Professional Documents
Culture Documents
Submitted
By
Rohini
HT NO:13-05-120
DECLARATION
The project work entitled IMROVING HIRING ROCESS THROUGH ARC
TEAM is done by me at HYDERABAD in Partial fulfillment for the award of
Master of Business Administration-M.B.A from Kasturba Gandhi P.G
College from women(Affiliated to osmania university) West Mare dally,
Secundarbad.
This work was not submitted to any other university for the award of any
degree earlier. This work is also not published in any journal or Magazine.
ROHINI
Certificate
This is to certify that E. Rohini, a student of Master of Business Administration
(HR), Kasturba Gandhi College for Women, has successfully completed her
Project Work on Improving Hiring process Through ARC Team at Genpact
in our organization during the period of.
(Chaintanya Reddy)
Manager Human Resource
ACKNOWLEDGEMENT
The work on this project has been an inspiring, often exciting, sometimes
challenging ,but always interting experience. It has been made possible by other
people, who have supported me.
Iam very grateful to my supervisors Mr.Chaitanya Reddy & Mrs.Amanda
Gomes who have given me the chance to participate in an interesting research
as this. They have supported me with their encouragement and many fruitful
discussions.
I would like to thank My principle Mrs. Sara Haiti for giving me this
great opportunity .I would also like to express my sincere thanks to Mrs.Rama
saraswati ,Sr.Associate professor,Dept of Bussiness Management for her
invaluable experience and advice.
The close cooperation with M.suman gouri & P.Mamtha and other
employees of GENPACT was a unique experience.
Finally, I wish to thank my Parents for their continuous support and
encouragement
Rohini
MBA IV Semester
Contents
I. Introduction
Suggestions
Bibliography
Annexure
2.
3.
Help increase the success rate of the selection process by reducing the
number of visibly under qualified or overqualified job applicants.
4.
Help reduce the probability that job applicants, once recruited and
selected,
will leave the organization only after a short period of time.
5.
Meet the organizations legal and social obligations regarding the
composition of its workforce.
6.
7.
long
8.
all
Recruitment process
As was stated earlier, recruitment refers to the process of identifying and
attracting job seekers so as to build a pool of qualified job applicants. The
process comprises five interrelated stages, viz.
i.
Planning
ii.
Strategy development
iii.
Searching
iv.
Screening
v.
Sources of Recruitment
There are several sources and they may be broadly categorized into
I. Internal recruitment
Internal recruitment seeks applicants for positions from those who are
currently employed. Internal sources include present employees, and former
applicants
1.
Present employees
2.
Promotions
Employee referrals
Former employees
SELECTION
Meaning and definition
Selection refers to the process of picking the right candidates from the pool of
applications.
It is the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.
Recruitment and Selection are the two crucial steps in the HR process and are
often used interchangeably. There is, however, a fine distinction between the two
steps. While recruitment refers to the process of identifying and encouraging
prospective employees to apply for jobs, selection is concerned with picking the
right candidates from the pool of applicants. Recruitment is said to be positive in
its approach as it seeks to attract as many candidates as possible. Selection, on
the other hand, is negative in its application inasmuch as it seeks to eliminate as
many unqualified applicants as possible in order to identify the right candidates.
Role of selection
The role of selection in an organizations effectiveness is crucial for at least, two
reasons.
First, work performance depends on individuals. The best way to improve
performance is to hire people who have the competence and the willingness to
work. Arguing from the employees viewpoint, poor or inappropriate choice can be
demoralizing to the individual concerned (who finds himself or herself in the
wrong job) and de-motivating to the rest of the workforce. Effective selection,
therefore, assumes greater relevance.
Second, cost incurred in recruiting and hiring personnel speaks volumes about
the role of selection.
Costs of wrong selection are much greater. Below figure shows four possible
outcomes of a selection decision. Two of these- true positive (high hit) and true
negative (low hit) are right selection decisions. The other two outcomes
represent selection errors. In the false positive error, a decision is made to hire
an applicant based on predicted success, but failure results. In false negative
error, an applicant who would have succeeded is rejected based on predictions
of failure. In their case, selectors will have erred. They may remember that the
selection successes will be written in sand and failures in stone.
An organization with a false positive error incurs three types of costs. Thee first
type is incurred while the person is employed. This can be the result of
production or profit losses, damaged company reputation, accidents due to
negligence, absenteeism, and the like. The second type of costs is associated
with the training, transfer or terminating the services of the employee. Costs of
replacing an employee
with fresh one-costs of hiring, training and replacement- constitute the third type
of costs. Generally, the more important the job, the greater the cost of the
selection error.
