1.

0 Introduction

1.1 About the company

DMS Technologies Private Limited is a global information technology services company
founded in 1996 with its headquarters in Westborough, Massachusetts, United States. The
company provides IT Consulting, Business Consulting, Systems Implementation and
Application Outsourcing services to large enterprises and software vendors.
The company, founded in 1996, has delivery centres in the United States, the United
Kingdom, Singapore, Germany, Malaysia, the Netherlands, India, and Sri Lanka

Type Public.
Traded as NASDAQ: VRTU
S&P 600 Component
Industry Information Technology Services
Founded 1997- Massachusetts, United States
Founder Kris Canekeratne
Tushara Canekeratne
John Gillis
Sandy Gillis
Headquarters Westborough, Massachusetts, United States
Area served United States, United Kingdom, Germany, the
Netherlands, Hungary, India, Singapore and Sri
Lanka
Services Consulting, Business Consulting, Application
Development, Product Development, Legacy Asset
Management, Mobility, ERP Offering, Cloud
Revenue $   $479.9 million (FY15)
Net income $   34.4 million (FY15)
Number of employees 18,500 (2017) 

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2.0 Recruitment
2.1 Definition
Recruitment is the technique of recruiting potential employees to top off the existing
requirement of the enterprise. It’s far the procedure of capability candidates for real or
anticipated activity vacancies. Recruitment involves encouraging individuals with the wanted
skills to make packages for employment with the firm.

2.2 Objective
The main objective of recruitment is to increase the number of applicants for the job available
in the organization to select the best applicant who is the best fitted to the job.

2.3 Need for recruitment

It makes possible to choose the right person in the right time at the right place. It also makes it
possible to acquire the number and type of people necessary to ensure the continued operation
of the organization.
Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizable pool of candidates, even the most accurate selection system is of little use.
Recruiting begin when a vacancy occurs and the recruiter receives authorization to fill it. The
next step is careful examination of the job and enumeration of skills, abilities and experience
needed to perform the job successfully.

3.0 Selection
3.1 Definition
Selection is the process of making the choice of the most appropriate person from the pool of
applicants recruited to fill the relevant job vacancy.

3.2 Objective
The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. The selection procedure is the system
of functions and devices adopted in a given company to as certain weather the candidates’
specifications are matched with the job specifications and requirements or not. The selection
process cannot be effective until and unless;
1. Requirements of the job to be filled, have been clearly specified (job analysis, etc.)

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2. Employee specifications (physical, mental, social behavioural, etc.) have been clearly
specified
3. Have been Candidates for screening attracted.
3.3 Selection methods
 Application evaluation
 Employment tests
 Interviews
 Background investigation
 Medical examination
 Assessment centres

4.0 Recruitment Process in DMS Technologies Private Limited

Recruitment is the process of finding and attraction capable applicants for employment. DMS
Technologies Private Limited always wants to recruit the right people with combination of
skills and resources in the right place. Because DMS Technologies Private Limited believes
that in order to achieve the organizational goal effectively there must be a need of skilled
human resources. DMS Technologies Private Limited always believes in Equal Employment
colour, region, race, age, national origin or any other factor. The Company always wants to
recruit the best and suitable human resources in the vacant position. The person who can face
the global challenges and always concentrate to achieve the Company’s vision, mission, and
goals always gets preference.

The recruitment process of DMS Technologies Private Limited is as follows:

 Identify Vacancy
 Prepare job description and person specification
 Advertising the vacancy
 Managing the response
 Short listing
 Tests
 Interviews
 Selecting and appointing candidate

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5.0 Recruitment Policy of DMS Technologies Private Limited
To achieve the organizational goal effectively DMS Technologies Private Limited’s Top
Management has developed a “Recruitment Policy”. In accordance with the Recruitment
Policy there have some guidelines. The guidelines of the policy are as follows:
 Ensure the right people in the right place
 Combination of skills and resources is a must.
 The person who is serving in any other companies whether temporary or permanent
under any circumstances in any capacity is never recruited.
 That functional heads determines suitable qualification for any post.
 Having a degree is a must for every post.
 No discrimination against the applicant on the basis of sex, colour, region, race, age,
national origin or any other factor.
 That functional heads determines suitable qualification for any post.

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6.0 Recruiting and selecting plan of DMS Technologies Private Limited

Begin Process

Job Analysis

Is there a No
vacancy?
Applicant
recruited
Yes

Pass
Job Description

Fail HR
Interview
Sourcing Reject

Pass
Short listing Fail

Group
Interview

Did applicant Yes

meet all? Pass
Written Pass
Exams Written
exam results Technical
Interview
No
Fail
Reject Fail

