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RECRUITMENT PROCESS 
OF AN IT ORGANIZATION 
-Eeshan Sidhartha 
-Gurpreet Singh 
-Kundan Singh 
-Lalit Nayyar 
-Shamik guha...
RECRUITMENT 
Recruitment refers to the overall process of attracting, selecting and 
appointing suitable candidates to a o...
RECRUITMENT PROCESS WITHIN IT 
ORGANIZATION 
Process Inputs & 
Outputs 
Tooling 
Process Activities 
& Roles 
Measures
HR Human Resources 
C&B Compensation & Benefit 
TA Talent Acquisition 
TAT Turn Around Time 
ProMesa Third Party Vendor fo...
PROCESS INPUTS & OUTPUTS 
REQUISITION 
1. A requisition is opened based on the Business requirement and plan. 
The Hiring ...
PROCESS INPUTS & OUTPUTS 
REQUISITION contd… 
5. Requisition opened is validated with a meeting between the Hiring Manager...
PROCESS INPUTS & OUTPUTS 
RECRUITMENT PROCESS 
Recruitment process involves sourcing of candidates thru different sourcing...
Paper & 
Phone 
Screening 
Candidate 
Profiling & 
Exam 
Final 
interview 
Initial 
interview 
Job Offer 
Security & 
Back...
PROCESS ACTIVITIES & ROLES 
ROLES RESPONSIBILITIES 
Recruiter/TA Coordinate with the Hiring Manager to review and plan dif...
ROLES (RACI) 
Activity Recruiter 
/ TA 
TA 
Manager 
Hiring 
Manager 
HR 
Generalist 
C&B 
Manager 
Raising of 
Requisitio...
TOOLING 
My Jobs – Requisitions are created based business need due to addition or 
attrition where the extension of Job ...
MEASURES 
The TAT for TA is calculated from approval of requisition to on boarding of 
candidate. 
It is calculated as fol...
?QUESTIONS
THANK YOU !
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Recruitment Process of an IT Organization

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Recruitment process of an it organization