In the case of false negative error, an applicant who would have succeeded is
rejected because of predicted failure. Most false negative errors go unnoticed
except when the applicant belongs to a reserved category and files a
discrimination charge. Costs associated with this type of error are generally
difficult to estimate.
A careful selection will help an organization avoid costs associated with both false
positive error as well as false negative error.
Success
False
Negative
Error
True Negative
Failure
( Low Hit )
Failure
True Positive
( High Hit)
False Positive
Error
Success
Predicted
Predicted
Outcomes of the selection decision
In the case of false negative error, an applicant who would have succeeded is
rejected because of predicted failure. Most false negative errors go unnoticed
except when the applicant belongs to a reserved category and files a
discrimination charge. Costs associated with this type of error are generally
difficult to estimate.
A careful selection will help an organization avoid costs associated with both false
positive error as well as false negative error.
Organization for selection
Until recently, the basic hiring process was performed in a rather unplanned
manner in many organizations. In some companies, each department screened
and hired its own employees. Many managers insisted upon selecting their own
people because they were sure no one else could choose employees for them as
effectively as they themselves could. Not any more. Selection is now centralized
and is handled by the human resources department. This arrangement is
preferable because of the following advantages.
1.
It is easier for the applicant because they can send their applications to a
single centralized department/ agency
2.
It facilitates contact with applicants because issues pertaining to
employment
can be cleared through one central location.
3.
It helps operating managers to concentrate on their
responsibilities. This is especially helpful during peak hiring periods.
operating
4.
It can provide for better selection because specialists trained in staffing
techniques do hiring.
5.
jobs.
6.
measures
ones
self-sufficiency,
neurotic
tendency,
sociability,
There are three ways of validating a test. The first is concurrent validity. This
involves determining the factors that are characteristic of successful employees
and then using these factors as the yardsticks. Predictive validity involves using a
selection test during the selection process and then identifying the successful
successful
and
less-successful
candidates are then identified. Synthetic validity involves taking parts of several
similar jobs rather than one complete job to validate the selection test.
Employment interview
The next step in the selection process is employment interview. An interview is
conducted at the beginning and at the end of the selection process. The
emphasis here is on the later.
Interview is a formal, in-depth conservation conducted to evaluate the applicants
acceptability. It is considered to be an excellent selection device. Its popularly
stems from its flexibility. Interview can be adapted to unskilled, skilled, managerial
and professional employees. It allows a two-day exchange of information, the
interviews learn about the applicant learns about the employer.
However, interviews do have shortcomings. Absence of reliability is in limitation.
No two interviewers offer similar scoring after interviewing an applicant. Lack of
validity is another limitation. This is because, few departments use standardized
questions upon which validation studies can be conducted. Finally, biases of
interviews may could the objectivity of interviews.
The employment interview can be
1.
one-to-one
2.
Sequential
3.
Panel
In the one-to-one interview, there are only two participants- the interviewer and
the interviewee. The sequential interview, strength and knowledge-base of each
interviewer, so that each interviewer can ask questions In relation to his or her
subject area of each candidate, as the candidate moves from room to room.
The panel interview consists of two or more interviews and the figure may go up
to as many as 15. Any panel interview is less intimate and more formal than the
one-to-one, but if handled and organized well, it can provide a wealth of
information. If not handled carefully, the panel interview can make the candidate
feel ill at ease and confused about whose question to answer and whom to
address. Interviewers themselves are likely to experience nightmare, not knowing
who will ask which question and in what order.
Objectives of interviews
Interview has at least three objectives1.
2.
3.
4.
Types of interviews
Interviews can be of different types. The usual types are structured, unstructured,
mixed and behavioral and stress producing.
Guidelines for interviews
1.
2.
3.
4.
5.
6.
7.
DOs
Plan the Interview
Establish an easy and informal
relationship
Encourage the candidate to talk
cover the ground as planned
probe where necessary
analyze career and interests to
reveal strengths, weaknesses,
patterns of behavior
maintain control over the direction
and time taken for the interview
1.
2.
3.
4.
5.
6.
7.
Donts
Start the interview unprepared
Plunge too quickly into demanding
questions
Ask leading questions
jump to conclusions on inadequate
evidence
Pay too much attention to isolated
strengths or weaknesses.