Reject

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7.0 Recruitment sources of DMS Technologies Private Limited
The searching of suitable candidates and informing them about the openings in the
organization is the most important aspect of recruitment process. The candidates may be
available inside or outside the organisation. Basically, there are two sources of recruitment
i.e., internal sources and external sources.
7.1 Internal sources
There might be someone in a position for the desired task running inside the organization. If
there is, the current manpower is then shuffled to place the chosen person within the new post.
If there is no such individual within the company, then the management goes for the second
step.
When using internal recruitment sources DMS Technologies Private Limited mainly focus on
the internal job posting.
Internal Job Posting in DMS Technologies Private Limited
DMS Technologies Private Limited thinks that promoting a job opening from within the
company helps retain top talent and grow the organization. As there are a lot of programming
languages it is an advantage for employees who know 2 or more languges so they can apply
for the jobs within the company.
DMS Technologies Private Limited effectively promote internal job posting by:
 Announce new position with a company announcement
 Target skills and experience with team/Department site

There are some benefits of posting a job opening for current employees.
 Having top talent move up instead of moving on
 Company can reduce training and on boarding cost

7.2 External Sources

Those who best meet the skills, qualifications, experience and competencies required for the
position should fill vacancies.
DMS Technologies Private Limited recruit candidates through external sources such as,
 Employee referrals
 Job portals/ Carrier websites
 Advertising
 Head hunting

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Employee referrals

Employee referral means using personal contacts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant. The logic behind the
employee referral is that “it takes one to know one”. Employees working in the, in this case,
are encouraged to recommend the names of their friends working in other organization for a
possible vacancy in the near future. This method is using by DMS Technologies Private
Limited as an external method of recruiting. The company use this method because it is
cheaper and a faster method to recruit. And the company think that referral recruiter will stay
at their job longer period.

Job portals/ Carrier websites

Posting the position with the job description and the job specification on job portals to recruit
candidates is another way of recruiting employees to DMS Technologies Private Limited.
Top jobs, Owl, Dream Jobs are some carrier websites other than the company carrier portal

Advertising
The Company gives advertisement in Newspapers to attract the talents from the market. The
company kept the identity open in their recent job advertisement when the quality of the
candidate was a very important factor to consider. By all those methods the company attempts
to attract the best potentials among all the others.

Head hunting
Headhunting is a form of recruitment and selection where the recruiter finds the contact
details of a specific candidate that has some specific skills and contacts him/her in order to
convince him/her to participate in the recruitment process. In DMS Technologies Private
Limited, If HR division called someone without him/her applying for the job, chances for the
job (considering that you do have the skills you mention in your CV), are higher than those of
some other regular candidates that applied directly

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8.0 Selection process of DMS Technologies Private Limited
The company conducts recruitment processes every year to select new candidates. Selection is
the process of gathering information for the purpose of evaluating and deciding who should
be employed in particular jobs.
 Screening and short listing applications
 Written test
 Technical interview
 Group interview
 HR interview

8.1 Screening and short listing applications

The responses to the advertisements are sorted and screened. Different weights are assigned to
the selection criteria mentioned in the main specification depending on their relative
importance. Based on the presence of these factors to the desired extent (Degree is a must to
all candidates) the cumulative weights for all the applicants are counted and the short list of a
sizable number of the topmost candidates is generated. Then the candidates selected in the
shortlist are called for the written test.

8.2 Written test

Section Number of Questions Time Limit

Technical 40 40 minutes
Programming 1 30 minutes
Total 41 70 minutes

Time allocated for the written exam is 70 minutes. There is no negative marking in both
technical and programming exams.

The written test is in 2 main parts as Technical and Programming. The top management of
DMS Technologies Private Limited believes having written test before the interview is
effective and a useful tool to select the desirable candidates.

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The technical section in the written exam consists of 40 Questions and there are questions
from the areas like OS, C language, JAVA, Computer Organization, Networks etc. This paper
limited to 40 minutes.

Programming section consist of 1 program based question, where the students are given an
option to code in JAVA. And it allows only 30 minutes.
Overall the level of the paper is moderate. Only those candidates who clear the written exam
will qualify for the next round.

8.3 Interviews

DMS Technologies Private Limited conducts 3 interviews other than the written test. They are
Technical interview, group interview and HR interview.

The purpose of the selection interview is to gather as much information. During the interview,
panel members (interviewers) normally pose questions to which the interviewee is expected to
respond. Responses to the questions are often captured by means of scores as determined the
interviewers.

8.3.1 Technical Interview

A technical interview typically features questions that are specific to the role applicants have
applied for. These might include brain teaser questions and numerical reasoning questions.
Technical interviews are generally used to assess candidates for technical or graduate job
positions. DMS Technologies Private Limited conducts technical interviews because all the
employees have to work in a computerized environment. The applicant that obtains the
highest score is recommended for the next interview.
In a technical interview candidates are likely to be asked questions that:

 Relate to specific knowledge about the company's technical activities

 Relate to understanding the technical work required to be completed as part of the job
applied for

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8.3.2 Group Interview

Candidates who passed the Technical interview are qualifying to the group interview. This is
a screening process where interview multiple candidates at the same point time. The point of a
group interview is to see how candidates choose to stand out from each other, how well
candidates function in a group of people they do not know and if candidates show the
teamwork attributes that you need.

DMS Technologies Private Limited conduct group interviews because it shows which
candidates work well with others. A group interview will also show an employer which
candidates will fit well with the company culture. The interview may also involve a work
simulation or problem-solving exercise, in which the candidates have to work together as a
team. This gives the employer a chance to see if you can work well on a team project, if you
are a natural leader, and if you get along well with others. Sometimes, the group work will
end with a team discussion or presentation.

