Professional Documents
Culture Documents
SELECTION PROCESS
AT HEWITT
ASSOCIATES
BPIBS 3
RECRUITMENT
• Recruitment refers to the process of
attracting, screening, and selecting
qualified people for a job at an
organization or firm.
BPIBS 5
PROCESS OF RECRUITMENT
1. Identify vacancy
5. Short-listing
6. Arrange interviews
• 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
BPIBS 6
“TECHNIQUES OF RECRUITMENT”
DIRECT METHODS:-
INDIRECT METHODS:-
BPIBS 7
BPIBS 8
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
BPIBS 9
• RESEARCH METHODOLOGY
BPIBS 10
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
BPIBS 13
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
BPIBS 14
of age group
RELATIONSHIP BETWEEN COMMUNICATION AND
QUALIFICATION
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
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
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.
BPIBS 17
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
BPIBS 18
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.
BPIBS 19
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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