Professional Documents
Culture Documents
On
‘RECRUITMENT PROCESS’
In
PRESENTED TO
INDIAN BUSINESS ACADEMY
ON
10th JUNE, 2006
BY
LOPAMUDRA MANGARAJ
FP57/076
PGDBM 2005- 2007
Summer Project Report: Recruitment process in TeamLease
TEAMLEASE
INDIA’S LARGEST STAFFING SOLUTION’S COMPANY
Acknowledgement
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Summer Project Report: Recruitment process in TeamLease
Declaration
…………………………
Lopamudra Mangaraj
PGDBM 05- 07
Indian Business Academy
Bangalore- 52
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Certificate
To the best of my knowledge, this project work is original and is not any part of
any earlier work by Lopamudra Mangaraj or anybody else. This report has not
been the basis for the award of any degree or diploma by any university or any
other institution.
………………………..
Mr. Manish Jain
CEO- Indian Business Academy
Bangalore
Date………………..
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Summer Project Report: Recruitment process in TeamLease
Certificate
To the best of my knowledge, this project work is original and is not any part of
any earlier work by Lopamudra Mangaraj or anybody else. This report has not
been the basis for the award of any degree or diploma by any university or any
other institution.
………………………..
Prof. Subhas Sharma
Dean - Indian Business Academy
Bangalore
Date………………..
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Certificate
To the best of my knowledge, this project work is original and is not any part of
any earlier work by Lopamudra Mangaraj or anybody else. This report has not
been the basis for the award of any degree or diploma by any university or any
other institution.
………………………..
Mr. Rony Kurien
Mentor- Indian Business Academy
Bangalore
Date………………..
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Summer Project Report: Recruitment process in TeamLease
Acknowledgement
I will remain highly indebted to Ms.Kavitha Reddy, Vice-President, TeamLease BPO-
IteS Division, to give me this opportunity to do my summer internship in the company. I
owe this wonderful experience of corporate life to her.
I thank Ms. Jaspreet Bali and Mrs.Suman Srinidi for extending all possible help
whenever I needed it.
I thank my Team leader and my project guide Mr.Arvind Christo to have guided me in
my endeavor, for being a thorough professional and correcting me wherever I made
mistakes.
I thank Ms. Neha, Ms Mohana, Ms Sunita and Mr. Vikas for always guiding me.
I am grateful to Mr. Wasim for all the discussions that I had with him which made my
mind clear and to get my thoughts on the right track. Thank you.
Finally I thank Ms. Flavia, Mr. Naveen and Mr.Rasiq to have made my tenure a
pleasurable experience and made my life easier in TeamLease. Thank you so much for
being my friends.
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Summer Project Report: Recruitment process in TeamLease
Table of Contents
Acknowledgement……………………………………………………………….i
Executive Summary……………………………………………………………..ii
Project Objective ……………………………………………………………….iii
Project Overview………………………………………………………………..iii
Project Methodology…………………………………………………………….iii
Achievements……………………………………………………………………iii
1. Introduction………………………………………………………………1
1.1 Broad Industry Classification…………………………………………..2
1.2 Industry Facts…………………………………………………………..3
1.3 Some industry challenges……………………………………………....3
1.4 Key verticals of industry…………………………………………….....3
5. Interview………………………………………………………………….14
5.1 Types of interview……………………………………………………….15
5.2 Telephonic Interview……………………………………………………15
5.3 Call Script……………………………………………………………….16
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6. Questioning…………………………………………………………………17
6.1 Devise interview question…………………………………………………17
6.2 General questions………………………………………………………….17
6.3 Specific Question…………………………………………………………18
6.4 Trick question…………………………………………………………….18
7. Body Language……………………………………………………………..18
9. Brief Summary………………………………………………………………20
13. Recommendation…………………………………………………………….24
13.1 Internal……………………………………………………………….24
13.2 External………………………………………………………………25
14. Conclusion……………………………………………………………………27
15. Exhibits……………………………………………………………………….29
16. Bibliography………………………………………………………………….30
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Executive Summary
A “temp” is a temporary worker with an organization who is on a third-party (staffing
company) payroll. A well-accepted norm in global companies, many large Indian
organizations are now hiring a part of their workforce from employee leasing firms. The
reason is not too difficult to guess—as organizations focus on their core business
strengths in a highly competitive environment, the non-core functions are outsourced.
