A

Project Report

On

“TALENT MANAGEMENT with special reference to

TALENT ACQUISITION

at

TECKRAFT INFOSOLUTION PVT. LTD”

In partial fulfillment of the requirement for Master’s Degree in

Management Studies (M.M.S.)

Submitted by

ZIAUL HAQUE SIDDIQUI

Roll No: C-50

Specialization: Human Resource

Academic Year: 2013-14

UNIVERSITY OF MUMBAI

Anjuman - I - Islam’s

Allana Institute of Management Studies (AIAIMS)

Mumbai

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ACKNOWLEDGEMENT

I take immense pleasure in completing this project and submitting the final project report. It

has been full of learning and sense of contribution towards the theory and practical

knowledge. I would like to thank my project guide Dr. Rabiya Sange (core faculty at

AIAIMS) & also thanks to Mr. Shafaat Rasool (Human Resource Manager), for giving me

an opportunity of learning and contributing through this project.

I also take this opportunity to thank all those people who have made this experience a

memorable one. A successful project can never be prepared by the single effort of the

person to whom the project is assigned, but it also demands the help and guardianship of

some scholarly people, who helped the undersigned actively.

I would like to thank our Director Dr. Lukman Patel and all the faculties of AIAIMS for

their valuable guidance, keen interest, co-operation, inspiration & moral support for

completing my course.

Date:

Place: Mumbai

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INDEX

NO. Name Page No.

1. Company Overview 4

2. Title of the project 14

3. Introduction 15

4. Literature Review 17

5. Objective of the study 27

6. Research Methodology 27

7. Work profile at Teckraft Infosolutions Pvt. ltd 28

8. Conclusion 38

9. Reference 39

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COMPANY OVERVIEW

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Teckraft Infosolutions. the leading IT services company with core competencies in Software Services, System

Integration and Infrastructure Management, is managed by a highly experienced management team along with

a resource pool of highly qualified and talented professionals and a comprehensive all India network of offices

and support centers.

With proven offshore and onsite global delivery capabilities, our commitment to quality is continuous and

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Our Service

Infrastructure Management

Software Licensing

Application Service

System

Integration

Teckraft Infosolution

Service

Software Licensing

Teckraft Infosolutions. the leading IT services company with core competencies in Software Services, System

Integration and Infrastructure Management, is managed by a highly experienced management team along with

a resource pool of highly qualified and talented professionals and a comprehensive all India network of offices

and support centers.

With proven offshore and onsite global delivery capabilities, our commitment to quality is continuous and

We help our customers manage their mission and time-critical applications, by providing cost-effective

Application Management solutions over a wide range of technologies. We provide solutions that help

enterprises meet their business goats by developing custom applications and owning maintenance for them.

Custom Application Development

Application development services help you address evolving business and technology challenges by defining,

designing and building applications tailored to meet your business requirements. We deliver high-quality,

flexible applications that are easy to maintain, modular to facilitate enhancements and are reliable, secure and

easy to deploy. It is based on industry standard process quality frameworks and uses rigorous methodologies

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Custom Application Development

Application development services help you address evolving business and technology challenges by defining,

designing and building applications tailored to meet your business requirements. We deliver high-quality,

flexible applications that are easy to maintain, modular to facilitate enhancements and are reliable, secure and

easy to deploy. It is based on industry standard process quality frameworks and uses rigorous methodologies

Application Maintenance

Teckraft Infosolutions application maintenance services help you get the best out of

your existing IT applications. We offer off-site and on-site application maintenance

services to provide you personalized and long-term support. We use structured

knowledge management toots developed by our Maintenance Center of Excellence

to enhance the life of your systems, ensure that they evolve with your business,

reduce system downtime and help you focus on strategic initiatives by minimizing

the time spent on routine activities

Performance Engineering

Performance engineering and performance-driven development enhances the

performance of applications, resulting in better user-experience and productivity.