Allow the candidate to gloss over
important facts
talk too much
In addition to the dos donts stated above, a few more tips may be remembered
so as to make the interview more objective. One such guideline is the type of
questions, which the interviewers should ask.
The most common and least expensive approach for candidates is direct
applications, in which job seekers submit unsolicited application letters or
resumes. Direct applications can also provide a pool of potential employees to
meet future needs. From employees view point, walk-ins are preferable as they
are free from the hassles associated with other methods of recruitment. While
direct applications are particularly effective in filling entry- level and unskilled
vacancies, some organizations compile pools of potential employees from direct
applications for skilled positions.
Write- ins are those who send written enquiries. These jobseekers are asked to
complete application forms for further processing.
Talk-ins are becoming popular nowadays. Job aspirants are required to meet the
recruiter for detailed talks. No application is required to be submitted to the
recruiter
Campus recruitment
Colleges, universities, research laboratories, sports fields and institutes are fertile
ground for recruiters, particularly the institutes. The Indian institutes of
management and the Indian institutes of technology are on the top of the list of
avenues for recruiters. In fact, in some companies, recruiters are bound to recruit
a given number of candidates from these institutes every year the IIMs are an
important source of recruiting management trainees.
The campus recruitment is so much sought after by the recruiters that each
college, university department of institute will have to have a placement officer to
handle recruitment functions.
Campus recruitment is often an expensive process, even if the recruiting process
eventually produces job offers and acceptances. Majority of those would leave
the organizations with in the first five years of their employment. Some people
attribute this high rate of turnover to the lack of challenge offered by the
organizations
Physical Examination
After the selection decision and before the job after offer is made, the candidate
is required to undergo a physical fitness test. A job offer is, often, contingent upon
the candidate being declared fit after the physical examination. The results of the
medical fitness test are recorded in a statement and are preserved in the
personnel records.
Job offer
The next step in the selection process is job offer. To those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of
appointment. Such a letter generally contains a date by which the appointee must
report on duty. The appointee must be given reasonable time for reporting.
Decency demands that the rejected applicants be informed about their nonselection. Their applications must be preserved for the future use, if any. It needs
no emphasis that the applications of selected candidates must also be preserved
for future references.
Company Profile
Introduction
Genpact is a leading provider of Business Services & Technology Solutions.
Since it was established in 1997, the company has been driving process
improvements to help enterprises improve their revenue, cash, costs, margins,
speed, and customer relationships globally.
Operating in six countries, Genpact combines strong business and domain
knowledge with Six Sigma and Lean quality methods to deliver important yearover-year cost and productivity gains to customers.
In 2005, Genpacts revenues were $493 million. A company majority owned by
GE and the private equity firms of General Atlantic and Oak Hill Capital Partners,
Genpact has 20,000 highly skilled associates specialized by industry banking/finance, insurance, manufacturing, transportation, and automotive and
by the impact areas they serve - sales & marketing analytics, supply chain and
aftermarket services, financial services core operations & collections, finance &
accounting, information technology services, and enterprise application services
& program management.
India
China
Hungary
Romania
United States
Mexico
Genpact India
Genpact in India, operates out of 8 sites and employs 14,000 people in Gurgaon,
Hyderabad, Jaipur, Bangalore, and Kolkata.
State-of-the-art infrastructure with a robust telecommunications network
(redundant route diverse fiber network) connects Genpact to its clients across the
globe.
Genpact is the largest private user of international bandwidth in India. A stringent
physical and data security system, round-the-clock crisis management help lines,
backup devices and recovery sites, and readiness for general emergency form
the core of its Business Continuity Planning (BCP) and Disaster Recovery
Planning (DRP) initiatives.
Genpact has also developed extensive expertise in many industrial verticals such
as Insurance, Consumer Banking & Retail Finance, Commercial Finance,
Healthcare and Manufacturing & Industrial with comprehensive offerings across
their value chain.
Site
2 Sites
7 CoEs
French, German Spanish
6000 Employees
Gurgaon - 2 Sites
4 CoEs
600 Employees
English, French
Jaipur
Kolkata
Hyderabad
Kolkata
Hyderabad
Bangalore
4 CoEs
1400 Employees
English & French
2 Sites
9 CoEs
English & French
6335 Employees
Differentiators
Only Genpact offers the Insight, Intellect, Integrity & Impact to provide year-overreturns that global enterprises want. It offers
High global quality at the lowest local cost.