The manpower for the latter is provided by the employee leasing company. The contracts
can range from three to six months, and there are no hassles normally associated with
recruiting and retaining people.
This project report tries to comprehend the scope and the difficulties involved during the
recruitment process in a Temp Staffing Company. Sourcing, which is a vital part of the
recruitment process is thoroughly dealt with. Sourcing the candidates suitable for the
given job profiles is the core activity of recruitment and is a comprehensive and
complicated process in itself. Hence, this constitutes the prime objective of this report.
Other than this, the report also takes a broad overview of the BPO-IteS industry as a
whole and the future and challenges of Temp Staffing with regards to this industry. The
temping business has received a major setback due to the rigidity of the existing labour
laws. In recommendation, the different amendments in law have been discussed.
Temp Staffing or Flexi Staffing, has huge scope in India. When India is emerging as an
economic superpower, it is necessary to deal with the problem of unemployment. This is
where temp staffing plays a major role. It not provides employment but also adds to the
national gross income of the country, thus making it globally competent.
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1. Introduction:
It’s a hot topic of discussion—while US senators debate the pros and cons of outsourcing
back-office work to countries like India, employees of local call centers here are worried
about their jobs. Will India’s BPO industry be able to turn the tide in its favour despite
the controversy? And at what cost?
Fame comes at a price. And being the fastest-growing and most cost-competitive
outsourcing destination could sometimes elicit responses like the slogan popular with
some Germans agitators: “Kinder, Klein Inder!” which roughly translated means, “The
solution to labour shortages is more children, not more Indians.”
The fact that India is emerging as the back-office of the world and that our BPO-ITES
industry is estimated to grow by around 65 % year-on-year is not taken too well by trade
unions [1] and others in developed countries from where jobs are coming to India. Even as
investments in the BPO-ITES industry are increasing by the day, banners and placards
demanding a ban on outsourcing of jobs to India are increasingly visible. In the UK, three
of the country’s biggest trade unions have come together to fight the loss of jobs to India,
especially British Telecom’s move to open a huge call centre in Bangalore. The unions
fear that if BT outsources its service sector jobs to India, then the competition would also
be forced to follow suit. German agitators have been running a sustained political
campaign against the German green-card scheme for a while now.
The main reason for all this negativity is that India is perceived as a direct threat to the
[2]
livelihood of the average citizen of these countries. In a scenario where India offers
manpower at £0.75-£1.25 per hour, as opposed to the £5-£10 per hour charged for the
same work in the UK, its clear India is a more viable base to do routine back-office work
like finance and accounting, facilities and operation management and legal services.
[1]
Source: Nasscom survey 1999 about ‘booming industries in India.
[2]
Source: www.expresscomputers.com
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Call centers in India typically attract graduates, many of whom look at it as a career, as
opposed to the West where many employees see it as an in-between-jobs option.
While this could spell good tidings for those who have invested millions in the Indian
BPO industry, the survival strategy advices that the only way to end the debate is for
BPO firms to provide high-quality services at competitive prices, so that firms in the
West have no option but to outsource to India.
The key drivers for off-shoring and the India value proposition are:
• Cost- outsourcing to India has helped companies to achieve 40-50% cost saving
• Resource pool- Availability of skilled workforce- India has over 2 million English
speaking graduates passing out of the Universities every year and the Indian
students have greater technology awareness.
• Geographical position- India is 10.5 hrs ahead of the eastern time in US and the
time difference adds to the project management and true round the clock
operations.
• IT track record- the IT industry success story has positioned India as high
potential market in comparison with other countries. The project management
skills, quality orientation among the Indian companies and are well appreciated.
