings are as follows:

 The form of recruitment and selection process is

decentralised inAccenture.

 Most of the employees are hired through an external

source ofrecruitment.

 Around 50% of the employees are sourced through consultancies.

 There is a very strict verification process followed by Accenture

duringthe selection procedure.

 Most of the Employees in Accenture find the screening and

shortlistingmethod very lengthy and complex.

 Around 80% of the employees found the positive

approach ofmanagement during the recruitment
process.

 There is a different recruitment and selection process that is

followed forthe different grades of employment in Accenture.

 Around 90% of the employees are happy with the HR policies but
10% are not happy because they do not have proper
documentation that is verymuch needed in the organization.

82
 11.
CONCLUSIONS

83
 CONCLUSIONS

Recruitment is a process of finding and hiring the best-qualified

candidate for the position in a timely and cost-effective manner,
whereas selection is the process of picking up the right candidate for
the right job at the right time.

Recruitment is the main function of human resource management and

it's only about hiring the best candidate for a suitable job in the
organization. Thecompetent staff helps in increasing the productivity of
the organization.

Accenture recruits its employees in a decentralised way, every unit of

Accenturehas its Recruitment policy. Employees in Accenture are happy
with their humanresource department and satisfied with the recruitment
and selection process followed in the company. Accenture mostly
recruits its employees through the management consultant as they
spend a good amount of money on recruiting the best talent.
Management consultant act as the mediator between Accenture and the
job seekers and charges some amount of money in exchange for
recruiting employees on the behalf of the company.

Also nowadays, Accenture uses e-recruitment techniques to recruit

people like job portals, employer's websites, and social networking. E-
recruitment helps organizations to be equipped with competent staff. E-
recruitment helps organizations in reducing the hiring cost, it makes
recruitment easy and also reduces the paperwork.

In Accenture, there are different steps of the selection process through

which employees have to go. There are different selection processes
designed for the fresher candidates and the experienced candidates. In
Accenture, there is a very strict verification rule before the selection.

84
 12.
RECOMMENDATION

85
 RECOMMENDATION

For more effectiveness of recruitment and selection process I would suggest

Accenture the following things:

 Accenture should Focus more on E-recruitment technology as

nowadayspeople are getting technologically very updated.

 The recruitment and selection process should not be too lengthy,

complexand time-consuming.

 Accenture should try to source employees internally as they

reduce thehiring cost and also motivate the current employees.

 The company should provide proper training to the employees

where everit is required so that the employees can enhance their
skills and abilities.

 The entire job description and job specification should be very

clear tothe candidates before the selection procedure starts.

 Human resources planning should be done to achieve

effectiverecruitment and selection decisions that will reduce
the cost and time.

 There should be a little modification in HR policies to make

people comfortable who are well qualified and experienced
but have somedocumentation issues.

86
 13.
BIBLIOGRAPHY

87
 BIBLIOGRAPHY
Books:

 Human Resource Management TAXMANN’S Prof. (Dr. Shikha Kapoor)

 Essentials of HRM (Paramjeet Lamba)
 Human Resource Management ([Link])
 Research Methodology (Uma Sekaran, Roger Bougie)

Websites:

 [Link]
 [Link]
 [Link]
it-is- steps-strategies-and-techniques/
 [Link]
 [Link]
 [Link]
 [Link]
 [Link]
process-job- profile-articles-videos-15
 [Link]
-direct- indirect-and-third-party-method/35255
 [Link]
about- accenture-company-for-interview/

88
 14.
ANNEXURE

89
 ANNEXURE
Questionnaire:

Recruitment and selection process of IT employees in Accenture.

This questionnaire survey is totally for academic purposes.

Information collected through this survey would not be shared with
anyone other than thepeople involved in this study.

Name: …………………………………………………………………………..

Age: …………………………….Qualification: ……………………………….

Department: ………………………Designation: …………………………….

Please answer the following questions:

Q1. Which form of recruitment and selection is used in Accenture?

(a) Centralised
(b) Decentralised

Q2. Which source of recruitment and selection process is used in Accenture?

(a) External
(b) Internal
(c) Both

Q3. Identify the external source from where you came to know about the job?

(a) Advertisement
(b) Consultant
(c) Personal reference
(d) Campus Recruitment

90
Q4. Does HR provide an adequate pool of quality candidates?

(a) Yes
(b) No
Q5. What was the approach of management during the recruitment process in
Accenture?

(a) Serious & positive

(b) Casual
(c) Negative

Q6. Are you satisfied with the resume screening and shortlisting method
usedby the organization?

(a) YES
(b) NO

Q7. What was the management approach during verification before

and afterselection?

(a) Serious & positive

(b) Casual
(c) Negative

Q8. How do you rate the selection process of the organization?

(a) Good
(b) Average
(c) Poor

Q9. Does Accenture follow different recruitment processes for different

gradesof employment?

(a) Yes
(b) No

91
Q10. How would you rate the HR department’s performance in the
recruitmentand selection process??

(a) Poor
(b) Adequate
(c) Excellent

Q11. Are you satisfied with the HR policy of the organization?

(a) Yes
(b) No

92