Extraordinarily talented and stable workforce - many of our 19,000 associates
Not only has Genpact grown in terms of its people and revenue, but has also
evolved its product portfolio over the years. Its key strategy has been to develop
product expertise in selected Industry Verticals, new technology rollouts and
expansion into new Geographies.
Quality :
Six Sigma
Genpact uses Six Sigma and Lean to drive process improvement with a
continuous focus to exceed its customer's expectations in the quality of services
and products provided. To achieve this:
Six Sigma forms a way of life its principles drive our Quality efforts; people are
trained in Six Sigma and tools supporting Six Sigma efforts are embedded into all
processes. Genpact has successfully delivered high levels of productivity to the
customers for the last six years.
Functional Practices
Functional Practices
Accounts Payable
Record to report
Group Consolidation
Planning & Performance
Base Cost Reporting
Cash Flow Analysis
Manufacturing Finance
Sales Analysis
Industry Practices
Genpact's
Product
and service offerings cut
across several industry verticals. We have the capability to customize our product
and service offerings to suit specific needs of clients. Read more about our
capabilities in some of the industries we service.
1. Banking / Finance
Consumer Banking & Retail Finance industry is the biggest industry vertical
serviced in Genpact. Genpact has over 650 associates and 3500 FTEs servicing
businesses across USA, Europe, Australia and Asia from its global locations in
India, China, Mexico and Hungary.
The delivery capability of Genpact is built on a strong Six Sigma foundation and
the solutions and can be customized to suit specific business requirement within
this
domain.
We support a range of end customer financial service products including Private
Label Credit Cards, Dual Cards (PLCC with Credit Card functionality), Retail
Finance, Auto Finance, Personal Loans and Mortgage. Our technology
capabilities combined with our operational expertise uniquely positions us to offer
process solutions specific to business needs. The delivery capability leverages
the wide product portfolio and caters to
Talent Pool
i.
ii.
2. Insurance
Automotive
The year 2001 saw the services businesses in India including the core CoEs
of Contact Centers, Finance & Accounting and Transaction Processing grow
to almost double their size at the beginning of the year.Genpact works on the
following COEs and work on that.Following are the COEs for which
genpact recruits.
Collections
Insurance Solutions
Analytics
IT Services
Genworth
Commercial Finance
Learning
External
Consumer Finance
TC Process
Tele screen
& line up
Hiring
Activity
De-dupe
Update TC
ARC is a very important part of hiring activity. It recruits a lot of people and a very
important process of hiring. In this, firstly CV comes through various sources, and
it goes through the process of Team Connect, where the resumes are arranged
and put in the team connect in an organized manner. Then these resumes are
processed and they go through a tele screening and after the clearance of
screening , they are lined up for further interviews. After they clear the interviews
then the hiring process starts. If they are selected before offering them for the job
a de-dupe check is made, which makes a cross check, that if the candidate has
gone through a personal interview earlier with Genpact , if yes, than when and
what was the status at the time, if he comes under the cooling period that is, if it
has been one month since he has applied , he could be offered.
PROCESS :
First of all the CVs come through sources like parichay mailbox, direct mailers,
and drop boxes. The resumes from mailbox and from direct mailers are dumped
and parsed in to the Team Connect software and also the resumes from drop
boxes are dumped and parsed in to the Team Connect. Then a tele screening is
made on all of the resumes by a different team.After that hiring activity and
selection process continues as an then.The profiles which are screened and
selected for interview are not basically from consultants. Them again after this,
the results and the data are uploaded in the Team Connect. The following
diagram explains the process clearly:
COLLECTIONS
Collections are one of the major COEs for which genpact recruits people on a
large basis. It manages consumer and collections for GE card, monogram credit
services, auto financial services and vendor financial services.
SERVICE OFFERINGS
Customer bankruptcy
Customer imprisonment
Property Tax
Late fee
Insurance
Resolution Disputes
Misapplied payments
Financial Services
Industrial Collections
INSURANCE SOLUTIONS
Insurance solution is the COE which provides and handles the matters regarding
insurance. It provides underwriting and claims processes services to GE
insurance solutions, including reinsurance corporations (ERC) and Genworth
financial
SERVICE OFFERINGS
Underwriting
Claims Processes
Actuarial Services
Institute training
It designs and develop Predictive Hiring Models that help to predict the length of
service and prospective performance of an employee in the organization, even at
the time of hiring. The models use detailed processes that involve data collection,
cleaning, and identification of critical factors by the use of sophisticated
segmentation and modeling tools. In addition, Recruitment Management and
Background Checks identify and analyze potential employees. By collecting and
analyzing data on the employee longevity in the organization, we develop Life
Enhancement Models based on the triggers to derive attrition risk scores.
