INTRODUCTION

RECRUITMENT AND SELECTION

Definition recruitment and selection

Process of identifying and hiring best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner. Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization. Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The human resources department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection. The action or process of recruiting or the process of adding new individuals to a population or subpopulation (as of breeding or legally catchable individuals) by growth, reproduction, immigration, and stocking; also : a measure (as in numbers or biomass) of recruitment

Macro Human Resources Management Strategy

1. The HR department charts out the macro or long-term human resources development strategy of an organization. Keys to this strategy are the processes and initiatives related to recruitment and selection of new employees; these are carefully intertwined with the long-term corporate objectives and goals of the organization. Top management also gives valuable input and makes suggestions about expectations for the skills and qualities new employees need to have.

Defining Job Openings and Available Positions

2. The first process of any recruitment and selection program is defining the needs and requirements for new workers and professionals for outlined job positions and openings. Carefully devised and developed roles, responsibilities, skill sets and qualifications are defined and the job postings placed in recruitment ads in various media. Large workforce organizations also work with staffing agencies, HR contractors and online job portals to outsource certain employee requirements.

Evaluation Period
3. A rigorous process of evaluation follows the recruitment ads placement phase. Curriculum vitas (CVs) and resumes of various candidates applying for the jobs are screened, classified and filtered. Interviews are scheduled with the earmarked candidates. As per specific organizational policies, written tests may be conducted. Face-to-face interviews are conducted and job seekers and candidates evaluated on various parameters and organizational metrics.

Selection Process
4. Reference checks and detailed background checks are carried out to verify facts and matters presented in resumes and CVs. Follow-ups are done with certain selected candidates to firm up the hiring process. A thorough evaluation of the defined skill sets and qualifications of shortlisted candidates, their written materials and work samples is done again in a transparent and objective manner. Additional interviews or final interviews are conducted during this last stage of recruitment and the hiring decision is finalized.

Induction Process
5. Once the chosen candidates have been informed of their selection for the job postings, they are granted offer letters and apprised briefly about their roles and responsibilities. During this process, the chosen candidates are encouraged to ask questions about organization philosophies, work culture and employee practices. They are the informed about start dates, induction programs, compensation packages and other details about their jobs.

About the company

ABOUT AXIS BANK Axis Bank was the first of the new private banks to have begun operations in 1994, after the Government of India allowed new private banks to be established. The Bank was promoted jointly by the Administrator of the specified undertaking of the Unit Trust of India (UTI - I), Life Insurance Corporation of India (LIC) and General Insurance Corporation of India (GIC) and other four PSU insurance companies, i.e. National Insurance Company Ltd., The New India Assurance Company Ltd., The Oriental Insurance Company Ltd. and United India Insurance Company Ltd. The Bank as on 31st December, 2010 is capitalized to the extent of Rs. 409.90 crores with the public holding (other than promoters and GDRs) at 53.62%. The Bank's Registered Office is at Ahmadabad and its Central Office is located at Mumbai. The Bank has a very wide network of more than 1281 branches (including 169 Service Branches/CPCs as on 31st December, 2010). The Bank has a network of over 5303 ATMs (as on 31st December, 2010) providing 24 hrs a day banking convenience to its customers. This is one of the largest ATM networks in the country. The Bank has strengths in both retail and corporate banking and is committed to adopting the best industry practices internationally in order to achieve excellence.

Rationale behind study

1. To know the effectiveness of the recruitment and selection programme conducted by Axis Bank 2. To ensure all recruitment and selection procedures comply with the Councils Equal Opportunity Policy. 3. To ensure that all appointments are made on merit to attract sufficient applications from potential candidates for appointment with the skills, qualities, abilities, experience and competencies deemed as being necessary to the job. 4. To develop and maintain procedures which will assist in ensuring the appointment of the most suitable candidate. 5. To ensure that recruitment procedures are clear, valid and consistently applied by those involved in recruitment and that they provide for fair and equitable treatment for those who apply for employment. 6. To base selection decisions and criteria directly on the Demands and requirements of the job and the Competencies identified as necessary for satisfactory performance. 7. To ensure that all employees involved in the recruitment and selection process are properly trained in order that the objectives of the policy are met. 8. To observe any legal requirements which apply to the recruitment and selection process.

Recruitment Procedures To achieve the policys aims and objectives requires:1.Clear, relevant and current recruitment information which assists potential applicants in their decisions whether or not to submit applications 2.Current job descriptions detailing the post title, its purpose, scope, reporting relationships, duties and responsibilities (these must not contain unnecessary or Unjustifiable conditions or requirements). 3.Current non-discriminatory person specification detailing the essential skills, education and training, attitude, knowledge and experience directly related to

The job description, and competencies needed for effective performance (these will be used as the basis for the short listing of candidates for interview). 4. Application forms which are appropriate to the level of the post under consideration. 5. Internal and/or external advertisement of posts to stimulate satisfactory numbers of suitable candidates a treasonable cost, and which clearly reflects the Competencies required for the job, rewards, and ensure equality of opportunity. 6. The use of assessment techniques appropriate for the Fairly and consistently applied and which will permit selection decisions to be made on job related criteria. 7.The conduct of structured and systematic interviews by trained interviewers to ensure non-discriminatory decisions are made using job related criteria. 8.The use of references obtained and treated confidentially to inform the selection decision, (one of which should be the current employer). 9. The use of a medical questionnaire, and medical references if the demands of the job necessitate this. 10.The checking and validation of qualifications which arerequired for an appointment. 11.Appropriate checks on criminal convictions to be made. 12. The use of external assistance in the recruitment process where this is essential given the level and/or nature of the post (to be agreed with the Director of Corporate Services). 13.Information on applicants being treated in confidence and restricted to those involved directly in the recruitment process and its administration.

Research Methodology

Research Methodology (also called manner) is defined as "the systematic study of methods that are, can be, or have been applied within a discipline. In this study of Recruitment and selection programe both primary and secondary sources of data is used , so that the study can be done from both aspects.