8.3.3 HR Interview
All sorts of certificates are to be checked in this stage. At least two references are needed in
order to verify applicants. In HR interview DMS Technologies Private Limited mainly focus
on candidate’s personal things. This is the last stage of selection process. If the candidate has
no problem with the stated terms and conditions of the job and the DMS Technologies Private
Limited mentioned and discussed in the final interview.
In this below questions will ask from the candidates
 Tell us about yourself
 Why do you want to work in our company?
 Why did you resign from your previous company?
 Where do you see yourself 5 years from now?
 What is your expected salary?

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 9.0 Summary of the Recruitment and selection process of DMS Technologies Private
Limited

Identify Vacancy Checking the Advertising

 Vacancy in recruiting options
 Mostly advertise
existing post  Internal in carrier portals
 Market
 External and company site.
expansion

Interviews Written Tests Sorting

Applications
 Technical  Technical
Interview  Programming  Weights are
 Group Interview based on the
 HR interview section criteria

Selection and appointing

 Candidates who
successfully passed exams
and faced the 3 interviews
are selected to the
available job positions.

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10.0 Selecting and Appointing Candidates

After the interview process each candidate is reviewed and the organization selects and
appoints the most suitable person. Hiring makes the end of the selection process, assuming
that the candidate accepts the job offer. To maintain good public relations DMS Technologies
Private Limited management notifies applicants who are not selected.

11.0 Major Findings

 The recruitment process of DMS Technologies Private Limited is mostly fair and
transparent.
 DMS Technologies Private Limited uses both Internal and external recruitment
channels.
 The Company always tries to find out the best people for recruiting.
 DMS Technologies Private Limited management always prefers the people who have
already completed the Bachelor or Masters in any recognized public or private
universities.
 No discrimination against the applicant on the basis of sex, colour, region, race,
national origin or any other factor
 DMS Technologies Private Limited recruitment circulation gives through of
newspaper and website.
 DMS Technologies Private Limited management follows a standard procedure in the
selection process.
 DMS Technologies Private Limited conduct written exams consist of technical and
programming, it is useful to select the best candidate.

12.0 Drawbacks and problems of Recruitment and Selection Process of DMS

Technologies Private Limited
The success of recruitment depends upon finding the people with the right skills, qualification
and expertise to deliver organization objectives and the ability to make a positive contribution
to the values and aims of the organization
Some drawbacks of DMS Technologies Private Limited are following:

 DMS Technologies Private Limited never carries cultural behaviour test, achievement
test, aptitude test etc.

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  Difficulty to find candidates with degrees.
 Difficult to find CVs for some Job positions. Because there are so many programming
languages used within the company.
 As they recruit only degree holders they expect more salary
 May take more HR time to sort through the greater quality of applicants.
 Higher human resources cost may arise as a result of time spent in recruiting poor
performing employees

13.0 Suggestions

 In written exams, Technical and programming there should not be any unfairness.
Otherwise DMS Technologies Private Limited will lose appropriate candidates.
 There is no training for the new employees in DMS Technologies Private Limited. But
if they provide any training program for them then it will be easier for them to adjust
new environment.

14.0 Conclusion
 DMS Technologies is diversified business which offering services such as Business
Process Management, Application Services, Mobility Cloud, ERP etc. The company
try to recruit best suit employee either internally or externally by increasing stretch of
work force of company rather than competitors. As such, company is following
specific steps,
 Identify and Publishing vacancy – The Company is recruiting best employee internal
and external with using difference communication method.
 Screening Application – New applicant short listed by on experience, education and
current job etc.
 Testing knowledge and skill through written exam and interviewing
 Selecting best suit employee after evaluating candidate’s all of skill experience and
education qualification.
 Induction and training to candidature before engaging the work.
 Evaluating on regular basis and enhancing skill through the training program,
scholarship etc. to maintain work force as unique resources of the company.

 By using above mention process company try to implement effective recruitment

process to gain competitive following advantage toward the company.

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 Enable professionalism of your business
 Build a positive image to customers, peers and competitors
 To apply KIZEN theory
 Beat the competition
 Manage human recourse demand in the company to continuing the business operations
without break down
 Increase your bottom line (PAT) etc.

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References

Corporation, V. (2017, September 20). http://www.virtusa.com/about-virtusa/. Retrieved from

http://www.virtusa.com/: http://www.virtusa.com/

GUCHAIT, P. (2017). HUMAN RESOURCE MANAGEMENT PRACTICES. Columbia:

http://195.130.87.21:8080/dspace/bitstream/123456789/697/1/HUMAN%20RESOURCE
%20MANAGEMENT%20PRACTICES.pdf.

Rodrigo, L. A. (2017, September 18). Recruitment & Selection.

Unknown. (2017, September 20). https://en.wikipedia.org/wiki/Virtusa. Retrieved from

https://en.wikipedia.org: https://en.wikipedia.org/wiki/Virtusa

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