Captive Operations – Captive players are subsidiaries of the parent group catering to in-
house requirements or its own operations globally. Companies like American Express,
Scope, Dell, Bank of America or a Hewlett Packard are examples of Captive Operations.
Captives units account for over 60% of the total revenues in the Indian BPO-IteS
industry.
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Shared Services Centers – Shared Services are similar to the Captive but the only
difference is that the services are for the internal requirements of the company and its
employees only. E.g. Wividus (Wipro Shared Services Division), Siemens, some of the
specific operations in Dell, Hewlett Packard, IBM.
Third Party service Providers – Followed by the Captive who came to India in the 1990’s,
independent Third Party Service Provider (TPSP) started 9-10 years later. They worked
with companies who were either small or not too keen on setting up captive operations.
The TPSP focused on the non-core functions and built-in expertise, enabling clients to
outsource the activity for a better cost and service. Companies like Wipro BPO, 247
Customer, ICICI One Source, and IBM Daksh are some of the early TPSP’s in India.
The outsourcing potential is across multiple industry verticals, some of the attractive
verticals are:
• Retail
• Services- Hospitality, talent, tourism.
• Utility
• Transport – Airlines, Railways
• Manufacturing – Automotives
• Logistics.
TeamLease Services Pvt Ltd is India’s largest staffing solutions, with 48,000 employees
across India, providing a range of people solutions to its client partners. TeamLease
services its clients pan India with offices in major 19 cities – Bangalore, Chandigarh,
Chennai, Delhi, Hyderabad, Kochi, Kolkata, Mumbai and Pune among others.
2.1 History of the company since its inception:
TeamLease started in September 2001 and operational activity kicked off in April 2002
as an HR Outsourcing Services provider specialized in Temping services and related
staffing solutions. It is India’s largest staffing solutions company with 48,000 employees
on its payroll placing it among the top 25 private sector employers. As India’s fastest
growing employer, the company has been hiring one employee every hour since its
inception.
The company reached an employee base of 2400 in its first year of operations, 5300 in
2003-04 and 14,800 last year. It had witnessed an average employee growth of 123%
over the last three years. Projected growth rate for the latter half 2005-06 was likely to
touch 44 %.
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The Client Servicing Team plays important role from the time the Client is on board. CS
ensures that delivers based on the SLA’s. Client management and Associate HR
administration and the key roles CS focuses on.
2.3.2Sourcing:
The Sourcing SBU is responsible to source professionals with respect to the human
capital needs of various organizations across all levels.
It covers all the major locations and industry verticals like IT, Banking & Finance,
Manufacturing, Engineering and Retail. The Temping Practice is responsible for sourcing
candidates for temp openings created by the Staffing SBU.
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It has a subtle strategy where it believes that the corporate will be the fortitude which will
bring in more business and fame. The company believes that in this field the best
marketing strategy is the ‘word of mouth’. The age old theory of satisfied customer
means more customers and more credentials to the company, hold very true here.
3.1.1 Temping
‘Temps’ or ‘associates’, are temporary workers who are deputed to various companies
who prefer to outsource their HR operations. The ‘associates’ work for the company they
are assigned to but are on the payroll of the staffing or the temp leasing company. The
duration of a temporary job is three to nine months. Some of the important characteristics
of temping recruitment are as follows-
♦ Recruit as per Client requirement and assign them to Client or Transfer candidate
identified by client on to TeamLease
♦ Co-employment relationship between the Client, Associate and TeamLease
♦ Manage HR Administration, Payroll and Regulatory activities
♦ Temp staffing options- short term, long term and part time assignment.
♦ Temp-to-permanent staffing option- trial period to permanent staffing.