  1. 1. RECRUITMENT PROCESS OF AN IT ORGANIZATION -Eeshan Sidhartha -Gurpreet Singh -Kundan Singh -Lalit Nayyar -Shamik guha Submitted to Prof. Suryatapa Kar
  2. 2. RECRUITMENT Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates to a one or more jobs within an organization, either permanent or temporary. Depending on the size and practices of the organization, recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. The Process consists of Job analysis, Sourcing, Screening and selection , Lateral hiring The Approach may consist of In-house , Outsourcing ,On-campus ,Employment agencies ,Executive search firms or headhunter , Internet recruitment services
  3. 3. RECRUITMENT PROCESS WITHIN IT ORGANIZATION Process Inputs & Outputs Tooling Process Activities & Roles Measures
  4. 4. HR Human Resources C&B Compensation & Benefit TA Talent Acquisition TAT Turn Around Time ProMesa Third Party Vendor for Security Background Check verification ACRONYMS USED
  5. 5. PROCESS INPUTS & OUTPUTS REQUISITION 1. A requisition is opened based on the Business requirement and plan. The Hiring Manager raises the requisition in My Jobs, and internal tool used for recruitment process. 2. Once requisition if raised, approvals must be obtained per based on the minimum approval matrix which is: a) 2nd Level Leader b) Executive Director c) Finance Headcount Approver d) Local Recruiter 3. Pending Requisitions will be cancelled automatically at 45 days. 4. Requisitions on hold (after being approved and opened) will be cancelled automatically at 45 days of inactivity.
  6. 6. PROCESS INPUTS & OUTPUTS REQUISITION contd… 5. Requisition opened is validated with a meeting between the Hiring Manager and Recruiter to determine hiring strategy and confirms the interview team. 6. Hiring Manager will then notify the interviewing team and request for their assistance. 7. Recruiter will then edit the requisition to update the internal and external job descriptions and posting information based on sourcing strategy and posting guidelines. 8. Recruiter will then post the requisition to appropriate job boards and social media sites to begin sourcing candidates 9. Once all requested headcount has been filled the Requisition will be tagged as filled and then closed automatically by the tool.
  7. 7. PROCESS INPUTS & OUTPUTS RECRUITMENT PROCESS Recruitment process involves sourcing of candidates thru different sourcing channels, phone and paper screening of profiles, conducting test, interviews and coordination till candidates joins the company.
  8. 8. Paper & Phone Screening Candidate Profiling & Exam Final interview Initial interview Job Offer Security & Backgroun d Check SELECTION PROCESS Job Offer: • Non-exempt: o Present approved offer to candidate. Once offer is accepted, present onboarding packet to candidate and endorse to ProMesa for Security Background Check • Exempt: o Recruiter will prepare the salary recommendation, using the Salary Recommendation Tool. If salary recommendation increase is above 20% of base salary and 110% of the Comparative Ratio in Market, approval of the HR Generalist, Compensation and Benefits representative, Hiring Manager and TA Manager must be requested. Candidate Paper Initial Final Interview: & Interview: Phone Profiling Screening: and Exam: Test All Upon Once application Administrator candidate receiving received candidate profile will facilitate from is received profile different candidate from from sourcing Recruiter, Test profiling Administrator, channels Final for Interviewer all will invited Recruiter be reviewed and conducts walk-by in applicants. Recruiter conducts the interview. and the Once candidate interview. Candidates candidate who Candidates that completes meets do not minimum that online pass meet the profile requirements the Final minimum in Interview E-Recruitment, (qualifications mentioned will be below) will candidate will be provided sent be invited to a will assigned feedback be for endorsed tests interviewer based and for interview. on testing. the by reason the Hiring for Manager rejection and for Final may Interview. re-apply after Candidates 6 Internals: Analytical months. While Test that o do candidates Duration: not meet 25 that the minutes pass minimum the interview qualifications will be may extended re-apply job after 6 o months. offer. Check Total # eligibility of Questions: requirements 25 are met o • Externals: Passing Score: 13 Check re-hire eligibility (when appropriate) • Grammar Test o Duration: 40 minutes o Total # of Questions: 20 o Passing Score: 11 • Typing Test o Duration: 2 minutes o Passing Score: 20 WPM with 97% accuracy If candidate pass the exam, he/she will be endorsed for initial interview. If candidate fails, he/she may re-apply after 6 months. Once Offer is approved, it must be presented to the candidate. If candidate Declines, this would mark the end of his/her application. If the candidate negotiates, TA may endorse new salary recommendations to approvers. If candidate accepts, on-boarding packet is presented and candidate is endorsed to ProMesa for Security Background Check. Internal Movement: All interested team members can apply for an open position through My Jobs. Tenure and eligibility requirements should be met before applying for any IJP.
  9. 9. PROCESS ACTIVITIES & ROLES ROLES RESPONSIBILITIES Recruiter/TA Coordinate with the Hiring Manager to review and plan different hiring/sourcing strategies : Responsible for sourcing and conducting the HR interviews : Coordinate with the Operations for Final Interview endorsements : Prepares salary and extends job offer : Endorse candidates for Security Background Check TA Manager Approves salary recommendation for those with increase above 20% of base and 110% Comparative Ratio of Market Hiring Manager Raises the requisition based on business need and requirement : Drives the approval of the requisition : Coordinate with Recruiter/TA the details of the hiring : Approves salary recommendation for those with increase above 20% of base and 110% Comparative Ratio of Market HR Generalist Approves salary recommendation for those with increase above 20% of base and 110% Comparative Ratio of Market C&B Manager Approves salary recommendation for those with increase above 20% of base and 110% Comparative Ratio of Market
  10. 10. ROLES (RACI) Activity Recruiter / TA TA Manager Hiring Manager HR Generalist C&B Manager Raising of Requisition C C R&A Sourcing of Candidates R&A R&A I Initial Interview A A Final Interview I I A Offer Approval R C&A C&A C&A C&A Extend Offer R C I Endorse for R I Security Background Check R:Responsible ; A:Accountable ; C:Consulted ; I Informed
  11. 11. TOOLING My Jobs – Requisitions are created based business need due to addition or attrition where the extension of Job Offer is reflected E-Recruitment – Where the entire selection process, except the extension of job offer, happens. SRT (Salary Recommendation Tool) – Tool used to assist in creating/drafting job offer. IJP (Internal Job Posting) – Announcement of opening to all internal employees.
  12. 12. MEASURES The TAT for TA is calculated from approval of requisition to on boarding of candidate. It is calculated as follow: Average number of Days (TAT) = on boarding date – MPR requested date
  13. 13. ?QUESTIONS
  14. 14. THANK YOU !
  • MoumitaChatterjee3

    Mar. 22, 2017

Recruitment Process of an IT Organization

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