PROJECT REPORT

on

Recruitment and Selection Process

of
ICICI Life Insurance Co
CERTIFICATE
This is to certify that this Project Report entitled Recruitment & Selection
Process of ICICI Life Insurance Company Ltd. is the result of research work
carried out by Mr. __________ under the guidance and supervision of Professor
_______________________.
Signature

Recruitment and selection of Insurance Companies

PREFACE

People are a companys most important assets. They can make or break the
fortunes of a business. In todays highly competitive business environment placing
the right people in the right position is very critical for the success of any
organization.
The recruitment and selection decision is of prime importance as it is the vehicle
for obtaining the best possible person-to-job fit that will, contribute significantly
towards the Company's effectiveness. It is also becoming increasingly important,
as the Company evolves and changes, that new recruits show a willingness to
learn, adaptability and ability to work as part of a team. The Recruitment &
Selection procedure ensures that these criteria are addressed
In this project I have studied Recruitment and Selection process of ICICI
Prudential Life Insurance and attempted to provide some ways so as to make
recruitment more effective and to reduce the cost of hiring an employee.
I am privileged to be one of the students who got an opportunity to do my training
with ICICI Prudential Life Insurance. My involvement in the project has been
very challenging and has provided me a platform to leverage my potential in the
most constructive way.
ICICI Prudential Life insurance is one of India's leading financial institutions
offering complete financial solutions that encompass every sphere of life. In a short
span of time,ICICI has set an example by having a steady and confident journey to
growth and success.
During the training period I have studied deeply the process of hiring in ICICI
Prudential Life insurance and did a SWOT analysis of ICICI Prudential Life
Insurance to find out the existing shortcomings and potential threats and thereby
recommended suggestions.
This project however is an attempt to share as best as possible my experience in
corporate world with all my colleagues and my faculty.
I would be delighted to receive readers comments which maybe valuable lessons
for my future projects.
EXECUTIVE SUMMARY

In todays rapidly changing business environment, organizations have to respond

quickly to requirements for people. The Financial market has been witnessing
growth which is manifold for last few years. Many private players have entered the
economy thereby increasing the level of competition. In the competitive scenario it
has become a challenge for each company to adopt practices that would help the
organization stand out in the market. The competitiveness of a company of an
organization is measured through the quality of products and services offered to
customers that are unique from others. Thus the best services offered to the
consumers are result of the genius brains working behind them. Human Resource
in this regard has become an important function in any organization. All practices
of marketing and finances can be easily emulated but the capability, the skills and
talent of a person cannot be emulated. Hence, it is important to have a well-defined
recruitment policy in place, which can be executed effectively to get the best fits
for the vacant positions. Selecting the wrong candidate or rejecting the right
candidate could turn out to be costly mistakes for the organization. Therefore a
recruitment practice in an organization must be effective and efficient in attracting
the best manpower.
Coverage The extent and limitation
With largest number of life insurance policies in force in the world,
insurance happens to be a mega opportunity in India. Its business is growing at 1520% annually and presently is of the order of Rs. 450m. Together with banking
sector it adds about 7% to the GDP.
Like in the case of BPOs, Insurance sector too faces the problem of
attrition. Thus, recruitment is an ongoing process carried through out the year. The
project is based on the study of recruitment process. The various recommendations
suggested have been the result of the study. The idea is to generate ways of dealing
with high attrition and making hiring process manageable and efficient.

Data Used
There were mainly two sources of data collection

Primary data:

Survey method

Personal interview with candidates

In depth conversation with the placement agency

Secondary data:

Study of recruitment policy

Websites

Published articles

Research methodology used

v

Study of recruitment and selection at ICICI Prudential Life Insurance by the

manual provided by the HR department;

Web sites

Journals

Magazines

Books

Findings
v

Recruitment is done throughout the year more during the months of May-June
and Oct-Nov;

Huge investment of time;

Huge recruitment cost;

To pursue these, I would be going through the recruitment policies of the company.
By active participation in the recruitment process, the areas where improvement
can be bought about can be identified.
Thus the whole research would be done under the guidance of external guide. It
will also involve recruitment and selection processes, reading the material provide
internally by the organization, information from the new employees.

Introduction
1.1 Introduction Of The Insurance Industry
Overview
The story of insurance is probably as old as the story of mankind. The same
instinct that prompts modern businessmen today to secure themselves against loss
and disaster existed in primitive men also. They too sought to avert the evil
consequences of fire and flood and loss of life and were willing to make some sort
of sacrifice in order to achieve security. Though the concept of insurance is largely
a development of the recent past, particularly after the industrial era past few
centuries yet its beginnings date back almost 6000 years.
The first two decades of the twentieth century saw lot of growth in insurance
business. From 44 companies with total business-in-force as Rs.22.44 crore, it rose
to 176 companies with total business-in-force as Rs.298 crore in 1938. The
Insurance Act 1938 was the first legislation governing not only life insurance but
also non-life insurance to provide strict state control over insurance business.
Some of the important milestones in the life insurance business in India are:
1818: Oriental Life Insurance Company, the first life insurance company on Indian
soil started functioning.
1870: Bombay Mutual Life Assurance Society, the first Indian life insurance
company started its business.
1912: The Indian Life Assurance Companies Act enacted as the first statute to
regulate the life insurance business.
1928: The Indian Insurance Companies Act enacted to enable the government to
collect statistical information about both life and non-life insurance businesses.
1938: Earlier legislation consolidated and amended to by the Insurance Act with
the objective of protecting the interests of the insuring public.
1956: 245 Indian and foreign insurers and provident societies are taken over by the
central government and nationalized. LIC formed by an Act of Parliament, viz. LIC
Act, 1956, with a capital contribution of Rs. 5 crore from the Government of India.
The General insurance business in India, on the other hand, can trace its roots to
the Triton Insurance Company Ltd., the first general insurance company
established in the year 1850 in Calcutta by the British.