Performance Management
HR Information Management
It integrates and digitize data sources to build dynamic reporting and online
analytic tools for Human Resources Data Management. Our HR Information
Management solutions include:
Workforce Development
Services include collecting and mapping the skill DNA of various job families and
grades to build a digitized skill inventory matrix. This tool enables you to see skill
snap-shots, and plan the skill inventory of the present or acquired organization.
Our Workforce Development solutions include:
M&A Analytics
Employee Satisfaction
It designs and deliver Employee Satisfaction Studies and analyze key drivers of
employee dissatisfaction to facilitate strategy formulation. Our Employee
Satisfaction Studies solutions include:
Financial Services
Commercial Finance
Insurance
Healthcare
Manufacturing
IT SERVICES
This provides a wide range of services to IT sectors globally.It is an IT
infrastructure Service.IT team plans, designs and implements strategies and
manages IT infrastructure of global businesses.
SERVICE OFFERINGS
Client services
Server Services
Network Services
Security services
Proffessional services
Financial Services
Insurance
IT
Health care
Manufacturing
Aerospace
Media
Aviation
Real Estate
Speciality finance
LEARNING
Learning is very useful part of Genpact. It provides a variety of wing to wing elearning solutions in custom content design, development and maintenance to
GE business worldwide.
My Learning:
It includes classroom trainingand e-learning and provides learning
opportunities that are available 24 hours a day, 7 days a week.
TOOLS:
Developing self-excellence
Leading by Action
DMAIC
GE CONSUMER FINANCE
It provides a wide range of customer fulfillment activities. It includes inbound
call centeres and transaction processing for GEs consumer and commercial
finance businesses.
SERVICE OFFERINGS
Application processing
Customer service
Exon Mobil
Gap
Mervyns
SERVICE OFFERINGS
Customer Support
Technical Support
Transactional Process
Fleet Services
Rail Services
Modular space
Health Care
GENWORTH
It provides businesses of all sizes a full range of customized employee benefits
plans backed by a suite of online administration one on on support.
SERVICE OFFERINGS
Life Insurance
Annuities
Investment Services
Mortgage Insurance
Employee Benefits
G a r im a M a lh o t ra
M anager
H Y D O p e ra tio n s
R a ja
M a n a g e m e n t T r a in e e
A R C U p d a t io n
H yd
S h a ra d a R a m a c h a n d er
M a n a g e m e n t T r a in e e
A R C C a llin g
H yd
M anager
H Y D S o u rc in g
S ai K um ar
M a n a g e m a n t T r a in e e
V o ic e H ir in g
H yd
B h a v i n R a ja n i
H R A s s o c ia te
C o ll e c t i o n s H i r i n g
A a r o n N e ls o n
H R A s s o c ia te
IT S e r v ic e s H ir in g
Y a ju s h i M a r e l la
H R A s s o c ia te
M a p le L e a f H ir in g
P a ra m e s h w a ra n
M a n a g e m a n t T r a in e e
F in a n c e H irin g
H yd
S h e ry l A n th o n y
F in a n c e H ir in g
A m anda G om es
M a n a g e m e n t T r a in e e
P a ric h a y H y d
A p a rn a S a d h u
M anager
C am pus
A b h is h e k J a is w a l
S e n io r O f f i c e r
C am pus
R ahul K hanna
A sst M anager
B L R H ir in g / S o u r c in g
O pen
A s s t. M a n a g e r
A T P C am pus
A d e lin e P e r e ira
S e n io r O f f i c e r
P a ric h a y C G
C h a ita n y a R e d d y
A s s t. M a n a g e r
C h a n n e l P a rtn e rs
V e n n e la P r a s s a n a
C h a n n e l P a r tn e rs
R a g in i
S ta r le e n
A a rti J a g d e e s h
S r H R A s s o c ia te
I n d u s t r ia l H i r i n g
S h ilp a P a r ik h
S e n io r O f f i c e r
V T S o u rc in g &
M IS s p o c
S e re n e A b y
A s s t. M a n a g e r
TBD
S u r a j N a r in
Grish Jagannath
VP
Central Hiring
Job Description:
It is the first stage for the candidate.It defines the particular job to the
candidate in all the manner and from all sides. This is a very important
part of the selection process. It defines the job, its role, its responsibilities
relating to the job.It gives the knowledge and skill-set desired by the
customer. It defines the work timings desired from them, performance
benefits, and work compensations, etc.
