Professional Documents
Culture Documents
A Report Submitted to Panjab University In partial fulfillment of requirements For the award of the Master degree in commerce Session 2011-2012
Submitted by: - Swati Sood M.com (2nd semester) Roll No. 2314 G.G.D.S.D College sector 32 Chandigarh
ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this work is no different. It has been my proud privilege to be attached with BAJAJ ALLIANZ, a highly professional Insurance company with a modern outlook. The experience I gained out of learning new things, the zeal during the project and the satisfaction of making this report is incomplete without mentioning a few names. I take this opportunity to express my deep gratitude to Mrs. Kirti Sehgal, Senior Executive HR; Miss Minal Bonde {HR} at BALIC Head Office, Pune for accommodating me as a project trainee. Her valuable guidance and support in providing information throughout the project work was unforgettable and will help me in my future endeavors as well. I would like to extend my deepest regards to the entire Talent Acquisition Team and all the managers and AVPs of BALIC. I am highly indebted to my project guide Dr.Amit Mohindroo for his guidance, constant supervision and valuable inputs. Finally I thank my family, friends and co-interns at BALIC who have contributed a lot to make this project a success.
Swati Sood
PREFACE
In todays competitive world, people are a companys most important asset and placing the right person in the right position is very critical for the success of the organization. Recruitment represents the first contact that a company makes with the personnel having potential to be employed. Recruitment and selection is a multifaceted concept. Recruitment is the next step in the procurement function, the first being manpower planning. The HR proceeds with the identification of sources of recruitment and finding suitable candidates for employment. Both internal and external sources of manpower are used depending upon the types of personnel needed. In this project I have encapsulated Recruitment and Selection process of BAJAJ ALLIANZ LIFE INSURANCE COMPANY. My involvement in this project has been challenging and has provided me a platform to leverage my potential in the most constructive way. Bajaj Allianz Life Insurance Company is one of Indias leading financial institutions. It has achieved a steady and confident growth to success in a short span of 10 years. This project is an honest effort aimed at understanding the process of Recruitment and Selection at Bajaj Allianz Life Insurance Company.
CONTENTS
Sr. No.
1 2 3 4 5 6 7 8 9 10 11
Description
Introduction to recruitment and selection Organizational Profile Project Profile Weekly Report Human Resource Management Research Methodology Analysis of Data Observations And Findings Conclusion and Recommendation Bibliography Annexure
Page No.
5-15 16-27 28-31 32-36 37-41 42-45 46-69 70-74 75-77 78-79 70-89
1.
INTRODUCTION TO
personnel should have as indicated by job analysis, the process of undertaking such personnel should be undertaken by the organization. This acquisition involves: Location of these personnel Attracting them to offer them for selection Making selection of the suitable personnel who may be able to perform the assigned jobs effectively. Thus, there are two distinct activities involved in acquisition process
Job analysis
Recruitment
Selection
Placement
Concept of Recruitment
Recruitment is the process concerned with the identification of sources from where the personnel can be employed and motivated to offer themselves for employment. Werther and Davis have defined this as follows Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.
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Recruitment Process
This process includes recruitment planning, identification of recruitment sources, contacting those sources and receiving applications from prospective employees. These applications are then passed on to the selection process.
Recruitment Planning
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Sources of Recruitment
Contacting Sources
Application Pool
To Selection Process
Sources of Recruitment
An organization can look for filling the vacancies through either Internal or External sources.
EXTERNAL SOURCES o Advertisements o Campus Interview o Management Consultants o Government and Private Employment Exchanges o Labor or Trade Unions o Professional Organizations o Casual Applicants o Job Fairs o Poaching and Raiding o Walk in Interviews o Recruiting on internet (Job Portals)
Concept of Selection
Selection is the most crucial stage in the process of acquiring human resources in an organization. After building the application pool through the process of recruitment, the next step is the
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selection of the personnel who can fit the overall job requirements in the light of job description, role analysis and job specification. It can be conceptualized in terms of either choosing the fit candidates or rejecting the unfit candidates, or a combination of both. A more formal definition of selection is as follows: Selection is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in the job.
Selection Process
A selection process involves a number of steps screening of application forms, selection tests, selection interviews, checking of references, Physical examination and approval by appropriate authority and handing over the selected candidates to orientation and placement section. However, it is not necessary that all these steps are involved in every selection process.
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The basic idea is to solicit maximum possible information about the candidates to ascertain their suitability for employment.