Some of the important milestones in the general insurance business in India are:
1907: The Indian Mercantile Insurance Ltd. set up, the first company to transact all
classes of general insurance business.
1957: General Insurance Council, a wing of the Insurance Association of India,
frames a code of conduct for ensuring fair conduct and sound business practices.
1968: The Insurance Act amended to regulate investments and set minimum
solvency margins and the Tariff Advisory Committee set up.
1972: The General Insurance Business (Nationalisation) Act, 1972 nationalised the
general insurance business in India with effect from 1st January 1973.
With largest number of life insurance policies in force in the world, Insurance
happens to be a mega opportunity in India. Its a business growing at the rate of 1520 per cent annually and presently is of the order of Rs 450 billion. Together with
banking services, it adds about 7 per cent to the countrys GDP. Gross premium
collection is nearly 2 per cent of GDP and funds available with LIC for
investments are 8 per cent of GDP.
Yet, nearly 80 per cent of Indian population is without life insurance cover while
health insurance and non-life insurance continues to be below international
standards. And this part of the population is also subject to weak social security
and pension systems with hardly any old age income security. This itself is an
indicator that growth potential for the insurance sector is immense.
A well-developed and evolved insurance sector is needed for economic
development as it provides long term funds for infrastructure development and at
the same time strengthens the risk taking ability. It is estimated that over the next
ten years India would require investments of the order of one trillion US dollar.
The Insurance sector, to some extent, can enable investments in infrastructure
development to sustain economic growth of the country.
India has come a full circle from being an open competitive market to
nationalization and back to a liberalized market again. Tracing the developments in
the Indian insurance sector reveals the 360 degree turn witnessed over a period of
almost two centuries.
Present Scenario
The Government of India liberalized the insurance sector in March 2000 with the
passage of the Insurance Regulatory and Development Authority (IRDA) Bill,
lifting all entry restrictions for private players and allowing foreign players to enter
the market with some limits on direct foreign ownership.

The opening up of the sector is likely to lead to greater spread and deepening of
insurance in India and this may also include restructuring and revitalizing of the
public sector companies. In the private sector 14 life insurance and 8 general
insurance companies have been registered. A host of private Insurance companies
operating in both life and non-life segments have started selling their insurance
policies..

Life Insurance Market

The Life Insurance market in India is an underdeveloped market that was only
tapped by the state owned LIC till the entry of private insurers. The penetration of
life insurance products was 19 percent of the total 400 million of the insurable

population. The state owned LIC sold insurance as a tax instrument, not as a
product giving protection. Most customers were under- insured with no flexibility
or transparency in the products. With the entry of the private insurers the rules of
the game have changed.
The 12 private insurers in the life insurance market have already grabbed nearly 9
percent of the market in terms of premium income. The new business premiums of
the 12 private players has tripled to Rs 1000 crore in 2002- 03 over last year.
Innovative products, smart marketing and aggressive distribution. That's the triple
whammy combination that has enabled fledgling private insurance companies to
sign up Indian customers faster than anyone ever expected. Indians, who have
always seen life insurance as a tax saving device, are now suddenly turning to the
private sector and snapping up the new innovative products on offer.
The private insurers also seem to be scoring big in other ways- they are persuading
people to take out bigger policies. Buoyed by their quicker than expected success,
nearly all private insurers are fast- forwarding the second phase of their expansion
plans.

Major Insurance Players

Licenses have been issued for the following companies

ICICI Prudential Life Insurance Limited

ICICI Prudential Life Insurance Company Limited

HDFC Standard Life Insurance Company Limited

Birla Sun Life Insurance Company Limited

TATA AIG Life Insurance Company Limited

Max New York Life Insurance Company Limited

SBI Cardiff Life Insurance Company Limited

ING Vysya Life Insurance Company Limited

Bajaj Allianz Life Insurance Company Limited

MetLife Life Insurance Company Limited

Aviva Life Insurance Company Limited

AMP Sanmar Life Insurance Company Limited

Sahara India Life Insurance Limited

Sri Ram Life Insurance Limited

Protection of the interests of policyholders:

IRDA has the responsibility of protecting the interest of insurance policyholders.
Towards achieving this objective, the Authority has taken the following steps:

v IRDA has notified Protection of Policyholders Interest Regulations 2001 to

provide for: policy proposal documents in easily understandable language;
claims procedure in both life and non-life; setting up of grievance redressal
machinery; speedy settlement of claims; and policyholders' servicing. The
Regulation also provides for payment of interest by insurers for the delay in
settlement of claim.

The insurers are required to maintain solvency margins so that they are in a
position to meet their obligations towards policyholders with regard to payment
of claims.

It is obligatory on the part of the insurance companies to disclose clearly the

benefits, terms and conditions under the policy. The advertisements issued by
the insurers should not mislead the insuring public.

All insurers are required to set up proper grievance redress machinery in their
head office and at their other offices.

The Authority takes up with the insurers any complaint received from the
policyholders in connection with services provided by them under the insurance
contract.

1.2 COMPANY PROFILE

ICICI Prudential Life Insurance
ICICI Prudential Life Insurance Company is a joint venture between ICICI Bank, a
premier financial powerhouse and Prudential plc, a leading international financial
services group headquartered in the United Kingdom.

ICICI was established in 1955 to lend money for industrial development. Today, it
has diversified into retail banking and is the largest private bank in the country.
Prudential plc was established in 1848 and is presently the largest life insurance
company in UK.
ICICI Prudential is currently the No. 1 private life insurer in the country. For the
financial year ended March 31, 2005, the company garnered Rs 1584 crore of new
business premium for a total sum assured of Rs 13,780 crore and wrote nearly
615,000 policies.
The Company recognizes that the driving force for gaining sustainable competitive
advantage in this business is superior customer experience and investment behind
the brand. The Company aims to achieve this by striving to provide world class
service levels through constant innovation in products, distribution channels and
technology based delivery. The Company has already taken significant steps to
achieve this goal.
India's Number One private life insurer, ICICI Prudential Life Insurance Company
is a joint venture between ICICI Bank-one of India's foremost financial services
companies-and Prudential plc- a leading international financial services group
headquartered in the United Kingdom. Total capital infusion stands at Rs. 23.72
billion, with ICICI Bank holding a stake of 74% and Prudential plc holding 26%.
ICICI Prudential was the first life insurer in India to receive a National Insurer
Financial Strength rating of AAA (Ind) from Fitch ratings. For three years in a row,
ICICI Prudential has been voted as India's Most Trusted Private Life Insurer, by
The Economic Times - AC Nielsen ORG Marg survey of 'Most Trusted Brands'. As
we grow our distribution, product range and customer base, we continue to
tirelessly uphold our commitment to deliver world-class financial solutions to
customers all over India.