A much defined process spans into four distinct stages, Initialization, Transition, and
Operations & Relationship Management. Equal importance is given to all our stages with
activities defined for each stage. There is a unique methodology that TeamLease adopts
to render the service. This is shown below:
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Summer Project Report: Recruitment process in TeamLease
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Summer Project Report: Recruitment process in TeamLease
3.1.2 Recruitment
The base of all HR function is recruitment. It builds the workforce that leads a company
into progression. Hiring the right person for the right job is very important task. There are
three distinct phrases that TeamLease follows which is shown in the diagram:
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Summer Project Report: Recruitment process in TeamLease
Direct Method
These include sending recruiters to educational and professional institutions, employees’
contacts with public and manned exhibits. Most college recruiting is done in co-operation
with the placement office of the college. The placement office usually provides help in
attracting students, arranging interviews, furnishing space and providing student résumés.
For managerial, professional and sales personnel, campus recruiting is an extensive
exercise. For this purpose, carefully prepared brochures describing the organizing and the
job it offers are distributed among the students, before the interviewer arrives.
Indirect Method
These methods involve mostly advertising in newspapers, websites, radio, in trade and
professional journals, technical magazines and brochures. Companies advertise when
qualified or experienced personnel are not available from other sources.
Third Party Method
These include the use of commercial or private employment agencies, state agencies and
placement offices of colleges, recruiting firms, management consulting firms, friends and
relatives.
Professional Organizations: These organizations maintain a pool of human resource for
possible employment. These firms are also called ‘head hunters’, ‘raiders’ and pirates by
organizations who lose personnel thought their efforts.
Fundamentally there are two distinct steps of recruitment and each is a comprehensive
process in itself. They are discussed below:
4.1 Preparation
4.1.1 Know your client
Learning about companies is valuable because knowing what a company values will help
an agent to assess the candidates better. Pertinent information about the processes of the
company would also help you analyze CVs and find the right candidate. This can be done
by reading the corporate website or calling the company for further information or using
your own network and find out the ‘work culture’.
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This will help one to know about the history of the company, their core values, their
clients and processes, the benefits employees can enjoy and the career growth chart.
When one has knowledge about these vital parameters, it becomes easier to assess a
resume based on these parameters. Moreover, when one is equipped with such vital
information about the company and the job profile, it helps to motivate and mould the
suitable but reluctant candidates to attend the interview.
An updated job description is essential for a good selection interview. It helps one to
explain the nature of work to the prospective candidate properly without any over or
under commitment. This also helps to put the candidate, the client company and the agent
on the same platform. A good job description covers at least 4 elements of the job. They
are as follows: [refer to exhibit 2]
• Accountabilities/ Responsibilities/ Duties
• Dimensions – level or size of responsibility
• Framework – where the job fit in the organization?
• Relationships – with whom does the position holder interact?
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The job specification is for the benefit of the employees working in TeamLease. It is
ready reference to check on the requirements that one needs to keep in mind while
sourcing for the different clients. It makes the whole task easier and more convenient.
Even before starting sourcing , it is very important to have a clear understanding of the
requirement of the client company. The recruiter must have all knowledge about the
company he/she is about to source for. It makes sure that all the questions that a
candidate has regarding the profile or the credibility of the company are satisfactorily
answered.
Sourcing is defined as the process wherein the recruiter creates a pool of potential
candidates to fill up a position. It is the first step of recruitment. Sourcing involves
logging on to a job-portal and doing a search for the potential candidates. When the
search is generated, then comes the most critical part of sourcing. Mainly four steps are
involved in Sourcing. They are discussed below:
4.2.1 Analyze the Curriculum Vitae (CV) :
Now is the time to scrutinize the candidate’s resume. It is human nature to generally
omit the negative points while creating a resume or to exaggerate the achievements.
Though most of the time people are truthful while forming their resumes, others can
hide or not mention things that can portrait a negative picture of them. A good CV is
one which is precise and presentable. It should contain all details of education and
work experience should be arranged in reversed chronological method so as to
emphasize on the most recent one. Analyzing a CV helps in short- listing a candidate.
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5. Interview
Interviews determine if a potential candidate will be a finalist and if he shall suit the
job. A lot of things get clear during an interview. A face to face talk with the
candidate ensures that the recruiter evaluates the candidate on terms of attitude,
confidence and communication. The gaps that seem in the resume are also
questioned. The candidate may have an explanation for it. On the other hand if he is
lying, then he can be cross-questioned about this. Some of the objectives of interview
are:
• To get an opportunity to judge an applicant’s qualifications and characteristics
as a basic for sound selection and placement.