Selection Tests
Selection Interviews
Checking of References
Physical Examination
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Final Selection
Employment Contract
Evaluation
Selection Interview
Selection interview, also known as employment interview, is a formal, in-depth conversation conducted to evaluate the acceptability of candidates for employment. Its aim is to discover those aspects of an applicant which may not be disclosed by other methods. Interview can be used as tool for giving information about the organization , its policies , nature of job to be performed , salary and other benefits to be offered etc.
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TYPES OF INTERVIEW
ON THE BASIS OF INTERACTION PATTERN Structured Interview Unstructured Interview Depth Interview Stress Interview
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2. ORGANIZATIONAL PROFILE
Bajaj Allianz Life Insurance Company Limited is a joint venture between Allianz SE of Germany, one of the worlds largest Life Insurance companies and Bajaj Finserv Limited. BALIC came into being on 12th March 2001.
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The company received IRDA (Insurance Regulatory & Development Authority) Certificate of Registration on 3rd August 2001 to conduct Life Insurance Business in India.
Allianz SE is a leading insurance conglomerate globally and one of the largest asset managers in the world, managing assets worth over a Trillion Euros (Over R. 55,00,000 crores). Allianz SE has over 115 years of financial experience in over 70 countries. From Surat to Siliguri and Jammu to Thiruvananthapuram, all the offices are interconnected with the head office at pune Bajaj Auto is one of the most trusted name is Indian auto for over 55 years. At Bajaj Allianz customer delight is the guiding principle. Ensuring world-class solutions by offering customized products with transparent benefits, supported by best technology is the business philosophy.
Specialties
One of the market leaders in terms of customer satisfaction and quality processing. Today Bajaj Allianz is one of the Indias Leading and Fastest Growing Insurance Companies. Currently it has presence over 550 locations with over 60,000 Insurance Consultants.
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In June 2008 Bajaj Allianz entered into partnership with Thomas Cook India to provide travel Finance. Bajaj Alliance Life insurance ensures excellent insurance and investment solutions, by providing customized Products, supported by best technology.
NATIONAL NETWORK
BALIC has a Pan India presence with The Corporate Office located at Pune 8 Zonal Offices located at Delhi , Bhilwara , Kolkatta , Indore , Pune , Bangalore and Chennai 700+ branches 6 hubs Pune , Chandigarh , Bhilwara , Kolkata , Salem and Coimbatore Over 10,000 Sales Managers Over 3,00,000 Insurance Consultants More than 10 Banc assurance partners across country Strong Alternate Channel with about 1900+ Franchisees , over 250 corporate agents , more than 35 brokers , and 6 co op banks Over 80 Direct Marketing Branches operating nationwide.
Vision
To be the BEST Life Insurance Company in India To Buy From,
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Mission
As a responsible, customer focused market leader, BALIC will strive to understand the insurance needs of the consumers and translate it into affordable products that deliver value for money.
A winning team Have passion for excellence and hate bureaucracy Be empowered , have the confidence to take decisions quickly and be accountable Be driven to achieve results , to deliver Be professional and socially committed Be open to ideas , sharing , transparent and trusting Make BALIC a great place to work Have a sense of humor
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Invest in people Pay/develop/career planning Dominate your market Be decisive/communicate clear goals Never sit still change continually/revolutionize Think service ; service ; service continuous improvement Learn and lead be prepared to listen Tell the facts as they are clear communication Kill bureaucracy boundary less/ideas not management layers/informality/speed Manage the business like a corner shop customer satisfaction/employee satisfaction/cash flow.
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A comprehensive list of policies and product offered by Bajaj Allianz insurance company is limited is as follows.
Single premium
Unit gain premium SP New unit gain SP Pension plans Annuity Pension guarantee
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Retirement Future income generator Swarna vishranti New unit gain easy pension plus RP New unit gain easy pension plus SP Future secure Traditional plans Endowment Invest gain Save care economy SP Life time Car Super saver Cash gain
Term plans
Protector Term care
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Health plan
Care first Health care Family care first
Children plans
Child gain
Employer Employee
Group term life (employer employee) New group gratuity care New group annuation care Group save plus Group term life in lieu of EDLI Group leave encashment scheme Group annuity Group super annuation gold Group gratuity gold
Micro insurance
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Other plans
Family assure Fortune plus Capital shield Century plus II
Head of Sales
Zonal Manager
Regional Manager
Divisional Manager
Branch Manager
Sales Manager
Insurance Consultants
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HEAD OF DEPARTMENT
HR Operations
Talent Acquisition
Business HR
(HEAD) Asst. Manager Deputy Manager Sr. Executive Executive Jr. Executive
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3. PROJECT PROFILE
OBJECTIVES
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To study the entire process of recruitment and selection at Bajaj Allianz Life Insurance Company. 1. To understand and analyze the various functions of the Talent Acquisition team at Bajaj Allianz. 2. To study the various sources of recruitment followed in Bajaj Allianz. 3. To headhunt personnel whose skill fits in the companys values. 4. Take an overview of the recruitment challenges faced by the company. 5. To find out the shortcomings in the recruitment process if any.