FACT SHEET
THE COMPANY
ICICI Prudential Life Insurance Company is a joint venture between ICICI Bank, a
premier financial powerhouse, and Prudential plc, a leading international financial
services group headquartered in the United Kingdom. ICICI Prudential was

amongst the first private sector insurance companies to begin operations in

December 2000 after receiving approval from Insurance Regulatory Development
Authority (IRDA).
ICICI Prudential's capital stands at Rs. 23.72 billion with ICICI Bank and
Prudential plc holding 74% and 26% stake respectively. For the first quarter ended
June 30, 2007, the company garnered Rs. 987 crore of weighted retail + group new
business premiums and wrote over 450,000 retail policies in the period. The
company has assets held to the tune of over Rs. 18,400 crore.
ICICI Prudential is also the only private life insurer in India to receive a National
Insurer Financial Strength rating of AAA (Ind) from Fitch ratings. The AAA (Ind)
rating is the highest rating, and is a clear assurance of ICICI Prudential's ability to
meet its obligations to customers at the time of maturity or claims.
For the past six years, ICICI Prudential has retained its position as the No. 1
private life insurer in the country, with a wide range of flexible products that meet
the needs of the Indian customer at every step in life.
Distribution
ICICI Prudential has one of the largest distribution networks amongst private life
insurers in India. It has a strong presence across India with over 680 branches and
over 235,000 advisors.
The company has over 23 bancassurnace partners, having tie-ups with ICICI Bank,
Federal Bank, South Indian Bank, Bank of India, Lord Krishna Bank, Idukki
District Co-operative Bank, Jalgaon Peoples Co-operative Bank, Shamrao Vithal
Co-op Bank, Ernakulam Bank, 9 Bank of India sponsored Regional Rural Banks
(RRBs), Sangli Urban Co-operative Bank, Baramati Co-operative Bank, Ballia
Kshetriya Gramin Bank, The Haryana State Co-operative Bank and Imphal Urban
Cooperative Bank Limited.
Products Insurance Solutions For Individuals
ICICI Prudential Life Insurance offers a range of innovative, customer-centric
products that meet the needs of customers at every life stage. Its products can be
enhanced with up to 4 riders, to create a customized solution for each policy
holder.
Savings Solutions
SavenProtect is a traditional endowment savings plan that offers life
protection along with adequate returns.

 CashBak is an anticipated endowment policy ideal for meeting milestone

expenses like a childs marriage, expenses for a childs higher education or
purchase of an asset.
LifeTimeSuper offer customers the flexibility and control to customize the
policy to meet the changing needs at different life stages. Each offer 4 fund
options Preserver, Protector, Balancer and Maximiser.
LifeLink Super is a single premium Unit Linked Insurance Plan which
combines life insurance cover with the opportunity to stay invested in the
stock market.
Premier Life Gold is a limited premium paying plan that offers customers
life insurance cover till the age of 75.
InvestShield Life New is a unit linked plan that provides premium guarantee
on the invested premiums and ensures that the customer receives only the
benefits of fund appreciation without any of the risks of depreciation.

InvestShield Cashbak is a unit linked plan that provides premium

guarantee on the invested premiums along with flexible liquidity options.

Protection Solutions
LifeGuard is a protection plan, which offers life cover at very low cost. It is
available in 3 options level term assurance, level term assurance with
return of premium and single premium.
HomeAssure is a mortgage reducing term assurance plan designed
specifically to help customers cover their home loans in a simple and costeffective manner.
Child Plans

SmartKid education plans provide guaranteed educational benefits to a

child along with life insurance cover for the parent who purchases the
policy. The policy is designed to provide money at important milestones in
the childs life. SmartKid plans are also available in unit-linked form both
single premium and regular premium.

Education Insurance Plans

Education insurance under the SmartKid brand provides guaranteed

educational benefits
to a child along with life insurance cover for the
parent who purchases the policy. The policy is designed to provide money at

important milestones in the child's life. SmartKid plans are also available in
unit-linked form - both single premium and regular premium
Retirement Solutions
ForeverLife is a retirement product targeted at individuals in their thirties.
Market-linked retirement products
LifeTime Super Pension is a regular premium market-linked pension plan.
Golden Years: is a limited premium paying retirement solution that offers
tax benefits up to Rs 100,000 u/s 80C, with flexibility in both the
accumulation and payout stages.
Health Solution
Health Assure and Health Assure Plus: Health Assure is a regular premium
plan which provides long term cover against 6 critical illnesses by providing
policyholder with financial assistance, irrespective of the actual medical
expenses. Health Assure Plus offers the added advantage of an equivalent
life insurance cover

Cancer Care: is a regular premium plan that pays cash benefit on the
diagnosis as well as at different stages in the treatment of various cancer
conditions.

Diabetes Care and Diabetes Care Plus*: 1st ever critical illness insurance
cover for diabetics.

Hospital Care*: Hospital Care offers a Cashless hospitalization facility in

more then 3000 network hospitals

Crisis Cover : is a 360-degree product that will provide long-term

coverage against 35 critical illnesses, total and permanent disability, and
death

Note (*) products Re-launched on 1st July 2006

Group Insurance Solutions
ICICI Prudential also offers Group Insurance Solutions for companies seeking to
enhance benefits to their employees.
ICICI Pru Group Gratuity Plan: ICICI Prus group gratuity plan helps employers
fund their statutory gratuity obligation in a scientific manner. The plan can also be

customized to structure schemes that can provide benefits beyond the statutory
obligations.
ICICI Pru Group Superannuation Plan: ICICI Pru offers a flexible defined
contribution superannuation scheme to provide a retirement kitty for each member
of the group. Employees have the option of choosing from various annuity options
or opting for a partial commutation of the annuity at the time of retirement.
ICICI Pru Group Term Plan: ICICI Prus flexible group term solution helps provide
affordable cover to members of a group. The cover could be uniform or based on
designation/rank or a multiple of salary. The benefit under the policy is paid to the
beneficiary nominated by the member on his/her death.
Flexible Rider Options
ICICI Pru Life offers flexible riders, which can be added to the basic policy at a
marginal cost, depending on the specific needs of the customer.
1.

Accident Benefit: If death occurs as the result of an accident during the term
of the policy, the beneficiary receives an additional amount equal to the rider
sum assured under the policy. If the death occurs while traveling in an
authorized mass transport vehicle, the beneficiary will be entitled to twice the
sum assured as additional benefit.

2.

Accident & Disability Benefit: This rider option pays 10% the sum assured
under the rider every year till next 10 years on Accidental Permanent Disability
of 2 Organs.

3.

Critical Illness Benefit: protects the insured against financial loss in the event
of 9 specified critical illnesses. Benefits are payable to the insured for medical
expenses prior to death.

4.