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• To give an applicant essential facts about the job and the company you are
recruiting for.
• To establish a rapport.
• To promote goodwill about the company whether interview culminates in
employment or not.
• To get a real feel of the candidate.
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START
Step 1: Use a professional greeting
Step 2: Reach the Prospect
Step 3: Introduce yourself
Step 4: Provide reference if Appropriate
Step 5: State the purpose of call
Step 6: Seek permission to continue
END
Step 1: Confirm Agreement
Step 2: Check for Acceptance
Step 3: Thank the candidate on a Positive note.
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6. Questioning
It is very important to ask for permission to ask questions, otherwise it will feel like
interrogation to the candidates. To start off with, it is advisable to ask easy questions first
(the best things about their current situations), then ask about their problems and get them
to expand on their answers.
Basically, two rules are kept in mind when framing the questions that will indicate
whether or not an applicant meets the requirements you established for the position:
RULE 1: Ask questions that concentrate on the applicant’s past performance – to permit
reliable assumptions about future success.
RULE 2: Ask questions that relate directly to at least one of your listed requirements to
maximize the information you will gain in the time allotted.
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Note: It is always advisable not to ask all these questions at one go, for it will turn
into a stress interview instead.
7. Body Language
Gestures and body movements are unconscious forms of communication. They are sign
language that let out so many secrets of the candidate regarding his attitude and his
thought process. They are reflex actions that we are not aware of. As a recruiter it is
necessary to keep a watch for all these sign languages.
The importance to keep a watch on these non-verbal gestures is that it helps a recruiter to
change the direction of the conversation. If the candidate shows negative gestures like
shifting in the chair or looking here and there, most likely he is not interested in the
conversation anymore or he does not like what is being offered to him. In such cases the
recruiter has to take some counteractive measures and needs to change the direction of
the conversation. [Refer to exhibit 4]
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8.2.3 Paraphrase:
Paraphrase is an important function in a voice based job. The job may have to keep
repeating a call script or some information a number of times. It then gets
monotonous. To avoid this, the candidate is checked on his paraphrasing capabilities.
9. Brief Summary
After all the tests the candidate has gone through, the candidate is sent to the client
company for the last HR round or any other rounds of interview that he has to attend. But
the recruitment mainly constitutes of the above mentioned methods. The process of
recruitment ends with hiring the candidate on a temporary or permanent basis. After he
has been given the offer letter and told the joining date, the candidate has to sign on
contract papers with the temping company. If the candidate is hired by the client
company on a temporary basis, then the candidate is on the payrolls of TeamLease
Company. The contract that he/she will sign will speak about his rights and the details
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about the job and this salary and benefits. The temping company, in this case will take
care of most of the employee related problems of the candidate. As per the contract, a
part of the candidate’s salary will go as billing for the temping company. This is the
revenue for such companies.
It is crystal clear that sourcing the right person for the right job is the core or the building
block of recruitment function. Most part of the work is done if a recruiter finds the right
candidate who’s CV matches the job profile of the client company but more importantly,
it is a challenge for the recruiter to present the job in such a manner that will motivate the
candidate to come down and attend the interview. A recruiter has to work under so many
constraints like the candidates not turning up for interview or the dearth of skilled
candidates. This is when the competencies of a recruiter is measured.
Weakness:
1. Sharing of database internally among colleagues and externally with other temp
staffing companies or recruitment firms.
2. The performance of a recruiter depend much on the performance of the candidate.
Only if the candidate is offered the job he/she was sourced for, the recruiter is
qualified for incentives.
3. Very strict incentive plans.
4. Pay is low even if it according to industry standards. Therefore it is difficult to
retain its employees.
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5. Even after 1-2 years, employees still work in the same position with little hike in
pay or a better job profile.
6. It is easy to reach the saturation point in this job easily owing to its monotonous
nature.