SCOPE
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The scope of the project covers the Recruitment and Selection process carried out by the Talent Acquisition Team of Bajaj Allianz Life Insurance Company, Head Office; Pune. The project encompasses the working of the Talent Acquisition Team comprising of 13 members including the TA Head. It also considers the responses from the Talent Acquisition Department members who were asked to give their opinions.
LIMITATIONS
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There were some constraints during the project because of which perfection cannot be ensured out of total findings.
Limitations:
1. Time constraint: The time period of 6 weeks was too short to understand the Recruitment and Selection of different levels of employees. 2. Confidential information was not revealed according to the rules and conditions of the organization. 3. The interaction was limited to the Talent Acquisition Team in the Head Office, Pune.
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4. WEEKLY REPORT
WEEK: 1 & 2
I was working as an HR Project Trainee. My job profile was to handle RECRUITMENT in my project. The HR Executive narrated me the whole procedure. My job profile was to generate
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resumes from the various job sites such as Naukri.com, Timesjobs.com & Monster.com etc. according to the requirements of the company. After generating the resumes from the sites the next step was to shortlist the resume which best suite the requirements. Now the short-listed candidates had to be given a phone call in order to find out their interests and schedule them for interview.
Designation of the Required Position Sales Manager/Assistant Sales Manager Job Profile The Sales Manager has to work under an agency channel. He has to recruit around 15-20 Insurance Advisors by himself. He has to give guidance and support to his team. He basically, has to work as a Team Leader, wherein he has to manage a team of agents under him. Qualifications & Requirements The candidate has to be between the age group of 20-30. He must have completed a basic Graduation Degree in any field. He must be ready to work for the salary package we were offering him. Even freshers were applicable for the post. We as PROJECT TRAINEES had to prepare data base for the everyday Conversions we make. Conversions means- The ratio of candidates we call and the number of candidates who are interested in the job profile. At the end of every day, we had to send a list of the copies of the Resumes of the interested candidates to the Zonal Manager, 1 HR executive & 1 Management Trainee.
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WEEK: 3
During the 3rd week I was explained about the various documents that the shortlisted candidates were asked to submit with the Zonal Branch Manager for further verification.
Documents Required
Identity Proof HSC Qualification Certificate. SSC Qualification Certificate. Graduation and Post Graduation Mark Sheet. Residential Proof. Relieving Letter & 3 Months Salary Slip of Previous Organization. 6 Passport Size photos. If the documents were incomplete or unclear the candidates were given a call and asked to submit so with the Zonal Branch Managers. Once the documents were correctly filed, the appointment letters were sent to the Candidates.
WEEK: 4
In the 4th, week of my training I was asked to check the documents of the New Joinees of the company, where I had to call and check whether the Candidates has correctly filled and submitted the JIR (Joinee Information Report).
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Along with handling JIR calls I was also asked to cross check the Reimbursement Claims of various employees of the company. During the month, New Management Trainees Program was being conducted, where I assisted my Senior Executive Ms. Sunaina Checker in the induction. I was asked to prepare the invites for gala dinner, Prepared questions for the MT test and also checked and scored the answer sheets.
WEEK: 5 & 6
In the last 2 weeks of my training I had taken few Interviews of the candidates as Round 1, of the interview procedure. Where walk in interview was being conducted for the Back- Office and Voice Profile.
Interview Process
The company had posted on its website opening for back-office and Voice and walk in interviews were held. I was handling Round 1 of the interview, where I had to collect the CVs of the candidates and process them to ensure that the candidates were eligible for the interview. Now shortlisted candidates were interviewed by me where I checked their communication and overall personality. For Back office position, candidates were supposed to have basic knowledge of MS. Excel and its various tools and for Voice the communication should be excellent. The selected candidates were then sent to different departments and Bajaj Finserv Office for further rounds of interviews.
The above mentioned activities were carried out by me, as a Project Trainee in Bajaj Allianz.
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36
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Administration:
Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff
Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others.
Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions
Employee relations:
Disciplinary processes, incident investigations, complaint/grievance procedures, labormanagement relations.
Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards
Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing.
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Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods.
Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards
Performance appraisal:
Employee files, litigation files, payroll records, safety records and other administrative files
Record-keeping:
Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing.
Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.
Selection:
After identifying the sources of human resources, searching for prospective employees and stimulation helps to apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.
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Importance of Human Resource Management 1: Attract highly qualified and competent people 2: Ensure that the selected candidate stays longer with the company 3: Make sure that there is match between cost and benefit 4: Helps the organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on training and supervision. Furthermore, when recruitment fails to meet organizational needs for talent, a typical response is to raise entry level pay scales. This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.
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6. RESEARCH METHODOLOGY
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RESEARCH METHODOLOGY
Research Methodology
Research is a structured enquiry that utilizes acceptable scientific methodology to solve problems and create new knowledge that is generally applicable. Scientific methods consist of systematic observation, classification and interpretation of data. It is the science of dealing with principles of procedure in research and study Research was carried out at Bajaj Allianz Life Insurance Company to find out the process of Recruitment and Selection.
Research Design
Research Designs are concerned with turning the research question into a testing project. The research design can be considered as a blueprint prepared by the researcher before the actual research work. The best design depends on the research questions. It includes: 1. What questions to study? 2. What data are relevant? 3. What data to collect?
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Sample Size
The sample size is an important feature of any empirical study in which the goal is to make inferences about a population from a sample. The sample size for this research was 12 employees of the Talent Acquisition Team who are directly involved in the Recruitment process.
Primary Data This type of data is collected afresh and for the first time and thus happens to be original in character. In the case of this report, ways of collecting primary data were : Questionnaire to Talent Acquisition Team Formal and Informal Interaction Observation
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Secondary Data It is the data which has been collected by individual or someone else for the purpose of other than those of a particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. In the case of this report, ways of collecting secondary data were: Books & Journals Magazines Websites Records of the organization
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7. ANALYSIS OF DATA
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ANALYSIS OF DATA
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Q.2. How do you come to know about vacancy in company? Through the requisitions received by the concerned departments.
Q.3. How many stages are involved in selecting the candidate? a.1 b.2 c. 3 d. 4 e. More
Options 1 2 3 4 More
Respondents 0 0 10 2 0
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Q.4. Potential Candidates in the Organization are generated through which of the following recruitment sources: (Tick and rank them based on the number and quality of candidates generated. Also roughly specify the percentage mix of each of the following sources adopted.)
Sr. No.
Sources
Ranking
Percentages
1 2 3 4 5 6 7
Direct applicants Placement Consultants Job portals Employee referral Through temporary staffing Campus recruitment Advertising
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Options Direct Applicants Placement Consultants Job portals Employee Referral Temporary Staffing Campus Recruitment Advertising
Respondents Ranking 2 7 1 3 6 4 5
Q.5. Are you happy with your current online recruitment channel? a. Yes b. No If No. Why? Options Yes No Respondents 12 0
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Cost
Time
Technology
Search
Response
Support
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10 9 8 7 6 5 4 3 2 1 0 Cost Time Technology Search Response Support very good good ok bad very bad
Q.7.Do you think Bajaj Alliance should outsource the recruitment needs? a.Yes b.No If Yes / No. Why? Options Yes No Respondents 2 10
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17% Yes No
83%
Q.8.Would you like to increase or decrease the use of online recruitment channel? a.Yes b.No If Yes / No Why? Options Increase Decrease Respondents 8 4
53
Q.9.Do you use any of the following tests during the process of recruitment? a. Written b. Aptitude c. Group Discussion d. Personal Interview e. Psychometric test f. Other, please specify (Multiple Selection) Options Written Aptitude Group Discussion Personal interview Psychometric test Respondents 7 10 1 12 0
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Other
10. How do you track the source of candidate? a. Manual b. Software c. Online d. Windows. Xls (Multiple Selection) Options Manual Software Online Windows.Xls Respondents 0 10 12 1
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Q.11.What is the average time spent by HR dept. during recruitment (each candidate)?
Respondents 0 2 10
56
Q.12.Do you follow different recruitment process for different grades of employees? a. No b. Yes
Options Yes No
Respondents 12 0
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Yes No
100%
Q.13.