Income Benefit: This rider pays the 10% of the sum assured to the nominee
every year, till maturity, in the event of the death of the life assured. It is available
on SmarKid, SecurePlus and CashPlus

5.

Waiver of Premium: In case of total and permanent disability due to an accident,

the premiums are waived till maturity. This rider is available with SecurePlus and
CashPlus.

Choice of Six Investment Options :ICICI prudential offers you the opportunity of selecting between investment
options to match your investment priorities.
1)

Protector:-

An Investment Option with investment indebt and money market

instruments.
2)

Maximiser :-

An investment option with investment in equity and equity related

instruments.
3)

Balancer :An investment option with investment in a mix of equity and debt oriented
instruments.

4)

Preserver :An investment option with investment in low-risk instruments like cash

and call
money markets.
5)

Flexi Growth:New Fund (NFO) launched in March 2007, Long term returns from an
equity portfolio lare,mid and small cap companies.

6)

Flexi balanced:Balance of capital appreciation and stable returns from an equity (large,mid
& small cap companies) & debt portfolio.

Vision and Mission

Their vision is to make ICICI Prudential Life Insurance Company the dominant
new insurer in the life insurance industry. This they hope to achieve through their
commitment to excellence, focus on service, speed and innovation, and leveraging
our
technological
expertise.
The success of the organisation will be founded on its strong focus on values and
clarity of purpose. These include:

Understanding the needs of customers and offering them superior

products and service
Building long lasting relationships with their partners
Providing an enabling environment to foster growth and learning for their
employees

And above all building transparency in all our dealings.

They believe that they can play a significant role in redefining and reshaping the
sector. Given the quality of their parentage and the commitment of their team, they
feel that tere will be no limits to their growth.
DISTRIBUTION
ICICI Prudential has one of the largest distribution networks amongst private life
insurers in India, having commenced operations in 150 cities and towns in India,
stretching from Bhuj in the west to Guwahati in the east, and Jammu in the north to
Trivandrum in the south.
The company has 9 bank partnerships for distribution, having agreements with
ICICI Bank, Bank of India, Federal Bank, South Indian Bank, Lord Krishna Bank,
and some co-operative banks, as well as over 300 corporate agents and brokers. It
has also tied up with NGOs, MFIs and corporates for the distribution of rural
policies.
ICICI Prudential has recruited and trained more than 1, 90,000 insurance advisors
to interface with and advise customers. Further, it leverages its state-of-the-art IT
infrastructure to provide superior quality of service to customers
RegisteredOffice :
ICICI Towers 9thfloor, Bandra-Kurla Complex
Mumbai - 400 051.
Tel: 494 3232

Regional Office :
8th floor EROS Coorporate Tower,Nehru place,
New Delhi-110011.Tel:46554405
Delhi office :
3rd floor
Videocon Towers
E-1, Rani Jhansi Road
New Delhi - 110055. Tel: 601 3232
ICICI Prudential Life Insurance opens office in Dubai
In a move to consolidate its position in the Gulf region, ICICI Prudential Life
Insurance (ICICI Prudential), India's No. 1 private life insurance company, today
opened its representative office in Dubai, becoming the first private life insurer
from India to open an office in the Emirate.

At ICICI Prudential we offer pragmatic, world-class solutions. Put simply,

solutions with a lot of common sense. Solutions that take care of your four basic
financial needs - Earning, Saving, Investing and Spending. So you live your life to
the fullest, sans worries.

Project Report Recruitment-Selection

Process Insurance Companies

OBJECTIVES OF THE PROJECT

Every task is undertaken with an objective. Without any objective a task is rendered meaningless. The
main objectives for undertaking this project are:

To understand the internal Recruitment process at ICICI Prudential Life Insurance

To identify areas where there can be scope for improvement

To give suitable recommendation to streamline the hiring process

METHODOLOGY
The insurance sector is marked with a high level of attrition and therefore recruitment process becomes
a crucial function of the organization. At ICICI Prudential Life Insurance, recruitment is all time high during
May-June and Oct-Nov. The attrition is high among the sales managers, unit mangers mostly in the sales profile.
The recruitment is high during these months due to the fact that March and September are half year closing and
business is high during Jan-Mar. Thus it is only after March that people move out of the companies.
Since my summer training was in the months of May-June, it gave me the opportunity of involving
myself directly with the recruitment process and analyzing the process so that suitable recommendations can be
given. This project is centered on identifying best hiring practices in the insurance industries. It therefore
requires great amount of research work. The methodology adopted was planned in advance so as to collect data
in the most organized way.
My area of focus was the recruitment and selection particularly at ICICI Prudential Life Insurance. I
was directly involved with the recruitment for candidates for the sales profile. I was particularly involved with
the sourcing of candidates for the regions outside Delhi such as M.P, U.P and Rajasthan.
Before any task was undertaken, we were asked to go through the HR policies of ICICI Prudential Life
Insurance so that we get a better understanding of the process followed by them.

The first task was to understand the various job profiles for which recruitment was to be done.

The next step was to explore the various job portals to search for suitable candidates for the job profile.

Once the search criteria were put, candidates went through a telephonic interview to validate the
information mentioned in their resume.

A candidate matching the desired profile was then lined for the first round of Face to Face interview in
their respective cities.

Firstly the candidate had filled up the personal data form(pdf).

Then the candidates INTERVIEW EVALUATION SHEET which is provided by interviewer was
crosschecked by the HR team. If they think that the candidate was good to hire or not.

When a candidate cleared his first round, he is then made to take an online aptitude test. We created the
online aptitude test. It the HR department, which has the exclusive rights to assign test, codes to the
candidates. Each code was unique and could be used only once by a candidate.

I was involved in assigning codes and administering the test

Once the candidate completed his first assessment, his scores were checked. If he cleared his cut-off he
was given another test.

I had the responsibility to make sure that candidates complete all formalities and had to regularly follow
up with them.

Since we received many resumes, it was essential that a database be maintained to keep a track. It was
convenient method than to stock up piles of papers. ICICI has their own database named as PACE, I
update all the records of the new joinees in that tracker. PACE containes all the information of a candidate
such as name, contact number, location etc.

The external guide maintained a regular updating of the database.

Understanding what kinds of database are maintained and how they help in keeping a record.

I was also involved in maintaining a track of test codes given, the database for employee referrals,
Database for the resumes received through mails and response of advertisement.

RESEARCH METHODOLOGY

Date Source
Primary

:-

Through Questionnaires

Secondary

:-

Through Internet, Journals, News papers and Misc.