Parichay
Sourcing Plan :
Sourcing plan is something which drives various sourcing channels
hiring activity to recruit the requisite employees within the TAT.It is the
second stage which helps a lot for recruiting the employees from
outside sources.
2. Hirng Activity :
It includes all the activities regarding hiring takes place. It is a very
important activiry within a hiring process.It includes all the recritments
through referrals who are scheduled, all the walk-in interviews, all the
advertisement released channel partners sourced candidates, data
base line-ups at the hiring floor.
3. Selction Process:
It is the process through which candidates are selected going through
various rounds of interview. They are judged on various parameters by
our various HRs who are trained to do so. It is multi-step screening of
candidates on the various critical parameters as per the jobdescription
and require ments.
RESEARCH METHODOLGY
Research methodology
Statement of the problem
Genpact being a well established and rapidly growing multi national company
recruits huge number of candidates which results in high amount of work
pressure on the hiring team. As the hiring team size is also limited, handling huge
number of candidates becomes a tedious job.
Therefore Genpact implements various sources of recruitment in order to
distribute the work and get the profiles to match various requirements of the
organization.
At Genpact candidate experience is the focus of hiring team. Genpact is
committed to make interviewing with them, a pleasant experience than it currently
is, by reducing the candidate waiting time and ensuring speedy process.
The purpose and importance of the study :
Attempting to solve the above stated problem the following benefits will ensue:
1. To reduce the valuable time of the company.
2. To Minimize the cost of the company.
3. To Create a Database for the company.
4. To bring a change which would not lead to any compromise on quality
Objective of the project
Primary Objective:
To study the hiring process at Genpact and make recommendation to
improve the hiring process.
To assess and evaluate the recommendations made on the suggested
new method of Sourcing Engine.
Secondary Objective:
To achieve the above stated Main objective some of the other subsidiary
objectives were also undertaken:
To study and understand the BPO industry and its operation
To study the operation of Genpact in detail to facilitate understanding of
the complexities of the sourcing process
To study and understand the sourcing process at Genpact in specific.
To develop a practical exposure to the work life in corporate and the
intricacies of a recruiter jobs in a BPO industry.
Methodology
Scope of Study: The study is carried out at GENPACT, Uppal, Hyderabad. The
study is that of a CASE method and covers sourcing at the entry-level positions
(band 5) in l COEs (Centers of Excellence) in the organization
A study was conducted on the sourcing procedure through observation and
enquiry. Changes were suggested in the procedure that would lead to saving
Hiring teams time and effort.
For the purpose of collecting data to understand the approvability of Hiring team
on the recommended procedure, a structured sheet which contains information
about the various requirements and hence the sheet is named as WOW SHEET.
DATA COLLECTION:
Primary Data: The primary data is gathered through Observations and Active
Involvement in the process as the researcher is a project trainee.
Secondary Data: The secondary data is gathered from Academic Texts,
Company Documents and Manuals.
Previous Format & Process
Format: -Earlier the wow sheets were a combination of feedback form & referral
sheet, which contained questions, related to the experience of the candidate at
Genpact opinion rather than referrals. Priority was given to the feedback of the
interview process rather than collecting referrals.
It contained questions relating to the candidates opinion on the initial telephonic
interview (Prescreening), Genpact site, Logistics, rounds of interview he had
attended, overall experience and referrals (if any.)
Process: -Feedback forms were given to the candidate at the time of PIR
(Personal introduction round) & were collected from the candidates who were
declined in PIR. Feedback forms are collected from the candidates as and when
the candidate is declined in further rounds.
The process was followed, as the sheets administered were more of feedback
forms than referral sheet. Hence, when the candidate would complete the rounds
of interview feedback sheets are collected from the candidate.