What
is
the
back
out
percentage
of
candidates
after
being
offered?
a.1%-5% b.5%-10% c.10%-15% d. 15%-20% Options 1%-5% 5%-10% 10%-15% 15%-20% Respondents 1 6 2 3
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Q.14. Out of total recruitment in a year, what is the percentage of internal recruitment? a. 0% - 5% b. 5% - 10% c. 10% - 15% d. 15% - 20% e. 20% - 25% f. More than 25% g. Not at all
Respondents 1 0 0 0
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9 2 0
Q.15. Do you take any technological support for the process of recruiting? a. Telephone b. Video conferencing c. Online support d. Other, pls specify (Multiple Selection)
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Respondents 12 12 1 0
Q.16.
In
how
much
time
does
the
whole
process
generate
results?
(Time taken in the whole process i.e. from tests, personal interviews to final list of selected candidates) 5 6 hour
Q.17. Do you do the Employment Eligibility Verification? Yes/No If yes, then, what method you take up to perform it? a. Internally b. Through agencies Options Internally Through agencies Respondents 0 12
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Q.18 What kind of verifications you do? a. Educational qualifications b. Legal background check c. Professional background check d. Reference check e. Family background check (Multiple Selection)
Respondents 12 12 12
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12 12
V erificationsof candidates
20%
20%
Educational qualifications Legal background check Professional background check Reference check Family background check
20% 20%
20%
19. What source has provided you with highest performers? (Both quantity wise and quality wise) The top sources found are 1. Job Portals 2. Employee Referrals
Respondents 7 5
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20.
Have
you
outsourced
any
of
the
recruitment
activities?
Yes/No
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Yes No 100%
21. What is the percentage of NO SHOWS? (Scheduled candidates not turning up for joining the job) a. 0% - 5% b. 5% - 10% c. 10% - 15% d. More than 15% e. Not at all Options 0% - 5% 5% - 10% 10% - 15% More than 15% Not at all Respondents 0 8 3 1 0
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22. How do you plan and avoid NO SHOWS. (Scheduled candidates not turning up for joining the job) Response 1. Constant communication with the candidate 2. Transparency between the employer and proposed employee 3. Empathetic nature Response Constant communication Transparency Empathetic nature Respondents 10 1 1
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23. Which is the biggest challenge that you face in the whole process of recruitment? Response 1. Retaining Candidates 2. Documentation 3. Sourcing Response Retaining Candidates Documentation Sourcing Respondents 4 3 5
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42%
channels for the recruitment process. 2. Job portals and Employee referral are the most preferred sources of recruitment.
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3. During the Recruitment and Selection process, generally three rounds of interviews are held
Allianz
does
not
outsource
their
recruitment
needs.
The reasons being : Availability of talented and skilled HR recruiters who continuously map the need of all the departments and current market conditions. Reduction of costs.
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7. The use of online recruitment channels is preferred to be increased since it increases the
pool of applicants who can be tapped irrespective of the geographical boundaries, with minimum cost and less time. 8. Source of candidates are tracked through software and online resources. 9. Written and Aptitude tests are conducted during the process of recruitment. 10. Generally, the average time spent by the HR department during Recruitment of each candidate is more than 30 minutes. 11. Different recruitment processes are followed for different grades of employees.
12. The back out percentage of candidates after being offered ranges between 5% to 10%. 13. Out of the total recruitment in a year, the percentage of Internal Recruitment ranges
between 20% to 25%. 14. Telephones and Video conferencing are mainly used for recruitment process.
15. Time taken in the whole process i.e. from tests, personal interviews to final list of selected
candidates is about 5 to 6 hours. 16. Bajaj Allianz conducts Employment Eligibility Verification for all its employees. This verification is done through an external vendor and the report is got in 15 days. 17. Type of verifications done include a. Educational Qualifications b. Legal background check
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c. Professional background check d. Reference check e. Family background check 18. The percentage of scheduled candidates not turning up for the job is in the range from 5% to 10 %. 19. The methods followed to avoid NO SHOWS include : Constant communication with the candidate Empathetic nature more than behaving professionally Transparency between the employer and the proposed employee
20. The challenges faced by the TA team include retaining the candidates and making them
Behavior of candidates:
1. Candidates were reluctant to talk at times 2. Candidates who were contacted were not interested in insurance on many occasions 3. Candidates who were scheduled for interviews would not turn up 4. Mostly freshers were willing to take up the job in this project (recruitment of sales managers) 5. Female candidates were reluctant to attend interview because of sales profile
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6. Experienced candidates refused to attend interview as they did not find the pay package satisfactory.