Our Performance Engineering services include:

1. Application code (online and batch) enhancement and optimization

2. Architecture and design assessment and optimization

3. Capacity planning and infrastructure optimization.

4. Data model refactoring and database performance optimization

Our Performance Engineering Service enables businesses to:-

1. Meet customer expectations by resolving performance and scalability

issues before they occur

2.Improve Return on Existing investments (ROEI) by improving application

performance

3. Reduce risk; improve cost-effectiveness and time-lo-market for mission

and business-critical systems

4. Optimize provisioning and utilization of infrastructure

Migration & Re-engineering:-

We have the right tools, methodologies, and templates to create functionally

rich systems for meeting existing and future business demands. Teckraft

Infosolutions migration services can help you in eased complexities and

optimally quick migration and re-engineering of critical business

applications.

Application Integration: -

We have the right toots, methodologies, and templates for your enterprises

needs combined with world-class knowledge and experience.

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System Integration Services from Teckraft Infosolutions involve solution architecting, supply of

hardware, software and integration of the entire solutions. Having strategic alliances with major IT giants

enable us to deploy, right certified & skilled consultants. Our consultants have already worked on the

proven process and have a vast domain knowledge which helps our clients to drive a better ROI from the

overall investment.

System IntegrationServices

Technology Implementation Services:

Disaster Recovery (DR) Site Implementations

Consultancy

Database Integration

Application Integration

Desktop & OS Integration

Server Integration

Network Integration

Security Integration

Storage Integration

Data Center Implementation

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Infrastructure Management Services

IT Infrastructure Management Services from Teckraft

Infosolutions involves ITIL process driven support in

combination of people, process and tools, to ensure that our

clients IT infrastructure is always up and running.

Business Value

Improve reliability of servers and applications

Problem solution and resolution at2line of support and higher

Secure access to performance metrics through the Remote

Services Desk

Expert 24x7customer support

Powerful SupportTechnology

Commitment To Excellence

Helpdesk Services Network

administration e-Mail Management Servers administration

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Staffing

Benefits of Staffing:-

Process change management

Easy Talent Acquisition and demobilization

Control over long-term

Costs outsourcing of invisible costs

Specialists with wide experience

Complete offering of staffing services for Information technology needs

Teckraft Infosolutions being pioneer in IT services and solutions has formed Talent

Acquisition & staffing cell as one of our corporate arm helping our clients in providing them

with highly skilled IT resources that are trained along with industry standards and worked on

our internal projects. We can provide resources on all major technology from our pool of

resources or by sourcing them on need basis

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Clients & Strategic Alliance

Teckraft Infosolutions has been one of the favorable IT consultancy and service company having

successfully implemented various IT solutions for huge client base spread across the globe.

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Presence around the world:-

“TALENT MANAGEMENT

with special reference to

TALENT ACQUISITION

at

TECKRAFT INFOSOLUTION PVT. LTD”

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INTRODUCTI ON

Talent management refers to the anticipation of required human capital for an organization and the

planning to meet those needs. The field increased in popularity after McKinsey's 1997 research and the

2001 book on The War for Talent. Talent management in this context does not refer to the management

of entertainers.

Talent management is the science of using strategic human resource planning to improve business

value and to make it possible for companies and organizations to reach their goals. Everything done to

recruit, retain, develop, reward and make people perform forms a part of talent management as well

as strategic workforce planning. A talent-management strategy needs to link to business strategy to make

sense

The term was coined by McKinsey & Company following a 1997 study. It was later the title of a book by

Ed Michaels, Helen Hadfield-Jones, and Beth Axelrod however the connection between human resource

development and organizational effectiveness has been established since the 1970s.

The profession that supports talent management became increasingly formalized in the early 2000s. While

some authors defined the field as including nearly everything associated with human resources, the NTMN

defined the boundaries of the field through surveys of those in corporate talent management departments in

2009–2011. Those surveys indicated that activities within talent management included succession

planning, assessment, development and high potential management. Activities such as performance

management and talent acquisition (recruiting) were less frequently included in the remit of corporate

talent management practitioners. Compensation was not a function associated with talent management.

The issue with many companies today is that their organizations put tremendous effort into attracting

employees to their company, but spend little time into retaining and developing talent. A talent

management system must be worked into the business strategy and implemented in daily processes

throughout the company as a whole. It cannot be left solely to the human resources department to attract

and retain employees, but rather must be practiced at all levels of the organization. The business strategy

must include responsibilities for line managers to develop the skills of their immediate subordinates.

Divisions within the company should be openly sharing information with other departments in order for

employees to gain knowledge of the overall organizational objectives.