Start
OK
Candidates
registers at the
reception
OK
Candidates
attends PIR
recives the
WOW sheet
OK
1600 Voice
OK
HR & Line
interview
Not Ok
Not Ok
Not Ok
Collect the
WOW sheet
Collect the
WOW sheet
Collect the
WOW sheet
OK
OfferOffer
Start
OK
Candidates
registers at the
reception and
receives
CANDIDATE
REFERENCE
SHEET
OK
CANDIDATE
REFERNCE
SHEET is
collected
OK
Candidates
attends PIR
recives the
WOW sheet
Offer
OK
1600 Voice
OK
HR & Line
interview
Not Ok
Not Ok
Not Ok
Collect the
WOW sheet
Collect the
WOW sheet
Collect the
WOW sheet
OK
Offer
ARC TEAM
Pre
Take a dump(Run a query
Calling everymorning)
Schedu
le
lining up candidates for interview
Sheet for that particular day
Voice
-1800
On
floor
round.ie HR round
corordinating the candidates who
come down
for interview
HR
Intervie The candidate goes through the
ws
personal round of interview .
it is done to check out the stability
to work more than 8 hours
,quick learning tips, confidence
levels, career planning,
Issue of diversity & also motivation
of employee
we go to the depth of the candidate
profile ,ask for his
previous exp,check on his stability,
confidence level
,career prop restive.
The status and comments of the
HR rounds.
are given in the software
Vice president
MIDDLE LEVEL
Manager
Assistant Manager
Management Trainee
ENTRY LEVEL
Process Developer
Process Associate
o 2-5 yrs
INFERANCE:
Hence people find it is good.
INFERANCE:
Hence they find it good for its work Environment
3) How many other clients do you have which have a requirement of manpower like
Genpact/more than Genpact?
o 0-2
o 2-5
o 5 &above
INFERANCE:
Hence it has a good market value.
4) From the above MNC Clients how many have similar kind of recruitment like
Genpact hyd?
o 1-2
o 2-4
INFERANCE:
Hence it has a good market value.
o 5 & above
o 25-50
INFERANCE:
Hence More Man Power is Required.
o50-above
6)What is the avg requirement of manpower for other MNC clients of your organization
?(as described in question 4)
o 1-10
o10-25
o25-50
o50-above
INFERANCE:
Hence average requirement of Man Power is more than compared to others.
7) The avg recruitment for other MNC clients I comparison to Genpact hyd?
O Less
o More
INFERANCE:
Hence the average requirement is more.
INFERANCE:
Hence the Candidates are opting for GenPact.
o Satisfactory
o Poor
INFERANCE:
Hence Recruitment with Genpact is Satisfactory.
o Others
o Good
o Average
INFERANCE:
Hence they find it average Selection Process.
o poor
O No
INFERANCE:
Hence Maximum Agree it is good to Screen Candidates over the Phone.
o NO
INFERANCE:
Hence people conclude that the new Hiring Process is Saving their time.
O No
INFERANCE:
Hence it is Reducing the work load.
Suggestion:
1) Refresh the old database in order to source those profiles which we couldnt
process previously. Eg: B.E, B.tech , M.C.A & Undergrad
2) Multi processing of the candidates profile whenever suitable .
3) Employees working in shift-basis to get in touch with the candidate would ensure
better productive(on day-to-day activity)
Implementations:
1) Classify the profile into proper category & refresh the data according to
their educational background
2) Flexibility of a candidate to be looked into for different process.
3) Calling should be continued till 9:00 in the night, to get the eligible
candidates.
4) Regress followup should be there for every candidate.
5) To performer should be promoted irrespective of their turnover.
SUMMARY
The ideal recruitment effort will attract a large number of qualified applicants who
will take the
job if it is offered. It should also provide information so that unqualified applicants
can selfselected them selves out of job candidacy; that is, a good recruiting program
should attract the
qualified and not attract the unqualified. This dual objective will minimize the cost
of processing
unqualified candidates. If the right person is selected, he is a valuable asset to
the organization
and if faulty selection is made the employee will become a liability to the
organization.
Therefore, it deserves great care and concern to formulate and implement
recruitment strategies and sourcing process, with a foresight towards higher
organizational achievement.
The sole purpose of the project was to study the sourcing process vis--vis to Entry
Level Openings and to recommend changes in current process to make sourcing
more cost effectiveness.
A detailed and exhaustive study was done on the net through various relevant
websites. This was done for the delineation of the appropriate recruitment and
sourcing methods that generally, contribute to the effective sourcing of the suitable
personnel, to know the Business Process Outsourcing industry profile and to know
the company details.
Changes were suggested in the format of the sourcing sheet & also the time it is
administered to the candidate, to make the sourcing channel more efficient.
Limitations:
Although every study has its own limitations, this process has also its own
limitations.