Opportunity:
1. BPO industry is growing at a very fast pace. Results in increased demand for
temp and perm staffing.
2. Attrition rate in BPO sector is 30-40 % . Therefore is always a need to fill in
positions.
3. Temps make more sense for snappy projects like handling Christmas sales or
short-term data process job.
Threat:
1. Competition from other consultancies.
2. Existing Contract Labour Acts that do not recognize a company like TeamLease.
3. Dearth of skilled candidates for the BPO-IteS sector has always plagued the
industry.
4. BPO-IteS is unorganized sector and demands at least graduates to do multi-
tasking. So supply for skill up gradation does not meet the demand. The mass still
trickles into the organized sector.
5. The night shift timings do not attract a lot of young women to the industry.
Students also tend to avoid these timings until they want to earn while they learn.
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• The pay in the BPO-IteS industry is good but personal life has to be
compromised. The young worker who is evidently concerned about the work-life
balance does not appreciate this.
• To some extent it restricts the pulling of female candidates for night shifts and
that being a major concern since women make at least a 45% of the total 18- 27
years of the workforce.
As a recruiter, one has to work against all these constraints and still emerge successful.
In the fast changing global HR scenario, temping jobs seem to be a viable solution for the
companies looking forward to excel in the competitive market. Indian companies are also
no exception to this rule. Though IT and ITES companies are the pioneers to adopt
temping jobs, companies irrespective of industry and size are first catching up with the
trend. The following points will give you a comprehensive idea of the growth of the
temping jobs in India.
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The main cause behind this surging popularity of the temporary staffing system is the fact
that it is benefiting both, the employers as well as the employees. With temporary
staffing, companies can lease skilled employees in any function, in any department
without the liabilities associated with keeping permanent employees. On the other hand,
temporary staffing provides opportunities to millions of talented freshers and experienced
candidates to work with big names in the industry. While companies enjoy service of
more people keeping the payroll in control, employees get the freedom of working
according to their convenience.
According to industry studies following are some of the main reasons of temporary
staffing.
6% companies use temporary staffing to reduce wages.
63% companies hire temps to match the seasonal peaks in work load.
59% to cover for leave vacancies.
39% to perform one-off tasks.
21% hire temporary staff for specialist skills.
20% hire temp staff on a trial basis before permanent employment.
[Ref: Deccan Herald - DH Avenues, 4th January, 2006]
13. Recommendations
13.1 Internal:
• Training is the answer for the most of the problems faced by the temp staffing
companies like TeamLease. Training at all levels is imperative. The recruiters can
do some amount of training after they have shortlisted the candidate for a
particular job profile. If the candidate is trainable in some of the parameters
designed by TeamLease, it is recommended that the training takes place at the
first step itself. Letting the candidate recognize his incompetencies and helping
him overcome it by doing simple everyday exercises will bring down the chances
of the candidate getting rejected in the final HR rounds in the company.
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The labor laws for contract employment need to be liberalized to enable increased
employment. The largest private employer in US is a Temporary Employment company,
employing around 2 million temporary workers. India’s unemployment can be reduced
by allowing liberalized contract / temporary employment for knowledge workers.
Today, the rate of temp job creations is significantly hampered primarily due to staffing
companies not being considered as the Principal employer. This not only increases the
growth of unorganized sector, but also leads to increase in Sham consulting agreements
in this industry. To avoid these, it is critical for the Staffing Companies to be
recognized as Principal Employer under Section 2g, 7 of CLRA.
Yet another key issue that is impeding the temp staffing industry growth is the restriction
imposed on utilizing temp staff for Core and Perennial work. Since the definition of Core
and Perennial work is not clearly stated, it is bound to get interpreted differently by
different entities (appropriate governments). As stated in the previous point, this is
hampering the employment creation significantly. The restriction (Sec 10 of CLRA)
should be removed, thereby allowing utilization of temporary staffing in all
functions and industries.
