RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED
i.e. the needs arising from changes in organization and retirement policy.
ANTICIPATED
Anticipated needs are those movements in personnel, which an organization
can predict by studying trends in internal and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.
Need of Recruitment Planned Anticipated Unexpected

SOURCES OF RECRUITMENT: The various sources of

recruitment are
Internal Sources : Include
Present Employees who can be transferred or given promotions.
The retired and retrenched employees who want to return to the
company.
ependents and relatives of the deceased and disabled employees.

External Sources : Consist of

Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
Recruitment at factory gate

Deloitte Recruitment Process

Deloitte Touché Tohmatsu, popularly known as just
"Deloitte", was founded by William Deloitte in 1845. It is a UK-
incorporated multinational professional services firm with
operational headquarters in New York City, United States.
Deloitte is the largest accounting firm in terms of revenue.
1. Online application submission along with enclosed:
CV, covering letter, references.
2. Filling in the online tests verifying the knowledge
about the analytics, checking reading comprehension
skills and the English language skills.
3. The recruitment meeting or the Assessment Centre is
a full-day exercise session taking place in conditions
resembling the actual work. It allows the employer to
have a detail check on the candidate on if he / she is
equipped with the skills that are required for a
particular position and whether the candidate can be
a good team worker. The other features of a potential
candidate examined by the employer are as follows:
efficient communication, problem-solving ability and
organization of work. Case studies are conducted in
small groups carefully supervised by the assessors -
people from HR department
4. The interview, conducted by the HR employee or by
the manager of the department for which the
candidate applies. The interview is conducted to know
the competency, experience in that sphere of work,
his/her knowledge and skills in that particular area of
requirement.

RECRUITMENT PROCESS
IN
BHARTI AIRTEL LIMITED
COMPANY PROFILE INTRODUCTION AND COMPANY HISTORY
Infosys Technologies Ltd. (NASDAQ: INFY) was started in 1981 by
seven people with US$ 250. Today, it is a global leader in the "next
generation" of IT and consulting with revenues of over US$ 4
billion. Infosys defines, designs and delivers technology-enabled
business solutions that help Global 2000 companies win in a Flat
World. Infosys also provides a complete range of services by
leveraging our domain and business expertise and strategic
alliances with leading technology providers. Infosys' service
offerings span business and technology consulting, application
services, systems integration, product engineering, custom
software development, maintenance, re-engineering, independent
testing and validation services, IT infrastructure services and
business process outsourcing. Infosys pioneered the Global Delivery
Model (GDM), which emerged as a disruptive force in the industry
leading to the rise of offshore outsourcing. The GDM is based on
the principle of taking work to the location where the best talent is
available, where it makes the best economic sense, with the least
amount of acceptable risk. Infosys has a global footprint with over
50 offices and development centers in India, China, Australia, the
Czech Republic, Poland, the UK, Canada and Japan. Infosys has over
103,000 employees. Infosys takes pride in building strategic long-
term client relationships. Over 97% of our revenues come from
existing customers.

3.1 SOURCES ON MAN POWER SUPPLY:

INTERNAL:
Infosys upgrades from within only for managerial positions, but
only to some extent. Because upgrading from within is considered
better as the employee is already familiar with the organization,
reduces training cost, helps in building morale and promotes
loyalty. If no one capable for managerial position is found in its
internal source, it looks out for external sources. It selects only the
best employee for the organization
TYPES:


Former Employees-
They ask the retired employees who are willing to work on a part-
time basis, individuals who left work and are willing to come back
for higher compensations. Even retrenched employees are taken up
once again.


Retirements: -
If it‘s not able to find suitable candidates in place of the one who
had retired, after
meritorious service. Under the circumstances, management decides
to call retired managers with new extension.


Internal notification (advertisement): -

Most employees know from their own experience about the
requirement of the job and what sort of person the company is
looking for. Often employees have friends or acquaintances who
meet these requirements. Suitable persons are appointed at the
vacant posts

EXTERNAL

CAMPUS:
Campus recruitment is so much sought after that each college;
university department or institute will have a placement officer to
handle recruitment functions. However, it is often an expensive
process, even if recruiting process produces job offers and
acceptances eventually. A majority leave the organization within
the first five years of their employment. Yet, it is a major source of
recruitment for prestigious companies. Infosys is the company of
choice for campus recruitment programs in most major engineering
institutes such as IITs, RECs etc. and at premier management
institutes such as the IIM.

Engineering Institutes:
Campus hiring at engineering institutes typically starts in May and
continues through September. Senior managers and officers from
Infosys actively participate in this hiring, to bring on board the next
generation of bright, young and talented leaders for the company.
We encourage current students at the campuses we visit to use this
opportunity to interact with the Infosys recruitment teams during
the hiring process to understand the company and our people
philosophy. We hire engineering graduates and post-graduates
from all disciplines, and MCA students at the campuses.

Management Institutes:
Campus hiring at management institutes typically starts in
December and continues through March. We hire management
graduates from all disciplines, with or without prior work
experience in software or other fields. All applications are pre-
screened based on academic credentials. Short-listed candidates
are usually invited for an interview as part of the selection process.
OFF CAMPUS:
It is the event for those candidates who do not get selected during
campus recruitment. The process remains the same; it just aims at
giving those candidates a chance that were not able to go through
the process before. These candidates also go through the same two
rounds, here only the scale and basis on which they are evaluated
changes.

ADVERTISEMENTS:-
It is a popular method of seeking recruits, as many recruiters prefer
advertisements because of their wide reach.
Infosys advertises in: NEWS PAPERS:


Times of India


The economic times



Indian express


Hindustan times


The financial express