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The talent management strategy may be supported by technology such as HRIS (HR Information Systems)

or HRMS (HR Management Systems).

Talent acquisition refers to the overall process of attracting, selecting and appointing suitable candidates

to one or more jobs within an organization, either permanent or temporary. The term may sometimes be

defined as incorporating activities which take place ahead of attracting people, such as defining the job

requirements and person specification, as well as after the individual has joined the organization, such

as induction and on boarding. Talent Acquisition can also refer to processes involved in choosing

individuals for unpaid positions, such as voluntary roles or training programs.

Depending on the size and practices of the organization, Talent Acquisition may be undertaken in-house by

managers, human resource generalists and/or Talent Acquisition specialists. Alternatively, parts of the

process may be undertaken by public-sector employment agencies, commercial Talent Acquisition

agencies, or specialist search consultancies.

The use of internet-based services and computer technologies to support all aspects of Talent Acquisition

activity and processes has become widespread and has revolutionized Talent Acquisition activities ranging

from Talent Acquisition agencies sourcing candidates through online job boards and social media, or

human resource professionals using assessment or job simulation programs as part of the selection process.

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LITERATURE REVIEW

Talent Acquisition

The word ‘Talent Acquisition’ has many meaning and plays an important role. Employees leave the

organization in search of greener pastures- some retire some die in saddle. The most important thing is that

enterprise grows, diversifies, and takes over other units-all necessitating hiring of new men and women. In

fact Talent Acquisition functions stop only when the organization ceases to exist. To understand Talent

Acquisition in simple terms it is understood as process of searching for obtaining applications of job from

among from which the right people can be selected. To define Talent Acquisition we can define it formally

as it is a process of finding and attracting capable applicants for employment. The process begins when

new recruit are sought and ends when their application are submitted. The result is a pool of applicants

from which new employees are selected. Theoretically, Talent Acquisition process is said to end with

receipt of application in practice the activity extends to the screening applicants as to eliminate those who

are not qualified for job.

PURPOSE AND IMPORTANCE

The general purpose of Talent Acquisition is to provide a pool of potentially qualified job candidates.

Specific purpose includes:

1. Determine the present and future requirement of the organization in conjunction with its personnel

planning and job analysis activities;

2. Increase the job pool of job candidates at minimum cost;

3. Help increase the success rate of the selection process by reducing the number visibly under qualified or

job application;

4. Help reduce the probability that job applicants, once recruited selected, will leave the organization only

after a short period of time;

5. Meet the organizations legal and social obligation regarding the composition of its workforce;

6. Being identifying and preparing potential job applicants who will be appropriate candidates;

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FACTORS AFFECTING TALENT ACQUISITION

Factors affecting Talent Acquisition

Internal factors External factors

1. INTERNAL FACTORS

The internal factors also called as “endogenous factors” are the factors within the organization that

affect recruiting personnel in the organization.

Some of these are:-

Size of the organization

The size of the organization affects the Talent Acquisition process. Larger organizations are most

likely to find Talent Acquisition less problematic than organization with smaller in size.

Recruiting policy

The Talent Acquisition policy of the organization i.e. recruiting from internal sources and external

sources also affect the Talent Acquisition process. Generally, Talent Acquisition through internal

sources is preferred, because own employees know the organization and they can well fit in to the

organization culture.

Image of the organization

Image of the organization is another factor having its influence on the Talent Acquisition process of

the organization. Good image of the organization earned by the number of overt and covert action

by management helps attract potential and complete candidates. Managerial actions like good

public relations, rendering public service like building roads, public parks, hospitals and schools

help earn image or goodwill for organization

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Image of the job

Better remuneration and working conditions are considered the characteristics of good image of a

job. Besides, promotion and carrier development policies of organization also attract potential

candidates.

2. EXTERNAL FACTORS

Like internal factors, there are some factors external to organization, which have their influence on

Talent Acquisition process. Some of these are given below:-

Demographic factors

As demographics factors are intimately related to human beings, i.e. employees, these have

profound influence on Talent Acquisition process. Demographic factors include age, sex, Literacy,

economics status etc.

