A STUDY ON RECRUITMENT AND SELECTION PROCESS PRACTICED IN

TRINITI CORPORATION

BY

RAMYA SHIRISHA P.SURYA PRATEEK RISHI DHANPAL PALAK MARODIA SRINIVAS KARTHIK

1104034 1104010 1104046 1104029 1105004 1104021

POINT OF CONTACT: - Mr. ANANTH

CONTENTS:

Abstract Company Profile Review of Literature Recruitment and Selection Process Methodology Data Analysis/Transcription Appendix References

ABSTRACT
The following study has been carried out to understand the recruitment and selection processes followed by TRINITI CORP and also gain in depth knowledge about the HR practices of the organization. The report is emphasized to know the widely practiced method for recruiting and analyze the process, and also various sources through which recruitment and selection process is carried out.

COMPANY PROFILE:
Founded in 1997, Triniti is a dynamic and growing global company that specializes in complex high tech supply chains. With offices in USA and India, Triniti provides world-class business and application consulting, along with software products specially designed to extract the full value of Oracles e-Business Suite. At Triniti, high quality data is understood which can be immediately acted upon provides a strategic advantage in the marketplace. Triniti products and Oracle e-Business Suite implementations are designed to deliver a finely tuned, robust environment that supports consistent, fact based decision making in real time. We provide best in class solutions for complex supply chains comprised of internal and/or outsourced manufacturing. A pre-configured turnkey fabless semiconductor solution is also available. Triniti has successfully led large multi-site, multi-country big bang implementations of the entire e-business suite. Likewise, Triniti has also implemented for much smaller companies using techniques that compliment their business objectives. Triniti even offers hosting as a means for smaller companies who are just getting started to get the full benefits of Oracles e-Business Suite. We have also taken our implementation experience and created products that ease implementation and maintenance of the Oracle E-Business suite. Innovation is not something that is new to Peregrine. The ERP implementation team led by a highly motivated project leader also understood the value of Timely, Reliable, Accurate, and Complete data right from the onset, and willingly embraced the innovative approach presented by Triniti that focussed on the key success factors of implementation. Ultimately, the great team synergy between the TRAC team and the Triniti consultants ensured that the project went live on schedule without changing scope and without a single change control, keeping it within budget

Review of Literature
India is a growing market. While the growth of developed economies is declining, India, China and other emerging countries will continue to experience employment boom time for next 20-30 years. This leads to a unique challenge for the corporates who are interested in quality recruitment. Understanding requirements is the first step towards effective recruitment. Organizations must recruit recruiters carefully, insist on good measures of value add, define and communicate requirements, build high performing Recruiters to work for them as brand promoters. Similarly, recruiters must provide services appropriate to the need of organization. Cost of wrong hires will be measured while refining the act of recruitment. the

In a study conducted by the HR consulting firm HEWITT it was found that 45% of 129 companies surveyed have outsourced recruitment. Top three reasons for recruitment outsourcing in corporate are reported to be: 1. Gaining outside expertise 2. Improving service quality 3. Focusing on core business.

THEORETICAL DEFINITION Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired the organization cannot achieve its objectives. This is the second step in the process of procurement of the employee the first being the manpower planning. Recruiting makes it possible to acquire the number and types of people necessary to ensure the contained operation of the organization. This is a linking activity bringing together those with jobs and those seeking jobs.

RECRUITMENT AND SELECTION Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using

advertisements placed in windows, through a job center, through campus interviews, etc. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes The follow-up process may be referred to as part of the recruitment process: Convincing the selected candidate or candidates to take up the target job or function. RECRUITMENT PROCESS: RECRUITMENT The process of identifying the potential candidates and motivating them to apply to the job (or) Vacancy. Vacancy is known in two situations (generally): An employee leaves and there is a vacancy created Business Growth The vacancy is intimated to the HR department by the concerned technical department.

The main stages of Recruitment & Selection Identify Vacancy. Prepare Job and person Specification. Advertise Managing the Response Short-listing References Arrange Interviews Conduct The Interview Decision Making Convey The Decision Appointment Action.

RECRUITING INTERNALLY OR EXTERNALLY Internal Recruiting Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position. When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that increasing job opportunities are available to them if they are industrious and successful at their jobs. Internal Sources of Recruitment 1. Personal recommendations 2. Notice Boards 3. News Letters

External Recruiting When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are lying outside the organization like for example campus recruits is an effective and efficient way of recruiting when a company wants new minds that are more creative and go-getters for any task. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations. External sources of Recruitment 1. Word of mouth 2. Notices 3. Job centers 4. Private agencies and consultants 5. Education institutions 6. The press

SELECTION The selection procedure is concerned with securing relevant information about the applicant. This information is secured in number of steps. The objective of selection process is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform well in that job The hiring procedure is not a single act but it is essentially a series of methods by which additional information is secured about the applicant. At each stage facts, which came to light, make the acceptance or rejections of the candidate clear. Some selection processes are quite easy and some with many hurdles this increases with the level and responsibility of the positions to be filled. Process of Selection Short listing Preliminary Screening Interview Employment test(Aptitude test) Comprehensive Interview Background verification Final Employment decision