Candidates wait time should be reduced ie, the wait time between the two rounds
of interview should be reduced.
The Selection Process should be faster.
This Process lacked the ability to access the complete personality of the
applicants.
Sugesstion:
1) Refresh the opld database in order to source those profiles which we
couldnt process previously. Eg: B.E, B.Tech, M.C.A. & Undergrad.
2) Multi processing of the candidates profile when ever suitable.
3) Employees working in the shift-basis to get in touch with the candidate
would ensure better productive\ity (on day-to-day activity)
SUGESSTIONS
BIBILIOGRAPHY
ANNEXURE
ANNEXURE
Annexure
Questionnaire
Objective: To assess the effectiveness of the Recommended Selection
Process.
Name : __________________
Designation : _____________
___________________________________________
1. Your view on recommended selection process.
a) Excellent
b) Good
c) Average
d) Poor
b) No
If Yes, why?
If No, why?
b) No
b) No
8) How many other clients do you have which have a requirement of manpower like
Genpact/more than Genpact?
O 0-2
o 2-5
o5 & above
9) From the above MNC clients how many have similar kind of recruitment like
Genpact hyd?
O 1-2
o 2-4
o 5 & above
10) On an avg, what is the monthly requirement of manpower for Genpact hyd?
O 1-10
o 25-50
o 50 & above
11) What is the avg requirement of manpower for other MNC clients of your
organization?(as described in question 4)
O 1-10
o 10-25
o 25-50
o 50 & above
12) The avg recruitment for other MNC clients compared to Genpact hyd?
O Less
O More
13) If more for others please specify the reasons
O not satisfied with commercials terms
O Not satisfied with process recruitment of Genpact
O Candidates are not opting forGenpact
O Other(mention below)
OBSERVATION
The observation is based on the feedback of the questionnaire that was filled by
the employees of all the departments.
The questionnaire is regarding the measurement of the effectiveness of the
recently initiated hiring process done through the Associate Recruitment Centre
(ARC).
The feedback received was positive . Most of the executives were found satisfied
with the selection process, which according to them is fully competent in picking
up the best sutable candidates for the respective positions.
Most of the employees came up with a view that the screening of the candidates
over the phone led to the minimization of the recruitment costs and through this
technique a greater number of candidates can be reached within a short span of
time.
However, some of the employees of the organization believed that this process
lacked the ability to assess the complete personality of the applicants.
Benefits: 1. Brief idea of the openings available, is given to the candidate before he
gives referrals, for him to have better understanding of the openings.
2. Contact details provided help the candidate to keep in touch with the
company.
3. More leads are generated through this process
4. The new process results in building database.
RECOMMENDATIONS
After conducting a study of the roles & policies of thehiring process of Genpact, it
can be judicially stated that the patterns , procedures and strategies for selection
and recruitment by Genpact are result oriented. Hence to a great extent this
organization is very much successfully achievement of the goals. The selection
process is very much successful in meeting its regular targets of hiring and ARC
has made great improvement in that.
1. Changes are suggested in the format of the WOW Sheet to give more
information about the current openings & requirements, to the respondents
2. WOW Sheets should be administered to the candidates as soon as they
get registered to avoid any bias in the response in case of the candidate
being declined.
3. This process should be followed religiously to build the database of
the company.
Conclusion
The Direct to candidate method of sourcing is the most cost effective method
The contribution of this channel to the overall sourcing activity has to be
constantly increased. The wow-sheet / referral sheet process leverages every
candidate already sourced to interview with Genpact, to lead to many more such
candidates.
Over the past 45 days, using the suggested process, the contribution of the
referral method to the sourcing pool has increased from 6 referrals per day to 115
referrals per day. This suggested process should be rigorously followed by the
sourcing team month on month to ensure we keep the direct to candidate way of
sourcing increasing continuously.
Bibliography
PERSONAL HUMAN RESOURCE MANAGEMENTThird edition 98 Authors
David A. Decenzo & Stephen P. Robbins
Human Resource and personnel Management, 2nd edition, - K.Aswathappa
Human Resources Management, 7th Edition- Gary Dessler:
Personnel Management, 12th edition, - C.B. Mamoria:
Personnel and Human resource Management, 3rd edition- P. Subba Rao
Internet Sites
www.hr.com/index.cfm
<http://www.hr.com/index.cfm>
www.hr.state.tx.us/geninfo
www. Genpact.com