Labor market

Labor market condition i. e. supply and demand of labor is of particular importance in affecting

Talent Acquisition process. E.g. if the demand for specific skill is high relative to its supply is more

than for particular skill, Talent Acquisition will be relatively easier.

Unemployment situation

The rate of unemployment is yet another external factor its influence on the Talent Acquisition

process. When the employment rate in an area is high, the Talent Acquisition process tends to

simpler. The reason is not difficult to seek. The number of application is expectedly very high

which makes easier to attract the best-qualified applications. The reserve is also true. With low rate

of unemployment, recruiting process tend to become difficult.

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Labor laws

There are several labor laws and regulations passed by the central and state governments that

govern different type of employment. These cover working condition, compensation, retirement

benefits, safety and health of employee in industrial undertakings. The child Labor Act1986; for

example prohibits employment of children in certain employments.

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SOURCES OF TALENT ACQUISITION

1. INTERNAL SOURCES

Present employees:

Promotions and transfer from among the present employees can be good sources of Talent

Acquisition. Promotion implies upgrading of an employee to a higher position carrying higher status,

pay and responsibilities. Promotion from among the present employees is advantageous because the

employees promoted are well acquainted with the organization culture, they get motivated and it is

cheaper also. Promotion from among the person employees also reduces the requirement of job

training. However, the disadvantage lies in limiting the choice of the few people and denying hiring

of outsiders who may be better qualified and skilled. Furthermore, promotion from among present

employees also results in inbreeding, which creates frustration among those not promoted. Transfer

refers to shifting an employee from one job to another without any change in the position/post, status

and responsibilities. The need for transfer is felt to provide employees a broader and carried base,

which is considered necessary for promotion. Job rotation involves transfer of employees from one

job to another job on the lateral basis.

Employee referrals:

This is yet another internal source of Talent Acquisition. The existing employees refer to the family

members, friends and relatives to the company potential candidates for the vacancies to be filled up

in the organization. This source serves as the most effective methods of recruiting people in the

organizations because refer to those potential candidates who meet the company requirement known

to them from their own experience. The referred individuals are expected to be similar in type in the

of race and sex, for example, to those who are already working in the organization

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Previous applicant:

This is considered as internal source in the sense that applications from the potential candidates are

already applying with organization. Sometimes the organization contacts though mail or messengers

these applicants to fill up the vacancies.

2. EXTERNAL SOURCES

External sources of Talent Acquisition lie outside the organization. These outnumber internal

sources. The main ones are listed as follows:

Employment agencies:

In addition to the government agencies, there are number of private agencies that register candidates

for employment and furnish a list of suitable candidates from the data bank as and when sought by

the prospective employer. Generally, these agencies select personnel for supervisory and the higher

levels. The main function of these agencies is to invite application and short-list the suitable

candidates for the organization. Of course, the representative of the organization takes the final

decision on selection. The employer organizations derive several advantages through this source.

The time saved in this method can be better utilized elsewhere by the organization. As the

organizational identity remains unknown to the job speakers, it, thus, avoid receiving letters and

attempts to influence.

Advertisement:

This method of Talent Acquisition can be used for jobs, Some employers/companies advertise their

post by giving them post box number of the name of some recruiting agency. This is done to

particular keep own identity secret to avoid unnecessary correspondence with the applicants.

While preparing advertisement, a lot of care has to be taken to make it clear and to the point. It must

ensure that some self-selection among applicant take place and only qualified applicant responds the

advertisement. The letters in the acronym denote that advertisement should attract Attention, gain

Interest, arouse a Desire and result in action.

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However, not many organizations mention complete detail about job positions in there

advertisement. What happened is that ambiguously worded and broad-based advertisements

may generate a lot irrelevant application, which would, by necessity, increasing the cost of

processing them.

Campus Talent Acquisition

This is another source of Talent Acquisition. Though campus Talent Acquisition is a

common phenomenon particularly in the American organizations, it has made rather

recently. Of late, some organizations have started visiting educational and training

institute/ campuses for Talent Acquisition purposes. Many Institutes have regular placement

cells / offices to serve liaison between the employer and the students.

The method of campus Talent Acquisition offers certain advantages to the employer

organizations.

First, the most of the candidates are available at one place;

second, the interviews are arranged at short notice;

third, the teaching is also met; fourth, it gives them opportunity to sell the

organization to a large students body who would be graduating subsequently.

