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RECRUITMENT AND

SELECTION PROCESS
AT HEWITT
ASSOCIATES

BHAI PARMANAND INSTITUTE OF BUSINESS STUDIES


GOVT. OF NCT OF DELHI
YEAR: 2008-10
RAVI SHANKER
ROLL NO.-
0441143908
BPIBS 1
MBA – 3rd SEMESTER
OBJECTIVES OF THE PROJECT
 To find the Recruitment and Selection
System in the organization
To find various aspects and issues
related with this process in Hewitt
Associates
To study the process of intake of
employees with relation to Experience,
Communication skills and Qualification
in the organization
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• RECRUITMENT & SELECTION

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RECRUITMENT
• Recruitment refers to the process of
attracting, screening, and selecting
qualified people for a job at an
organization or firm.

• Recruitment is the process of searching


for prospective employees and
stimulating them to apply for the jobs
in the organization 
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SOURCES OF
RECRUITMENT

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PROCESS OF RECRUITMENT

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

• The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision
making, conveying the decision and the appointment formalities

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“TECHNIQUES OF RECRUITMENT”

DIRECT METHODS:-
INDIRECT METHODS:-

THIRD PARTY METHODS:-


INTERNET RECRUITMENT:-

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Important steps in the
selection process

Step 1 – Preparation
Step 2 – The Selection Committee
Step 3 – Selection Criteria
Step 4 – Advertising
Step 5 – Referees
Step 6 – Structuring the Interview 
Step 7 – Conduct of the Interview
Step 8 – Reaching a Selection Decision
Step 9 – In Conclusion

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• RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
Title :
RECRUITMENT AND SELECTION PROCESS
Sample size :
30 respondents.
Source of information :
Primary data was used.

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RESEARCH
METHODOLOGY contd…..
Sampling method :
Percentage method.

Sampling procedure:
Open and closed ended questionnaire was used.

Sampling technique :
Convenient sampling method.

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•DATA ANALYSIS AND
INTERPRETATIONS

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AGE OF THE RESPONDENTS

DESCRIPTIO NO OF PERCENTAG
S.N N RESPONDENT E
O S %

1. Below-25 1 3.3

2. 25-30 15 50

3. 30-35 5 16.6

4. 35-40 9 30

TOTAL 30 100

INTERPRETATION:
The above table depicts that 50% of the respondents are below the
age group of 25-30 years age`, 30% of the respondents are comes
under the category of 35-40 years age group, 16.6% of the
respondents are between the age group of 30-35 years and 1% of
the respondents are comes under category of above below-25 years
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of age group
RELATIONSHIP BETWEEN COMMUNICATION AND
QUALIFICATION

S.NO DESCRIPTION NO OF RESPONDENTS %

1. Scale 5 19 36.33

2. Scale 4 10 33.3

3. Scale 3 1 3.

4. Scale 2 0 0

5. Scale 1 0 0

TOTAL 30 100

The above table reveals that 36.33% of the


INTERPRETATION:
respondents are considering about the importance of
communication skills necessary for the selection from
the organization.33.3% of the respondents gave
second level of importance to the same. 3. no one of
the respondents says that Communication skills are
not important for the selection process. This data
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interprets that Communication skills is necessary at all
RESPONDENTS FOR LEADERSHIP QUALITIES

S.NO DESCRIPTION NO OF PERCENTAGE


RESPONDENTS %

1. Scale 5 18 60

2. Scale 4 6 20

3. Scale 3 4 13.33

4. Scale 2 2 6.66

5. Scale 1 0 0

TOTAL 30 100

• INTERPRETATION:
The above table reveals that 60% of the employees state that they have proven
Leadership Qualities in them which had given the task of leading a team of members and
was given high responsibility over the job. 20% and 13% of them have given scale 3 and
2 as their priority of having the Leadership Qualities. No respondents says that they don’t
have such qualities hence everyone has the quality of Leading from the front at different
efficiency levels.

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PRIORITY GIVEN FOR THE QUALIFICATION

S.NO DESCRIPTION NO OF PERCENTAGE


RESPONDENTS %

1. Scale 5 12 40
2. Scale 4 9 30
3. Scale 3 7 23.33
4. Scale 2 2 6.66
5. Scale 1 0 0
TOTAL 30 100

INTERPRETATION:
Table 6 reveals that 40% and 30% of the respondents were
given priority qualification as the important aspect of the
selection process. This may be due to their job profile given
accordingly. 23.3 % of the respondents have given scale 3 as
their priority for the qualification. For other the considerations
may be taken in account for technical qualification such as
typing skills. Operations department specifies the technical
qualification required for the applicants in the job description
before the interview process.
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JOB KNOWLEDGE FOR THE RECRUITMENT AND SELECTION PROCESS
S.NO DESCRIPTION NO OF PERCENTAGE
RESPONDEN %
TS

1. Scale 5 13 43.33

2. Scale 4 9 30

3. Scale 3 5 16.66

4. Scale 2 2 6.66

5. Scale 1 1 3.33

TOTAL 30 100

INTERPRETATION:
Table 7 reveals that 43.33% and 30% of the respondents were given priority
job knowledge is the important aspect of the selection process. This may be
due to their job profile, designation and higher responsibility in the
organization. 16.66 % of the respondents have given scale 3 as their
priority for the Job Knowledge. For other the considerations may be taken in
account for position and being a new entrant to the profile or organization
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LIMITATIONS OF THE STUDY
 The respondents are not come
forward to provide their
feedback regarding their
organization than the result is
bias.
 In this study the sample size is
0. The result might vary when the
sample size values changes it.

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CONCLUSION
The main objective of the study was to find out the policy and
procedures of recruitment and selection process in “Hewitt
Associates” and to find out various aspects and issues related with his
process in “Hewitt Associates” for this both the methodology of
recruitment and selection process in general as well as the methodology
adopted by the “Hewitt Associates” for recruitment and selection
were studies thoroughly.
After studying the entire Recruitment and Selection process of “Hewitt
Associates”, I feel that it is as per the Recruitment of the organization.
The study also reveals that a large number of candidates are attracted
towards “Hewitt Associates” due to the various benefits provided by it
to its employees like for example sound reputation of the organization, a
healthy working environment and work culture, the employees working
in “Hewitt Associates” are offered a good pay package and
compensation, better social security schemes, benefits and allowances,
fare promotion policy. Therefore the organization is able to create a
large application pool of the applicants and thus selects the most eligible
and appropriate, suitable to be a part of the organization.
Also the turnover rate of the employees at different posts id quite low
in the organization. This can be because of the secured ness of job in
“Hewitt Associates”.
Besides, the recruitment and selection process in “Hewitt
Associates” is more time consuming and a lengthy process and
includes a lot of paper work

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RECOMMENDATIONS
• As the Recruitment and Selection process is manual
and requires more paper work, the process should be
computerized.
• Company need to go electronic recruitment for hiring
talent.
• The selection committee should also consider relevant
opinions of the department of the organization where
there is a vacancy for which the candidate is to be
selected, i.e. the particular skills required by the
candidates for that post.
• Psychometric tests should also be included in the
Recruitment and Selection process in order to select
the right person for the right place in the organization.

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THANK YOU

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