RECOMMENDATIONS &

SUGGESTIONS

Compress the "white space" in your hiring process.

White Spaces are delays in hiring process that are unproductive, waste time, and
virtually assure you'll lose talented candidates. Often the longest delays occur
between critical selection events. For example, a recruiter may need several
weeks to screen a few hundred resumes from the Web job boards, or candidates
who make it through screening may wait weeks to interview with a hiring
manager.

Here at ICICI Prudential Life Insurance, the delays occur when the outstation
candidates are called for interviews at Regional branches like Delhi and Mumbai.
Sometimes, because of busy schedule of senior managers and sometimes because
of tight schedule of candidate, the interview has to be postponed. This delay
could be minimized by scheduling interviews in the regional locations. It is
recommended to reduce the turnaround time for the recruitment and selection
process. It must be made mandatory for the candidates to take the test, filling up
forms etc within the stipulated time, this will make sure that the candidates do
not hold casual attitude and take the recruitment process more seriously.
Additionally it can send across a positive image about the company. White
space in recruitment can be compressed by the use of IT also. Technology (such
as automated or Web-based tracking) is ideal for eliminating unnecessary steps
and reducing delays.

Tie up with more & more consultants from multiple segments

Since the limited placement agencies are sourcing candidates to all insurance
companies, there often comes the problem of duplication of data. Therefore it is
recommended that more and more consultants should be tied up from multiple
segments to attract large pool of new and fresh talent.

Know what you're looking for in candidates.

It is observed that the candidates sourced by placement agencies and send for
further rounds of interviews are rarely found suitable by the hiring managers.
Therefore, in case there is need to utilize the service of a placement agency,
then it is recommended that these placement agencies be given a well drafted
job description and job specification. This can also be circulated to internal
employees under the employee referral scheme. This will help people to get a
clearer picture and provide for most suitable candidates. Thus making
efficient utilization of the existing resources.

Reduce the pre offer formalities:

Pre-offer documentation includes filling of a lengthy Blue form which includes
all personal, educational and professional details of candidate. This is very time
consuming and even after taking these details from candidate its not sure that
offer will be made or not. This also becomes frustrating for the candidate
sometimes. So, it is recommended that unnecessary details should not be asked
before we make the final offer to the candidate. Blue form should be made
consise.

One size doesn’t fits all

An effort must be made to study local condition, education levels. Since
applying common test for all candidates across entire country can
overshadow a candidates capabilities. This factor must be given importance
since Indian society is divided on various parameters such as education,
 language, infrastructure etc. A test with high level of English and complicated
sentence structure can be a hurdle in areas where language itself is barrier.
An option is to have different tests for different regions.

Blend technology into every aspect of your recruiting and

hiring process.

Web-based technology lets you increase hiring speed and quality while
reducing costs. Currently, job boards constitute the biggest use of the Web,
offering access to thousands of resumes within hours. But the Web can also be
a powerful tool for screening and qualifying that flood of resumes.
Companies have begun to use the Web to collect and instantly match data on
candidate skills, motivations, and experiences against job criteria. Other uses
of Web-based technology include online interviewing, candidate assessment
and testing, applicant self-scheduling, and tracking. Work the Web wisely
and you save time for recruiters and hiring managers and nab top candidates
before your competitors can.

 It is recommended that apart from the person-job fit, method must be

devised to check for person-organization fit. A person-organization helps to
assess how well a candidate is suited the organization. Whether the attitude
he/she carries will promote both organizational as well personal goals. This
takes a great importance especially when attrition is high. It will help the
organization to retain its employees for a longer period of time and less
burden on recruitment staff.

Build and manage your candidate pool as a precious resource.

A "candidate pool" is a group of individuals who have shown interest in

 working for your company and are qualified for and ready to fill certain
positions. Rather than undertaking the time-consuming process of filling one
job at a time, you draw on the candidate pool and fill jobs as they become
available. How do you keep a pool active? Some companies send their
newsletters to pool candidates, give them product coupons, and keep in
touch through e-mail. Pool management is not easy in a tight labor market --
good candidates often go elsewhere. But many organizations, especially those
with a reputation as a great place to work, are able to fill positions quickly
using the pool concept.

Create winning impression even on those who are not selected

Its very important to create a favorable impression of your organization on all
those who come for interview. Those who are not selected in the first round
of personal interview should also carry this impression that they have missed
the opportunity to work in a great company. For this, there must a proper
coordination of the interview of the candidate and greater degree of
professionalism. A candidate when invited for a interview must be attended
as soon as possible and should be made to wait for hours together. Interviews
conducted on a scheduled time leave a good impression on the candidate.
Even if he is not selected, a good impression about the will make him
recommend the name to his people.

CONCLUSION

Insurance is confronted with high attrition rate. Therefore it makes

recruitment a critical function in the organization. In order to grow and sustain
in the competitive environment it is important for an organization to
continuously develop and bring out innovations in all it activities. It is only when
organization is recognized for its quality that it can build a stability with its
customers. Thus an organization must be able to stand out in the crowd.

The first step in this direction is to ensure competitive people come in the
organization. Therefore recruitment in this regard becomes an important
function. The organization must constantly improvise in its recruitment process
so that it is able to attract best in the industry in order to serve the best. Thus the
organization must look out for methods that can enable it to adopt best
recruitment practices.

LEARNINGS
Every endeavor undertaken to accomplish challenging goals, can only be successful
under the experienced and encouraging guidance. I am privileged to have undergone
training at ICICI Prudential Life Insurance. As learning never stops, my learning at Kotak
has come from a lot of exposure, on the job training and close interaction with the
corporate. In brief my learning and achievements can be summarized as under:

Understanding of person and profile fit.

Convince people about the job profile and to sell the job to the prospective
candidate;

Following up with the candidates during the entire selection process;

Learned to convince candidates about the offer rolled out and making them
accept the offer through effective communication;

Learning about salary fitments.

Communicating with the corporate;

Performance appraisals, its various types, implications and significance;

Handling queries received from various quarters;

Managing HR department in the absence of HR manager;

Reply to official mails;

Prioritize issues according to their importance;

Field work exposure to tap candidates that further strengthened the learning