The disadvantages of this of Talent Acquisition are that organizations have to limit their

selection to only “entry’’ positions and they interview the candidates who have similar

education and experience, if at all.

Word-of-mouth:

Some organizations in India also practice the “word-of-mouth’’ method of Talent Acquisition.

In this method , the word is passed around the vacancies or opening in the organization.

Another form of word-of-mouth method of “employee-pinching’’ i.e., the employee working

In another organization is offered by the rival organization. This method is economic, in

terms of both time and money. Some of the organization maintain a file applications and

sent a bio-data by a job seeker. These serve as a very handy as when there is vacancy in the

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organization. The advantage of this method is no cost involved in Talent Acquisition. However,

the disadvantages of this method of Talent Acquisition are non- availability of the

candidates when needed choice of candidates is restricted to a too small number.

Raiding or Poaching:

This is another sources of Talent Acquisition whereby the rival firm by offering terms and

conditions, try to attract qualified employees to join them. This raiding is a common feature

in the Indian organizations

Besides these, walk - ins, , acquisitions and merger, etc., are some other sources of Talent

Acquisition used by organization.

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ADVANTAGES OF INTERNAL SOURCES

The advantages of the internal source of Talent Acquisition include the following:

Familiarity with own employees:

The organization has more knowledge and familiarity with the strengths and weaknesses of its

own employees than of strange on unknown outsiders.

Better use of the talent:

The policy of internal Talent Acquisition also provides an opportunity to the organization to make a

better use of talents internally available and to develop them further and further.

Economical Talent Acquisition:

In case of internal Talent Acquisition, the organization does not need to spend much money, time

and effort to locate and attract the potential candidates. Thus, internal Talent Acquisition proves to

be economical, or say, inexpensive.

Motivator:

The promotion through internal Talent Acquisition serves as a source of motivation for the

employees to improve their carrier and income. The employees feel that organization feel that

organization is a place where they can build up their life-long career. Besides, internal Talent

Acquisition also serves as a means of attracting and retaining employees in the organization

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ADVANTAGES OF EXTERNAL SOURCES

Open process

Being a more open process, it is likely to attract a large number of

applicants/application. Then, in turn, widens it option of selection.

Availability of Talented Candidates:-

With the large pool of applicants, it becomes possible for organization to have

talented candidates from the outside. Thus, it introduces new blood in the

organization.

Opportunity to Select the Best Candidate;

With the large pool of applicants, selection process becomes competitive. This

increases prospects for selection the best candidates.

Provides healthy competition:

As the external members are supposed to be more trained and efficient. With such a

background, they work with the positive attitude and greater vigor. This helps create

healthy competition and conductive work environment in the organization.

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OBJECTIVES OF THE STUDY

To understand the talent acquisition process at Teckraft Info solution Pvt Ltd.

RESEARCH METHODOLOGY

The project consists of information derived from:

Secondary Source :

Information from secondary source was gathered using various books, magazines and

websites. References of these have been mentioned towards the end of the report. Information

gathered from these sources helped in achieving a better understanding of the topic and in

making the project more presentable and accurate.

The project also includes the work done as a Human Resource Intern in the Company which

involved the roles and responsibilities as a recruiter as well as inputs derived through

interaction with the Recruitment Team. The same has been mentioned under the heading of

work profile.

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WORK PROFILE AT TECKRAFT INFOSOLUTIONS PVT. LTD

The job involved an opportunity to perform the task of Recruitment with the Human Resource

team.

1. Recruitment for own company

2. Recruitment for Consulting company

1. Recruitment for own company:-

It is a recruitment process in which the candidate is been recruited for

the company itself. I had an opportunity to recruit the candidate as “Asp.net Developer, Java

Developer,” For the company itself.