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In today'
s scenario, we are operating with a highly fragmented market with decentralized
processes. Due to over-regulation and under-supervision in our industry, the overall
compliance level is significantly low. This adds to the lack of transparency and
encourages high degree of corruption. In order to evade this situation, a single-window
National License for staffing companies should be created replacing the existing
contract-by-contract registration (Sec 7, 12 of CLRA). This would significantly shift
compliance responsibility directly to the staffing company.
As per the current rule, EPF is to be deducted for employees from day one, irrespective of
their employment tenure. This does not help either the employees or the employers
especially in the case of staff working for a short period. We would like to request the
Government to consider deducting EPF only in case of employees working for more
than 90 days.
The seeds for the growth of Software Exports were provided by "onsite body-shopping",
which helped customers recognize strengths of the Indian software professional.
Recruitment Companies have contributed significantly to it. ERA will help build the
Global Brand & Recognition for Indian knowledge workers from other professions -
Engineers, Accountants, Medical, Marketing, Human Resources, Media, etc. ERA can
be the catalyst to replicate the software exports success to other professions for
outsourced knowledge & R&D centers, helping create employment, significant
exports and FOREX earnings.
The Recruiting Industry should be exempt from Service Tax, since it is contributing
working towards the government top priority of creating employment & reducing
unemployment of the educated youth. To achieve the Government's own objectives of
significantly enhancing employment in the country, it is also important that Service
Tax for Interim staff be done away with completely. If Service Tax has to be
charged the government needs to issue a clarification that the tax is on the service
charges and not on the entire amount, which includes the compensation paid to the
Employee. This clarification is essential to avoid any ambiguity and litigation, since any
other interpretation would be suicidal to the survival of the nascent staffing industry.
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Summer Project Report: Recruitment process in TeamLease
It must be noted that these are merely topics of debate until something concrete
is done. The focus now should be on the wider picture where the future of the BPO-IteS
industry in India lays, the potential to generate immense employment opportunity and
stride towards a more competent India. The pioneers of the temping industry like
TeamLease who has released a white paper on this topic, should not rest just there. That it
has taken a stand, the real works starts now.
14. Conclusion
I conclude saying that the whole process of recruitment from a recruitment firm like
TeamLease, is a very exhausting one. It is detail oriented in nature. The reason why every
employee gets motivated to do the job is because of the knowledge that at that particular
moment that particular recruiter was responsible for giving job to these candidates. To
generate employment is one thing but to recruit the right kind of workforce for a job is
another thing. It not only needs the basic understanding of the client company’s need to
fill the position in a period of time but it also requires the recruiter to be sensitive of the
needs of the candidate to find the right job for himself. All this needs a great profundity
of intellect.
During my tenure at TeamLease, I learnt to work as professional. The one thing that got
profoundly clear is that text books do not help in the actual corporate world. There are
unwritten policies and standard operating procedures that each employee has to abide to.
No matter what, profit maximization is the core purpose of the existence of every
business. Meeting targets on your level dedicatedly is your contribution to the revenue
generation of the company.
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But there is a greater purpose as to why concepts such as temp staffing were developed
into companies such as TeamLease. There is a social obligation to this country in the
bigger picture. A responsibility that certain enlightened minds have taken up – to reduce
the level of unemployment in India and to make sure that the un-organized sector is
recognized as a major employment generation sector.
The government should encourage this ideology and do whatever is possible to extend
the much needed help. After all, it is the dream of every citizen of India to see this
country stand where it rightly belongs – At the TOP!
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15. Exhibits
Exhibit No 1.
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Summer Project Report: Recruitment process in TeamLease
Please Note: Exhibits 2 to 6 could not be shown here because they were
exhibits from the Induction manual of the company. Refer to the hard copy
for the exhibits.
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Summer Project Report: Recruitment process in TeamLease
Exhibit No 7.
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Summer Project Report: Recruitment process in TeamLease
Exhibit No 8.
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Summer Project Report: Recruitment process in TeamLease
Exhibit No 9.
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Summer Project Report: Recruitment process in TeamLease
Exhibit No 10
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Summer Project Report: Recruitment process in TeamLease
16. Bibliography
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