METHODOLOGY Instrument- Interview method Methodology is the procedure employed by researchers in conducting research operations. As far as primary data is concerned, a detailed Interview Schedule has been formulated and Mr. Ananth, HR Manager of Triniti Corp has been interviewed; the careful analysis of the data is done to arrive at conclusions. Topics covered in the Interview: a) Types of recruitment and selection method practiced in the company. b) Eligibility criteria for the candidates for attending the recruitment process. c) The latest changes that have been adopted in Recruitment & Selection Practices over the years. d) Innovative techniques in future in the selection process e) About the factors the candidate is assessed fit for a job f) Techniques used to measure the capability & aptitude of candidates.

Transcript
For this transcription the interviewer Karthik is represented as K, and the participant Mr.Ananth is represented as A.

K: What are the methods followed by your company for recruitment? A: Employee Referrals, Walk in, Job portals, Advertisement K. Do you have eligibility criteria for candidates to attend the interview? A: yes, we have an minimum academic credentials in case of a fresher and in case of an experienced candidate we look at the experience in the relevant profile or field. K .Does your organization outsource the recruitment process? A: yes we do sometimes, when we are in an immediate requirement of candidates for a project. K. Why do you prefer external recruitment providers? A: hmm they are a huge time saver for us since they conduct the basic rounds of interviews before they are transferred to us. So we dont waste time in interviewing all the candidates.

K. How many rounds of interviews are conducted before a candidate is offered the job? A: everybody has to go through 5 rounds K. What are the tests conducted for selection of candidate? A: Aptitude, Technical, Psychological and sometimes Versant for candidates dealing with international clients K. From Which job sites do short list candidates? A: Times jobs and Monster.com K. Why from them? A: Because they are one of the biggest websites and have a database of prospective candidates throughout the nation and also they have their database is regularly updated. They also notify us by sending a suitable candidates list K. Do you have referral policy in your organization? A: Yes K. how does it work? A: We send an internal mail to all our employees asking them refer suitable candidates for the given job role from their friends or relatives. By this half of our filtering work is done since only potential people attend the interview.

K. Do you reward your employees for referring candidates? A: yes K. What do you think is the most effective method for recruitment process? A: I find outsourcing recruiters is most cost effective and time saving for us. K. What is the most challenging task in recruitment and selection process? A: we have many problems related to this, sometimes candidates with fake experience come in And carrying background verification is very tedious process and then picking up right candidates from them becomes very cumbersome for us. At times we have issues related to packages also at the end of process while offering employment negotiating for the right package is difficult and convincing the potential candidate to take the job is quiet challenging. K. In the last few years have youll adopted any changes in the recruitment and training process? A: Hmmm nothing much but off late we have implemented psychological tests to understand the stability of the candidates and as I already mentioned we have hired consultants for conducting initial rounds of interview. K. What does your organization do to improve Recruitment and Selection procedure? A:we have timely meetings with our hr executives and brief them up about the requirements of the candidates. Conduct a basic interview over the phone before calling down the candidates. Before short listing resumes are thoroughly reviewed. We have brought in such other minor changes to improve our procedure.

Interpretation Considering the interview with Mr.Ananth it is found that Triniti Corp follows certain conventional methods of recruitment and training process. To my findings the participant has very much emphasized on the outsourcing of recruiters in order to save time and cost but also they keep themselves updated with better styles and procedures to carry out recruitment process. They conduct various tests to assess the potential and abilities of the candidate and also technical test to measure the skill of the perspective candidate. They also face certain challenges like convincing the right person to take up the job. The firm also encourages employee referral and also has a practice of rewarding the employee for a hired referral. They are also involved in external source of recruitment by searching and calling candidates from databases of the job portals.

Appendix

Questions Q1. What are the methods followed by your company for recruitment? Q2. Do you have eligibility criteria for candidates to attend the interview? Q3.Does your organization outsource the recruitment process? Q4. Why do you prefer external recruitment providers? Q5. How many rounds of interviews are conducted before a candidate is offered the job? Q6. What are the tests conducted for selection of candidate? Q7. From which job sites do short list candidates? Q8. Why from them? Q9. Do you have referral policy in your organization? Q10.How does it work? Q11. Do you reward your employees for referring candidates? Q12. What do you think is the most effective method for recruitment process? Q13.What is the most challenging task in recruitment and selection process? Q14. In the last few years have youll adopted any changes in the recruitment and training process? Q15. What does your organization do to improve their Recruitment and Selection procedure?

References A Daly, M Barker & P McCarthy,J 2004, PREFERENCES IN RECRUITMENT AND SELECTION , International Journal of Organizational Behavior Volume 9(1).