2. Recruitment for Consulting company:-

It is a recruitment process in which the candidate is been recruited for

the Consulting firm. I had an opportunity to recruit the candidate as “SharePoint Developer,

Lotus Notes Developer, and Management Information System Executive”

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RECRUITMENT PROCESS

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Requirement Gathering

Sourcing (Naukri.com, Monster.com)

Screening

Short listing Candidate

Scheduling for Interview

Selection Process

Selecting candidate

Documentation

Verify

Approval from Top Management

Release of Offer

Ask For Acceptance

Release the official offer letter

POFU (POST OFFER FOLLOW UP)

Joining Formalities

Orientation / Induction

RECRUITMENT PROCESS

1. Requirement Gathering (JOB DESCRIPTION ):

A job description is a list that a person might use for general tasks, or functions, and

responsibilities of a position. It may often include to whom the position reports, specifications

such as the qualifications or skills needed by the person in the job, or a salary range. Job

descriptions are usually narrative, but some may instead comprise a simple list of competencies.

They are developed by conducting a job analysis, which includes examining the tasks and

sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge

and skills needed for the job. A job usually includes several roles. The job description might be

broadened to form a person specification.

Significance of Job Descriptions:-

Creating a job description is a key step in the hiring process. .A job description is also helpful in

evaluating whether you need a full-time employee or a part-timer. It can form the basis of

advertisements that you run, and can be used to present a clear picture of the job, to the job

applicants. Finally, it can play a part in evaluating whether an employee has met the expectations

you had set. Job descriptions are essential for successful development and implementation of

many HR programs, including compensation. They are essential for:

Employee recruiting and selection JDs are necessary for creating advertisements and

appropriate interview questions and for supplying job candidates with specific

information.

Employee orientation New employees have a better understanding of job expectations

with detailed JDs.

Employee training and development Accurate job training depends on accurate JDs.

Establishing job performance standards Without a detailed description of a job and its

essential functions, it is difficult to develop performance standards.

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Benchmarking your organization's jobs JDs are necessary to benchmark your

organization's jobs with those in the external labour market.

Developing compensation programs Developing and maintaining equitable and

competitive compensation programs depend on the existence of solid JDs.

Performance reviews A well-developed JD helps employees track their job performance

goals and on-the-job progress.

Goal setting and performance management Detailed JDs ensure that your organization

can track employee and organizational goals and performance.

2. Sourcing the Candidates :

Sourcing would ideally include different sources that an HR uses to Source candidates for

vacancy

Hiring manager would talk to the HR to see if Vacancy can be filled internally

Based on this interaction HR decides whether he has to publicize the vacancy through

Internal Recruitment or through External Recruitment

Some sources of External Recruitment that an HR may use are as Listed

1. Naukri.com

2. Monster.com

3. Linkedin.com

4. Facebook.com

3. Screening the Applications :

Screening of applicants would be done basically on how good they match Job

description, their availability, flexibility and other criteria’s.

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4. Short listing of Applications :

After the applications have been screened they are then they are called for

interview, the interview may be “Face-to-Face or Telephonic Interview”.

5. Scheduling for Interview :

After the candidate is been selected through telephonic interview, the interview is

to be scheduled with respect to time when the Project manager & CEO are

available in the company.

6. Selection process :

7. Selected Candidate :

If the candidate is selected, he has to provide with some of the document, such as

previous company offer letter, appointment letter, last three month salary slip.

8. Verify:

After the document is received, it has to be verified, if they is any alteration salary

slip you can ask for monthly bank statement

9. Approval from the Top Management :

After the documents are verified, it is very important to get an approval from the

Top Management.

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Human Resource Manager

Project Manager

CEO of the Company

10. Release the offer:

It is an offer which is given to the candidate through mail & it is also called as

“PRE OFFER”. In which all the details are mentioned, such as Designation,

Salary (Monthly & Annually), Place of work, etc.

11. Ask for Acceptance:

When the pre offer is been released to the candidate, it is been asked to the

candidate for his acceptance & candidate is been asked to revert back soon.

12. Release of official offer letter

13. POFU (POST OFFER FOLLOW UP):

It is Follow up which is very important for an HR manager in which the candidate

take time of the notice period which the candidate has given to join the company,

If the follow is to be done strongly so that the candidate does not think of an

another company to join. It can be done posting good thing about the company on

the candidate mail id, talking to him twice a week.

14. Joining Formalities:

When the candidate is ready to join the company, the candidate is been asked for

the document which is necessary for the company, such as Photo Identity,

Residential Proof, Personal Proof, etc.

15. Orientation / Induction:

When the candidate has join the company, the candidate has go through

orientation program that is may be for 3 Months or 6 months.