Data Collection Procedure :- Survey

Research Instrument :- Structured Questionnaire.
Sample Size : - 80
Sample Area : - work done in Delhi regional Office.
Sample procedure :- Random sampling.

PROJECT SCHEDULE :-

First 1 week

:-Training program from the company.

Second week

:-Collecting the primary and secondary data.

Third Fourth week

:- Study Recruitment & Selection Process

Fifth week

:-Designing the questionnaire .

Sixth week

:-Conducting the survey in RO.

Seventh week

:-Analysis of Data Collection.

Eighth week

:-Final Report preparation and presentation.

Limitations of the study

Every task is undertaken with an objective and accomplishment of

this objective determines our success.

Task:
The recruitment at ICICI Prudential Life Insurance involved a lot
search from the database and calling up candidates to check
whether they fit the job specification.
Difficulties:
Candidates were reluctant to talk at times;
Candidates who were contacted were not interested in
Insurance on many occasions;
Candidates who were scheduled for interview would not turn
up;
Run out of database many times since most of them would
have already been contacted;
Task:
Candidates were to be searched from the job portals and called
up to be scheduled for an interview.
Difficulties:
A summer trainees we could not separate systems to work on;
At times many people had for couple of hours to work on the
computer;
Since STD calls had to be made, the availability of phone was
limited, so there was greater coordination required with respect
to its usage and maintains a time slot so that other person has
a chance to use.
Task:

Inter company analysis through survey and questionnaire filling.

Difficulties:
Did not secure cooperation easily;
People asked lot of counter question so convincing them was a
major task;
People did not disclose much about their employee details.

Topic Information

RECRUITMENT AND SELECTION

The art of choosing men is not nearly so difficult as the art
of enabling those one has chosen to attain their full worth.
Recruitment is the process by which organizations locate
and attract individuals to fill job vacancies. Most organizations
have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and
promote organizational growth.
Recruitment follows HR planning and goes hand in hand with
selection process by which organizations evaluate the suitability
of candidates. With successful recruiting to create a sizeable pool
of candidates, even the most accurate selection system is of little
use
Recruiting begins when a vacancy occurs and the recruiter
receives authorization to fill it. The next step is careful
examination of the job and enumeration of skills, abilities and
experience needed to perform the job successfully. Other steps
follow:
Creating an applicant pool using internal or external methods
Evaluate candidates via selection
Convince the candidate
And finally make an offer
Scope: To define the process and flow of activities while recruiting,
selecting and appointing personnel on the permanent rolls of an
organization.
Authorization:

S.No Authorized Signatory

.
1

Head- Human resource

Managing director

Amendments and deviations:

Any amendments to and deviations from this policy can only be
authorized by the Head-human Resources and the Managing
Director.
Exclusions:
The policy does not cover the detailed formalities involved after
the candidate joins the organization.

ACTIVITY FLOW
The organization philosophy should be kept in mind while
formulating the recruitment procedure.
The HR department would set the recruitment norms for the
organization. However, the onus of effective implementation and
compliance with the process rests with the heads of the
respective functions and departments who are involved in the
recruitment and selection process.
The process is aimed at defining the series of activities that
needs to be performed by different persons involved in the
process of recruitment, the checks and control measures to be
adopted and information that has to be captured.
Recruitment and Selection is conducted by:
HR & Branch Manager
Functional Head

RECRUITMENT PLANNING
Recruitment planning on the basis of budget
A. The manpower planning process for the year would
commence with the companys budgeting activity. The
respective Functional heads would submit the manpower
requirements of their respective functions/ departments to
the board of Directors as part of the annual business plan
after detailed discussion with the head of human Resource
Function along with detailed notes in support of the
projected numbers assumptions regarding the direct and
indirect salary costs for each position.
B. A copy of the duly approved manpower plan would be
forwarded by the HR department for their further actions
during the course of the year. The annual budget would
specify the manpower requirement of the entire
organization,
at
different
levels,
in
various
functions/departments, at different geographical locations
and the timing of the individual requirements. It would also
specify the requirement budget, which is the cost allotted
towards the recruitment of the budgeted staff and the
replacement of the existing employees. The manpower plan
would also clearly indicate the exact time at which the
incumbent should be on board in such a way that the

Regional HR has adequate notice for the time lapses

involved in sourcing any other activities.
C. The Regional HRs would undertake the planning activity and
necessary preparations in advance of the anticipated
requirements, as monthly and quarterly activities on the
basis of the approved budget, estimated separations and
replacements therefore.
D. The vacancies sought to be filled or being filled shall always
be within the approved annual manpower budget and no
recruitment process shall be initiated without the formal
concurrence of the Head of the Regional HR under any
circumstance. Head of the Regional HR shall also have the
responsibility to monitor the appointments being considered
at any point of time with specific respect to the duly
approved manpower budgets.

Review of Manpower Plans and Additional Manpower

A. Review of manpower budgets shall take place on a quarterly
basis. In the event of any new position or any deviations to
the original plans, details of the positions maybe forwarded
to the VP-HR along with the adequate supporting
information. The recommendations would normally require a
formal approval of the Managing Director. Alternately, VP-HR
may record the summary of his discussion with the
Managing Director and the MDs approval on the
recommendations, to signify the final decision taken
regarding the recommendations.

SOURCING OF SUITABLE CANDIDATES

Selection of Sources
Regional HR would tap various sources/channels for getting
the right candidate. Depending on the nature of the
position/grade, volumes of recruitment and any other relevant
factors, the Regional HR would use any one multiple sources such
as:
Existing database (active application data bank);
Employee referral as per any company scheme that may be
approved from time to time;
Advertisement in the
internet/newspapers/magazines/companys sites/job sites or
any other media;

 Placement Agencies (particularly for positions of Managers and

above);
Headhunting firms particularly for senior positions, specialist
positions and critical positions;
Direct recruitment from campuses/academic institutes;
Job websites and
Any other appropriate sources.
The norms for using any of the sources are not water tight.
Number of positions, criticality of positions and the urgency of the
positions, confidentiality requirements, relative efficacy and cost
considerations would play a role in the choice of the appropriate
sourcing mechanism.

ADVERTISEMENTS
All recruitment advertisements (in any form and any medium)
shall always conform to the KLI compliance norms and would
not be released by any department or branch without the
approval of the VP-HR. depending on the specifics of each
position for which recruitment advertisements are to be
released, Regional HR may obtain assistance from the
companys marketing department and/or any external
advertising agencies for the preparation of the contents. Key
features of the positions as notified by the Functional Heads
would normally form a part of the advertisement text.