CONCLUSION
Insurance is confronted with high attrition rate. Therefore, it makes recruitment a critical function in the organization. In order to grow and sustain in the competitive environment it is important for an organization to continuously develop and bring out innovations in all its activities. It is only when organization is recognized for its quality that it can build a stability with its customers .An organization must be able to stand out in the crowd. The first step in this direction is to ensure competitive people come in the organization .Therefore, recruitment in this regard becomes an important function. The organization must constantly
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improvise in its recruitment process so that it is able to attract best in the industry in order to serve the best. The search or headhunt of people should be of those whose skill fits into the companys values.
Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company and as a fresh blood enters, new ideas enter in the company.
Selection process is good but it should also be modified according to the requirements and the job profile so that the main objective of selecting the candidate can be achieved.
RECOMMENDATIONS
Time management is very essential and it should not be ignored at any level of the process. The delays in the hiring process should be minimized.
Though the Background verification is very essential, it is a cause of delay sometimes and it needs to be modified so that these processes do not increase the cycle time.
Create winning impression even on those who are not selected .A candidate when invited for an interview must be attended as soon as possible and not made to wait for hours
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together .Interviews conducted on a the scheduled time leave a good impression on the candidate. Even if the candidate is not selected, a good impression will make him recommend the name to others. They should carry the impression that they have missed the opportunity to work in a great company.
10. BIBLIOGRAPHY
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Books Referred:-
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Websites:
11. ANNEXURE
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ANNEXURE
Questionnaire for Recruitment Team
PLEASE FILL FOLLOWING DETAILS: 1. Organization Name: 2. Strength of the Organization (Less than 50, 50-100, More than 100): 3. Address of the Organization:
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4. Name of the Respondent: 5. Designation of the Respondent: 6. Total number of people in HR department: 7. Total number of people involved in Recruitment and Selection: Note Please tick the appropriate option.
1. Which recruitment channel does Bajaj Allianz use for recruitment process? a. Employee referral b. Campus recruitment c. Advertising d. Recruitment agencies e. Job portals f. Other, pls specify
4. Potential Candidates in the Organization are generated through which of the following recruitment sources: (Tick and rank them based on the number and quality of candidates generated. Also roughly specify the percentage mix of each of the following sources adopted.)
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Sr. No.
Sources
Ranking
Percentages
1 2
3 4 5
6 7
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5. Are you happy with your current online recruitment channel? a.Yes b.No If No. Why?
6. How is the performance of Online Recruitment on over all return on investment ? Cost Time Technology Search Response Support
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7. Do you think Bajaj Alliance should outsource the recruitment needs? a. Yes b. No If Yes / No. Why? 8. Would you like to increase or decrease the use of online recruitment channel? a. Yes b. No If Yes / No Why? 9. Do you use any of the following tests during the process of recruitment? a. Written
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b. Aptitude c. Group Discussion d. Personal Interview e. Psychometric test f. Other, please specify
10. How do you track the source of candidate? a. Manual b. Software c. Online d. Windows. Xls
11. What is the average time spent by HR dept. during recruitment (each candidate)? a. 10 to 20mins. b. 20 to 30mins. c. More than 30mins.
12. Do you follow different recruitment process for different grades of employees? a. No b. Yes
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13. What is the back out percentage of candidates after being offered? a. 1%-5% b. 5%-10 % c.10%-15% d. 15%-20 %
14. Out of total recruitment in a year, what is the percentage of internal recruitment? a. 0% - 5% b. 5% - 10% c. 10% - 15% d. 15% - 20% e. 20% - 25% f. More than 25% g. Not at all 15. Do you take any technological support for the process of recruiting? a. Telephone b. Video conferencing c. online support d. Other, please specify
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16.
In
how
much
time
does
the
whole
process
generate
results?
(Time taken in the whole process i.e. from tests, personal interviews to final list of selected candidates)
17. Do you do the Employment Eligibility Verification? Yes/No If yes, then, what method you take up to perform it? a. Internally b. Through agencies
18. What kind of verifications you do? a. Educational qualifications b. Legal background check c. Professional background check d. Reference check e. Family background check
19. What source has provided you with highest performers? (Both quantity wise and quality wise)
21. What is the percentage of NO SHOWS? (Scheduled candidates not turning up for joining the job) a. 0% - 5% b. 5% - 10% c.10% - 15% d. More than 15% e. Not at all
22. How do you plan and avoid NO SHOWS. (Scheduled candidates not turning up for joining the job)
23. Which is the biggest challenge that you face in the whole process of recruitment?
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