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CANDIDATE ASSESSMENT FORM OF THE COMPANY

Candidate Assessment Form (CAF)

Skills

Candidate Name

Total Experience

Relevant Experience

Candidate's Current Location

Ready to work in Pune - at Client Site (Yes/ No)

Ready to work in 24/7 Operations (Yes/ No)

Production Support Experience (Yes/ No)

Any Bond Signed with Current Company (Yes/ No)

If Yes, Details

Notice Period (On Papers)

Minimum Timeframe to Join us (If Selected)

Current Designation (On Papers)

Current Company

Current Employment (Contract/ Permanent)

Graduation Degree

Post-Graduation Degree (If Any)

Exact Reason for Change

Mobile Number

Alternate Number 

RECRUITMENT PROCESS (CONSULTANT)

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1. Requirement Gathering:

It is the recruitment process in which the job description is been given by the

consulting company,

What type of candidate required.

How many candidates required.

What type of skills they should have.

What will be the job location?

What will be the salary package?

2. Sourcing the Candidates :

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Sourcing (Naukri.com, Monster.com)

Screening

Short listing Candidate

Scheduling for Interview

Follow Ups

Requirement Gathering

Sourcing would ideally include different sources that an HR uses to Source

candidates for vacancy

Project manager would talk to the HR to see if Vacancy can be filled internally

Based on this interaction HR decides whether he has to publicize the vacancy

through Internal Recruitment or through External Recruitment

Some sources of External Recruitment that an HR may use are as Listed

Naukri.com

Monster.com

Linkedin.com

Facebook.com

3. Screening the Applications :

Screening of applicants would be done basically on how good they match Job

description, their availability, flexibility and other criteria’s.

4. Short listing of Applications :

After the applications have been screened they are then they are called for

interview, the interview may be “Face-to-Face or Telephonic Interview”.

5. Scheduling for Interview :

After the candidate is been selected through telephonic interview, the interview is

to be scheduled with respect to time when the Project manager & CEO are

available at the consulting company.

6. Follow ups :

The most important thing is to see whether the candidate is been selected or the

candidate is been rejected at consulting company & if selected how was the interview,

how many round of interview

JOB DESCRIPTION FORMAT FOR CONSULTING COMPANY

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Job Title Admin – MS Excel

Employment type Contract

Candidate Availability/Urgency Immediate

If Contract then its Duration 2 months + extendable by 1 month

Skill / JD

MS Excel,

V lookup.

No of Positions 1

Experience Range From :  6months

To:  1Years

Level

Skill Category (Generic/Niche/Super Niche) General

Job Location Mumbai, Chinchpokli

Shift (Y/N) Shift details if any (Mon – Sat) business hours

Hiring Manager Mr. SandeshNaik

CTC Range / Budget From :   LPA

To :   LPA

Requirement to Recruitment date (RRD)

Sourcing Guidelines (From Hiring Manager – Must and good to have skills, Target Companies, Any specific domain preferred,  Combination of skills, any education criteria,  ETC…..)

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CONCLUSION

Talent management refers to the anticipation of required human capital for an organization and

the planning to meet those needs. Talent management in this context does not refer to the

management of entertainers.

Talent management implies that companies are strategic and deliberate in how they source,

attract, select, train, develop, retain, promote, and move employees through the organization.

Talent Acquisition refers to the process of recruitment in which the candidate is been recruited

in the company, each company has recruitment process, some company does not have

recruitment process , they just have human resource manager who takes the interview and select

the candidate, he is the person who negotiate with the candidate salary, date of joining, etc.

Talent Acquisition is the main process in any company to progress because in each company

there are requirement of candidate with different skills & abilities, there comes a vital role

recruitment.

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REFERENCES

www.citehr.com

http://www.teckraft.com

http://www.teckraft.com/WhoWeAre.html

http://www.teckraft.com/OurServiceArea.html

http://www.teckraft.com/Partners.html

http://www.teckraft.com/TeckraftAdvantage.html

http://www.teckraft.com/OracleCOE.html

http://en.wikipedia.org/wiki/Talent_management

http://en.wikipedia.org/wiki/Recruitment

http://www.linkedin.com/company/teckraft-infosolutions-p-ltd

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