 The media for releasing advertisement would depend on the

level of the position being considered and the urgency of the
requirements.
The advertisement mode that could be broadly specified as
newspapers (local or mainline depending on requirements),
internet sites and business magazines.
Placement Agencies/Headhunting Agencies
Depending upon the vacancies, fresher fitting different
description listed above may be recruited from time to time,
from
academic
institutes
of
appropriate
standards/reputation/grade, in the requisite numbers and at
the compensation/stipend amounts to be formally approved of
the VP-HR. Plans for such recruitment need specific special
approval of VP-HR. norms regarding the identification of the
appropriate institutes, constitution of the selection panels,
timings of the recruitment, number of candidates to be
recruited into different positions, choice of the appropriate
selection process and the tools thereof shall be decided by the
Head of the Regional HR in consultation with the VP-HR,
depending on the specific features of the position.
Screening the candidates
First level screening
The Candidates would be screened by the HR
Manager/Branch Manager for the respective locations. Screening
would be on the basis of the profile of the candidate and the
departmental requirements.
This assessment will be with respect to:
a. The general profile of the candidate,
b. Personality fit of the candidate into the profile,
c. Aptitude/attitude of the candidate,

d. Motives of the person to join the company and whether

focus is in the short term or is a long term player,
e. Basic skill level on our set of requirements, say numerically
ability, networking ability, etc
f. Establish the annual guaranteed cash compensation of the
individual and check whether the person would fit into the
system.
g. Explain the role of Sales manager to the applicant and check
the acceptance of the candidate for the same.
In case of need, the Regional HR may take a Tele interview of the
candidate for further assessment process.

Second Level Screening

Aptitude Test
If the first assessment is positive, the candidates will give
the aptitude test, once such test is selected approved by the
company. The scoring, interpretation and the generation of
interview probes from that test will also be done at this time.
People who qualify the minimum criteria on this test will be put up
on to the Functional Head (VPs in case of HO) for functional
assessment and suitability into the role.
Tied Agency Sales Manager candidates short listed by the
BM have will then take sales Aptitude test, once such a test is
finalized. For the final selection, the regional Manager (Business
Heads for HO) will meet the candidates short listed by the branch
manager/VP. The chart specifying the Minimum approval level for
each level of recruitment is specified below:

Category

Branch
Manager/Ch
ief Manager

Area
Manager/AVP/
VP

CSE/ADVISO
RS

Yes

No

No

No

BIC

Yes

Yes

No

No

BM/CM

Yes

Yes

Yes

No

SM

Yes

Yes

Yes

Yes

General Norms regarding interview Process:

Busine Managi
ss
ng
Heads Directo
r

A. Interviews should consider the entire data provided by the

candidate either through the formal CV or otherwise before
coming to a conclusion about the candidate. They may insist
on seeing the proof of the claims made by the candidate
regarding qualifications, experience and other
achievements. They may, at their discretion, decide to meet
the candidate on more than one occasion or to refer the
candidate to another panel.
B. Ratings on various attributes of the candidates shall be
recorded in the interview evaluation sheet, soon after the
interview is over. Along with these numerical ratings,
qualitative observations about the candidate and overall
decision regarding selection or otherwise (including a
decision to defer the induction, referral to another panel,
considering for another position) shall be forwarded to the
associated Recruitment Manager/ Head of Regional HR.
Individual panel members have the option of appending
their additional remarks/observations. No selection will be
treated as final unless the IES form is filled comprehensively.
Suitably appropriate IES formats may be created for specific
positions.
C. Any discrepancies noticed by the panel members regarding
the authenticity of the data provided by the candidate
should be specifically and formally recorded on the IES form
and suitably high lightened.
D. Specific points to be probed during the reference check
process, if any, must also be clearly recorded and high
lightened on the IES forms.
Administrative Actions Regarding Interviews
A. Scheduling and the venue of the interviews would be
handled by the recruitment team in consultation with the
short listed candidate and the selection panel members,
after taking mutual convenience into account. For field

positions, respective branch/regional heads would undertake

this co-ordination.
B. After the final round, if the candidate is selected, the
complete set of papers Personal Data Form, CV, job
requisition no., Interview evaluation sheet ,reference check
details, educational details, along with the interviewers
recommendations and Reference check form should be
forwarded by the recruitment managers to recruitment
head. Fitment of the candidate into a grade and
compensation fitment shall be on the assumption of
authenticity of the information provided in the
CV/application form.
C. An appropriate formal communication shall be sent to the
candidate whose candidature is not being taken forward, or
details of the verbal/telephonic communications provided to
the candidate shall be recorded on the candidates papers,
by the recruitment team/associated line managers. In the
case of interviews taking place at the branch/regional levels,
similar noting should be recorded on the individual
candidates papers.
Negotiations of the terms and conditions and other preappointment formalities
A. In the case of sales-Tied Agency functions, the branch
managers will be allowed to fix the salary and grade of the
incoming sales manager, provided the compensation does
not exceed 20% of the candidates current cash salary. Any
fitment beyond this norms will need the approval of HeadHR. HR will forward a worksheet to support the BMs to
evaluate the appropriate cash CTC of the incumbent. For all
other functions, the compensation and grade would be fixed
post a discussion between the Head of the Regional HR and
the associated AVP/VP. Any candidate being offered a CTC of
more than 4lacs will need the sign off from HEAD-HR. In
appropriate cases, at the discretion of the VP-HR, a deviation

may be referred to the Managing Director, for the MDs

formal approval.
B. Responsibility for negotiations and finalization of the terms
shall rest with the best Branch Manager/Associated Manager.
They may seek the assistance of the recruitment managers,
whenever required. Reference checks process should not
normally be initiated unless the candidate has indicated his
firm acceptance of the offer being made by us.
Reference checks
A. Normal, reference checks should be undertaken with at least
one reference. A second reference check will be done if
considered necessary. Responsible officials from the former
employers, academic institutes and/or any other eminent
personalities can be considered as appropriate references.
Close relatives and friends cannot be considered as
references. Wherever feasible and considered appropriate, a
reference should be made with a senior official of the
candidates current employer. In case the candidate is
currently un-employed, reference should be made with the
latest employer. The format of reference check is to be used
as a framework for conducting the process.
B. Where the minimum two reference checks are not possible
(particularly with the current employer) or where there is a
mixed response from different sources, the matter may be to
the VP-HR for a final decision. Depending on the seniority
and any other considerations about the positions, VP-HR
would normally consult the functional head concerned,
before coming to conclusions. Any candidate whose
credentials are doubtful shall not be recruited.
C. In case of recruitment of Management trainees, fresher and
life advisors as sales Managers no reference checks will be
required.
Employment offer letter

A. When a recruitment Manager is fully satisfied about the

selection of the right candidate and about completion of all
the formalities connected with the appointment of candidate
including requisite documentation, satisfactory reference
check reports and medical fitness, he/she would forward the
relevant papers listed below to the head of recruitment.
Personal Data form
Employee requisition form duly filled by the regional
Head/Branch Manager
Interview evaluation sheet filled by the regional
head/Branch manager/interviewer with his/her comments.
Latest and updated resume of the candidate
Photocopy of the appointment letter of the last employer or
latest salary slip.
Employment details.
Two Professional references.
Language Proficiency.

