THE RECRUITMENT PROCESS

External Environment
Internal Environment
Human Resource Planning

Alternatives to Recruitment

Human Resource Planning

Internal Sources External Sources

Internal Methods External Sources

Recruited Individuals

1
Methods Used in Internal
Recruiting
• Job Posting
• Employee Referrals

2
 External Recruitment Methods
• Internships
Advertising
• EmploymentAssociations
Professional Agencies - Private and Public
• Recruiters
Walk-In Applicants
• Job Fairs/Virtual
Open Houses Job Fairs
• Executive
Event Recruiting
Search Firms
• Sign-on Bonuses

3
 Succession Plan at GE
• In 1994, years before he retired from GE, Jack Welch had started the
succession planning process. He developed a list of qualities, skills
and characteristics a CEO should essentially have. So, GE was ready
for its next CEO, years before it finally had to make the decision in
1999. GE had three candidates - Jeff Immelt, W James McNerney
and Robert L Nardelli. All three were ideal candidates and aspirants
for the top job. All three exceeded every expectation required.
Finally, the youngest of the three, Immelt was chosen. In November
2000, GE announced that Jeff Immelt would succeed Jack Welch as
the chairman and CEO of the company. W James McNerney and
Robert L Nardelli, moved on as the CEOs of 3M and Home Depot,
respectively. All leaders and companies can take inspiration and
should devise succession plans, the Jack Welch style.
 Selection – Example of Asst. V.P.
Responsibilities:
• Leading a team of 13 member UK LEC team in Mumbai
• Legal Entity Control is responsible for ensuring the
integrity of the financial results of the legal entities in the
location and ensuring business booking in the legal entities
complies with the applicable regulatory requirements. The
LEC ensures that other functional areas execute their
identified responsibilities in a manner that maintains the
accuracy of the books and records and escalates issues to
the SFO or Regional Controller.
• Development and motivation of the India LEC team,
including objective setting and performance appraisals
• Managing relationship with the London based Legal
Entity Control Team
• Identification and appropriate escalation of issues to
the Local Manager and to the UK LEC team
• Leadership in managing departmental relationships
with India Operations and the EMEA Businesses
• Participation in cross training initiatives within the LEC
team and the lines of business
• Process improvement through automation initiatives  
 Selection Criteria
• Chartered Accountant with 8-10 years experience
preferably with financial services industry and
experience of US GAAP.
• Strong team player with good people management skills
• Excellent communication and organizational skills
including good judgment and decision making abilities
• Excellent interpersonal skills necessary to work
effectively with a variety of individuals, departments and
organizations
• Strong control mindset
• Self starter with ability to take initiative and constantly challenge
the process
• Ability to multi-task complex requirements under considerable
time pressure, whilst maintaining a high degree of accuracy and
quality
• Enthusiastic, with a positive can do attitude
• Strong PC skills including MS Excel, MS Word, MS Access and Lotus
Notes.
• Investment Banking product knowledge including derivatives,
equities and debt securities would be an advantage
• Knowledge of GL platforms used in J.P. Morgan Chase would be an
advantage
 ONGC chairman selection
• Government headhunters (similar to executive search firm)
PESB(Public Enterprise Search Board) was selected to select the
new chairman of ONGC.
• After shortlisting 13 candidates, it selected ONGC Director Sudhir
vasudeva for the post of chairman, and RK Tyagi (chairman of
helicopter firm Pawan Hans) was named as the second choice.
• However, two letters reached the CVC (central vigilance
committee) , leveling serious accusations against Vasudeva.
• However, it was found out that the two letters were forged, but
still the CVC has put the appointment on hold and has appointed
an interim chairman for the time being
 ONGC – Promotion Scheme
•
Experience Required  Existing Pay Scale 
 Level
  For Next Promotion (Pre-revised)
 E1 TO E2 4 years E2 Rs. 13,750-18,700
 E2 TO E3 5 years E3 Rs. 16,000-20,800
 E3 TO E4 4 years E4 Rs. 17,500-22,300
 E4 TO E5 &
SUCCESSIVELY E5 Rs. 18,500-23,900
HIGHER E6 Rs. 19,500-25,600
LEVELS (SELECTION 3 years E7 Rs. 20,500-26,500
ON MERIT)  E8 Rs. 20,500-26,500
 Subject to the number E9 Rs. 23,750-28,550
of available vacancies.