RECRUITMENT

Recruitment
• Is a POSITIVE function and the first point of contact
that a firm makes with potential staff.
• Edwin Flippo: It is the process of searching for
prospective staff and stimulating them to apply for jobs
in the firm.
• Vacancies are created due to transfers, promotions,
retirement, termination, permanent disability, attrition
e.t.c. OR on account of business
growth/expansion/diversification.
 SELECTION
• Is the process of selecting the best, hence a NEGATIVE
function as it eliminates those who do not meet the profile.
• Selection process thus needs to be scientific.
• Unscientific recruitment & selection process leads to
attrition, low productivity, material wastage, accidents,
inefficiency.
• Right man for the right job is the guiding principle.
DELOITTE
 About the company…
• Deloitte is one of the largest professional service firm in the
world and one of the big 4 auditors , along with
Pricewaterhouse Coopers, Ernst & Young , and KPMG.

• It was incorporated on 1995 in Mumbai

• Deloitte has approximately 165,000 staff at work in 140

countries, delivering audit, tax, consulting and financial
advisory services .
 Vision, Mission and Values
 To be recognized as the best professional services
firm in the world.

 To help our clients and our people excel.

 Outstanding value to clients.

 Commitment to each other
 Integrity.
 Strength from cultural diversity.
 Factors affeting Recruitment

INTERNAL FACTORS
– Recruiting policy
– Temporary and part-time employees
– Recruitment of local citizens
– Company’s growth and expansion

EXTERNAL FACTORS
– Supply and Demand factors
– Unemployment Rate
– Political and legal considerations
– Social factors
 The Recruitment’s 2 “P”
Policy:
 Its is of prime importance for obtaining the best possible person , which
contributes significantly towards the co. effectiveness

• As the Company evolves and changes, new recruits should show a

willingness to learn, adaptability and ability to work as part of a team.

The Company Recruitment and Selection Policy will be :

• Fair and consistent;

• Non-discriminatory on the grounds of sex, race, age, religion or disability;
• Conform to statutory regulations and agreed best practice.
• To ensure that these policy aims are achieved, all appointing managers will
receive training in effective recruitment and selection.
 Procedure:

The appointing manager must:

Define the job.

 If it is an existing post, is an exact replacement required or is this an opportunity to
revise the requirements.
 If it is a newly established post be clear on the exact requirements, draw up a job
description and consult the appropriate Director / Human Resources Department in
relation to the appropriate grade and salary.

Complete a Job Vacancy Form which confirms:

• Details of the post
• Final approval from the appropriate Director;
• In the event of the job being newly established, the approval of the Chief Executive,
and confirmation from the Director of Finance, that funding is available.
Send the Job Vacancy Form to the Human Resources Department . No vacancy can
be processed without this authorization.
Ensure the Job Description and person specification
Objectives of recruitment policy for Deloitte

• It should focus on recruiting the best potential people.

• To ensure that every applicant and employee is treated
equally with dignity and respect.
• Unbiased policy.
• To aid and encourage employees in realizing their full
potential.
• Transparent, task oriented and merit based selection.
• Weightage during selection given to factors that suit
organization needs.
Sources of Recruitment
 External recruitment
• Advertisement
• Walk-ins, write-ins and Talk ins
• Campus recruitment
• E-recruitment
 Advantages/Disadvantages

• Benefits of new skills and talents

• Benefits of new experiences
• Better morale and motivation associated with internal
recruiting is denied
• It is costly method
• Adjustment of new employees takes longer time.
 Internal recruitment
• Employee referrals
• Present employee
• Previous Applicants
 Advantages/Disadvantages

• Less Costly
• Candidates already oriented towards organization
• Organizations have better knowledge about internal candidates
• Employee morale and motivation is enhanced
• Candidates current work may be affected
• Politics play greater roles
• Morale problem for those not promoted.
Internal Recruitment Process
• After CA final
– Assistant manager
– Deputy Manager-after 3yrs
– Manager I- after 2-3 yrs
– Manager II- after 2-3 yrs
– Senior manager
– Director
– Partner
 Recruitment Process
3 Programs

• Recruitment process for chartered accountants

• Recruitment process for the Trainee and Graduate Program

•  Recruitment process for management work

• recruitment process
Application phase:
– apply online
– Filling up the requisition form

• Screening of the forms and CV’s

– Shorlisting of suitable candidates

• Candidate Assesment:
– verbal and a numerical reasoning test
– About the company knowledge test
• Final stage:
– Computer written exercise
– two one-to-one -based interviews
• By head of all departmment
• By deloitte partner
– verification test of the abilities tests that you
completed at home.
• Our offer
 Identify vacancy

Advertise
Application phase
Short listing
Candidate assessment
Computer test

Interview
Verification test

Job offer
Cycletime
 Question and Answers
Q Do you have different policies for CA’s and
management trainees?
A. Yes we have a different process for CA’s,
Trainee and management work but the core
base for selection remains the same
 ?
Q. When will the applicant hear back from Deloitte after
submitting his application?

A. We are normally able to get back to applicants within 2-3

business days but at peak application times it may take us a
little longer to respond.
 ?
Q. What is your recruitment process like?
• Our recruitment process is designed to promote ‘two way’
communication between the candidate and Deloitte

• You find out about us. We realise that the candidate considering a
variety of career options, so we give him several opportunities
throughout our recruitment process to meet our people and discover
the benefits of a career with us.
• We find out about the candidate. We make a dedicated effort to get
to know the candidate as an individual and learn what he can offer
our firm.
•