B. Document check list for every grade is as follows:

Authorization Release Form.
Background check Form.
Highest Education certificate.
Highest Education marksheet.
1 Month Salary Slip of Current Employer.
1 Month Salary Slip of Last Employer.

 Relieving Letter of last Employment.

Proof of Residence.
2 Passport Size Photograph.

C. Regional HR manager will take the signature of Head-HR on

the employee requisition form and forward the papers to the
employee service team for issuance of the offer letter.
D. Employee services team will issue offer letter, to be signed
by the National Recruitment Manager or Chief Manager-HR,
and send the same to the concerned Branch Manager/ HR
Manager.
E. It would be the responsibility of the Branch Manager/HR
Manager to ensure that the accepted copy of the offer letter
is forwarded to the employee service team within a week of
receipt of the offer letter. Till this letter is issued, the offer
has not taken place in formal sense. A copy of the offer
letter shall be duly signed and returned to the candidate.
Candidate would be expected to fulfill various joining
formalities, which are also formally communicated to
him/her in the form of a checklist that is attached to the
letter of offer. The Regional HR head shall have the overall
responsibility and accountability to maintain the templates
of the offer letters and also for drafting of suitable nonstandard terms to any specific candidate.
F. The employee service team will follow up Branch
Manager/Regional HR Manager for the joining of the
candidate and will collect all relevant documents from the
candidate including the joining report, before issuing the
appointment letter. The employee service team may enlist
the help of the Branch Manager to ensure that all necessary
documents within ten days o the person joining. After the of
all necessary documents, the employee service team will
send the appointment letter to the new joinee.

G. Once the documentation is complete for the new joinee

(including the accepted appointment letter), people who
may have joined before 20th of the month but have not been
included in the payroll for the month because of delay in
receipt of papers will be given ad-hoc salary advance (up to
maximum of 65% of the pro rated salary). This advance will
be adjusted once the person gets included in the subsequent
months payroll.
H. If the person does not submit the relieving letter from the
previous organization, where required to be submitted as per
the table given above, within three months of joining, the
employee service manager can put their salary on hold till
such time as the said documents are received.
Key tasks of Regional HR Head
Regional HR Head will have the authority and responsibility
to administer/implement the recruitment and selection process as
outlined. An illustrative list of the key deliverables of these
incumbents is listed below.
Ensuring inductions as per quality, numbers, time and cost
consideration of the company in accordance with the approved
manpower budget.
Creation of appropriate sourcing mechanism along with
tracking the performance of these mechanisms.
Creation of quarterly and monthly recruitment plans
Effective coordination with external parties such as
candidates,
placement
agencies,
consultants,
academic/professional institutes and any other including the
custody of the formal agreements , tracking timely payments
and adjusted thereto
Creation of comprehensive and appropriate tools, linkages,
documents, templates and any other mechanisms to ensure

smooth execution of the process requirement, along with

timely improvements thereto
Assistance to user department and line managers including in
interviewing/selection support, scheduling etc.
Effective internal communication with user departments and
line managers including making the standard recruitment
formats and other templates easily available to such users and
notifying the modifications to such formats and templates.
Creation and maintenance of qualitative information base
regarding candidates,
placement
agencies, campuses,
institutes, and any other employment-market information.
Creation and maintenance of appropriate and high-quality MIS
for current and future needs of the organization, including
publication/circulation of appropriate reports there from to the
relevant users within the company.
Monitoring recruitment costs
Complete documentation for the entire recruitment and
selection process for easy and quick retrieval in a readily
auditable format
Timely and effective communication with all internal and
external parties including the candidates
Tracking the progress of the selected candidates including
resignation, extensions of probation periods/training period, etc
for the purpose of improvement to recruitment and selection
process.
Effective coordination with the post recruitment arm of the
Human Resource function
Documentation and creating MIS regarding waiver, deviation,
etc and identifying the key areas for improvement in the formal
recruitment and selection process document.

SWOT Analysis of ICICI Prudential Life

Insurances Recruitment Process

Strengths

Weaknesses

Brand equity of Kotak

Mahindra Bank.
Rigorous Pre-Hiring
assessment tests to
understand aptitude and
personality of candidates.

Pre assessment tests are

costly.
Conversion of footfalls is low.
Lengthy pre-offer formalities.
Huge employee turnover.

Proper reference checks to

ensure that only bonafide
candidates are appointed.
Adequate number of channel
partners to generate footfalls
for each location.
Footfall MIS being
maintained at each branch
locally by Admin.

Opportunities
Campus recruitments have
huge potential for fulfilling
manpower requirements cost
effectively.
Tie up with recruitment
agencies on supplying fixed
number of footfalls week on
week.
Develop exclusive contract
with channel partners to
meet the manpower
requirements.
Make blue form brief and to
the point.

Threats
Increasing number of private
players in insurance sector
creates ample choices,
frequent and easy mobility
for employees.
Same channel partners are
handling all insurance
companies. This leads to
same pool of candidates
being circulated to all
partners.
Increasing spill over as a
candidate has more than one
offer at the time of making a

Reduce turn around time of

making an offer.

job shift.
As the insurance industry is
small, senior level candidates
hesitate to meet HR of other
companies for the fear of
grapevine.

Compress the "white space" in your hiring process.

White Spaces are delays in hiring process that are unproductive,
waste time, and virtually assure you'll lose talented candidates.
Often the longest delays occur between critical selection events.
For example, a recruiter may need several weeks to screen a few
hundred resumes from the Web job boards, or candidates who
make it through screening may wait weeks to interview with a
hiring manager.
Here at ICICI Prudential Life Insurance, the delays occur when the
outstation candidates are called for interviews at Regional
branches like Delhi and Mumbai. Sometimes, because of busy
schedule of senior managers and sometimes because of tight
schedule of candidate, the interview has to be postponed. This
delay could be minimized by scheduling interviews in the regional
locations. It is recommended to reduce the turnaround time for
the recruitment and selection process. It must be made
mandatory for the candidates to take the test, filling up forms etc
within the stipulated time, this will make sure that the candidates
do not hold casual attitude and take the recruitment process more
seriously. Additionally it can send across a positive image about

the company. White space in recruitment can be compressed by

the use of IT also. Technology (such as automated or Web-based
tracking) is ideal for eliminating unnecessary steps and reducing
delays.

Tie up with more & more consultants from multiple segments

Since the limited placement agencies are sourcing candidates to
all insurance companies, there often comes the problem of
duplication of data. Therefore it is recommended that more and
more consultants should be tied up from multiple segments to
attract large pool of new and fresh talent.

Know what you're looking for in candidates.

It is observed that the candidates sourced by placement
agencies and send for further rounds of interviews are rarely
found suitable by the hiring managers. Therefore, in case there
is need to utilize the service of a placement agency, then it is
recommended that these placement agencies be given a well
drafted job description and job specification. This can also be
circulated to internal employees under the employee referral
scheme. This will help people to get a clearer picture and
provide for most suitable candidates. Thus making efficient
utilization of the existing resources.

Reduce the pre offer formalities:

Pre-offer documentation includes filling of a lengthy Blue form
which includes all personal, educational and professional details
of candidate. This is very time consuming and even after taking
these details from candidate its not sure that offer will be made or
not. This also becomes frustrating for the candidate sometimes.
So, it is recommended that unnecessary details should not be
asked before we make the final offer to the candidate. Blue form
should be made consise.

One size doesnt fits all

An effort must be made to study local condition, education
levels. Since applying common test for all candidates across

entire country can overshadow a candidates capabilities. This

factor must be given importance since Indian society is divided
on various parameters such as education, language,
infrastructure etc. A test with high level of English and
complicated sentence structure can be a hurdle in areas where
language itself is barrier. An option is to have different tests for
different regions.

Blend technology into every aspect of your recruiting and hiring

process.
Web-based technology lets you increase hiring speed and
quality while reducing costs. Currently, job boards constitute
the biggest use of the Web, offering access to thousands of
resumes within hours. But the Web can also be a powerful tool
for screening and qualifying that flood of resumes. Companies
have begun to use the Web to collect and instantly match data
on candidate skills, motivations, and experiences against job
criteria. Other uses of Web-based technology include online
interviewing, candidate assessment and testing, applicant selfscheduling, and tracking. Work the Web wisely and you save
time for recruiters and hiring managers and nab top candidates
before your competitors can.
It is recommended that apart from the person-job fit, method
must be devised to check for person-organization fit. A personorganization helps to assess how well a candidate is suited the
organization. Whether the attitude he/she carries will promote
both organizational as well personal goals. This takes a great
importance especially when attrition is high. It will help the
organization to retain its employees for a longer period of time
and less burden on recruitment staff.

Build and manage your candidate pool as a precious resource.

A "candidate pool" is a group of individuals who have shown
interest in working for your company and are qualified for and
ready to fill certain positions. Rather than undertaking the
time-consuming process of filling one job at a time, you draw

on the candidate pool and fill jobs as they become available.

How do you keep a pool active? Some companies send their
newsletters to pool candidates, give them product coupons,
and keep in touch through e-mail. Pool management is not
easy in a tight labor market --good candidates often go
elsewhere. But many organizations, especially those with a
reputation as a great place to work, are able to fill positions
quickly using the pool concept.

Create winning impression even on those who are not selected

Its very important to create a favorable impression of your
organization on all those who come for interview. Those who
are not selected in the first round of personal interview should
also carry this impression that they have missed the
opportunity to work in a great company. For this, there must a
proper coordination of the interview of the candidate and
greater degree of professionalism. A candidate when invited for
a interview must be attended as soon as possible and should
be made to wait for hours together. Interviews conducted on a
scheduled time leave a good impression on the candidate.
Even if he is not selected, a good impression about the will
make him recommend the name to his people.

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 it activities. It is only when organization is
recognized for its quality that it can build a stability with its
customers. Thus 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 improvise in its recruitment process so that it is able to
attract best in the industry in order to serve the best. Thus the
organization must look out for methods that can enable it to
adopt best recruitment practices.

LEARNINGS
Every endeavor undertaken to accomplish challenging goals, can only be
successful under the experienced and encouraging guidance. I am privileged to
have undergone training at ICICI Prudential Life Insurance. As learning never
stops, my learning at Kotak has come from a lot of exposure, on the job training
and close interaction with the corporate. In brief my learning and achievements can
be summarized as under:
Understanding of person and profile fit.
Convince people about the job profile and to sell the job to the
prospective candidate;
Following up with the candidates during the entire selection
process;
Learned to convince candidates about the offer rolled out and
making them accept the offer through effective communication;
Learning about salary fitments.
Communicating with the corporate;
Performance appraisals, its various types, implications and
significance;
Handling queries received from various quarters;
Managing HR department in the absence of HR manager;
Reply to official mails;
Prioritize issues according to their importance;

Field work exposure to tap candidates that further strengthened

the learning.

\
Q1.Do you have a clearly stated Recruitment & Selection Policy ?

Yes

No

To some extent

2) What are the quality of ICICI Prudential Life Insurance Company

recruitment System:

Quick Response time for requirement

Bringing in Quality People

Proper coordination with other team or department

Efficient Maintenance & Updating of Database

3)What Recruitment Sources are used?

Advertisement

Employee Referral

Consultant

Portals

All of these.

4)Does ICICI Prudential adopt Internal Recruitment Source i.e. Transfer &
Promotion:(i) Yes

(ii) No

If Yes than for which type of post.

5)Which source of Recruitment is better for companies:(i) Internal Source

(ii) External Source

(iii) Depends on Situation & Post

6)Rank the Qualities in the order of your preference on the basis of which you
select candidate:

Qualification

Experience

Skills

Personality

Depend on Job Variety

7) How many Stages are followed in selection procedure:

8) Does ICICI Prudential ask candidates to enter into BONDS with them:

Yes

No

If Yes then what kind of Job or Department.

Q9. Is the estimation of Recruitment Process cost is done?

Yes

No