Name:

1 Skill Set

2 Please Rank the Following Sources in order of preference for the skill set
1- Most Preferred 5- Least Preferred

Portals
Consultants
Referrals
Direct
Others

3 What is the source: vacancy ratio that you follow

Eg: If for 10 vacancies you screen 100 candidates then S:V Ratio is 1:10

4 What is the Turn Around Time for the

a) 1st level Interview/ Written Test

b) 2nd level Interview

c) Final Interview

d) Offer Making

5 Any Suggestion to be made that could increase TA Efficiency & Reduce Turn Around
Time (TAT)?

6 What is the conversion ratio?

7 Difficulty in organising a panel for interview
(1- Very Easy 5- Very Difficult)

8 Any suggestions in making the process of organising an interview panel easier?

 RECRUITMENT AND APPOINTMENT PROCES
RECRUITMENT APPOINTMENT PROCESS

MRF filled by PM/DM

Written test if
Receive No of Vacancy Required 1st Level Interviews
& Required Skill Set
(From Ops)

External: Prepare List of Shortlisted

Portals, Direct, Candidates
Source the candidates Consultants
&Send Direct Mailers
with Consultant Note
2nd level Interviews
Internal:
Referrals

Receive Application & Final Interview

Scrutinise

Selection of Candidate

Send Interview Call

Offer Letter of
Appointment
TMENT PROCESS
NT PROCESS

Candidate Declaration Form

given to candidate

Acceptance Receieved

CDF Received

BackGround
Verification

Follow Up

Candidate Joins
 RECRUITMENT AND APPOINTMENT P

Identification of resource
requirement:

Conduct Interviews
Analyze Feedback: RH
and provide feedback-
Interviewers
Y
Resources can be allocated Follow Allocation
internally? Procedure
Shortlisted?
Forward necessary
docs to interview
panel: RT
Preparation of Forward to HR for offer
Resource Requirement Transfer RRF data
RH
Form to MRS: RH

Finalize salary and carry

Select Interview out candidate
Source the resume Panel: RH verification: HR

Screen the resume-First

Level: RT Forward offer letter and g
Do pre-recruitment Call the candidate for the acceptance from the
verification. RT interview: RT candidate: HR

Screen the resume- Second

Level: Request provider Forward joinee details to
Shortlisted? all stakeholders: HR
PPOINTMENT PROCESS

Pros:
1. Only 1 Interview , Panel
Analyze Feedback: RH consisting of Members from Tech
& HR

Shortlisted?

Forward to HR for offer:

RH
Cons:
1. Resumes have to be screened
twice
2. Turn Around Time is 45 days
Finalize salary and carry
out candidate
verification: HR

Forward offer letter and get

the acceptance from the
candidate: HR

Forward joinee details to

all stakeholders: HR
 RECRUITMENT AND APPOINTMEN

HR informs the concerned Functional Heads

Regional Heads about the probable DOJ

MRF :Functional ‘or’ HR does the necessary Reference check

Regional Head details documented in specified format

HR works ou
HR closes it & if possible wi
CV Bank sends out the offer tries to pursu
letter
HR

Offer Accepted
Initial HR Screening

Telephonic HR does Salary Negotiation & Extends the offe

Interviews

Preliminary Interviews
(As per the Selection approving Matrix) Salary proposal
Personal (HR to prepare it keeping in mind the Internal
Interviews

Final Interview De-briefing & final decision

(As per the Selection Approving Matrix) (Interviewers discuss amongst themselves & with
HR to take a final selection decision)

Cons:
Pros:
1. Only Reference Check is
1. Only 2 Interviews.
conducted at the time of joining,
2. Turn Around Time of 33 days
rest docs are taken on DOJ

At HO, HR would handle the Joining formalities &

At Branch / Regions, the same would be handled by the respective Regional Heads

The new hire should submit the following docs on DOJ itself –

a.Signed & Accepted copy of the offer letter

b.Photocopy of all the educational/professional certificates
c.Date of Birth proof (SSC Admit card / Passport / Driving License etc)
d.6 passport size photographs
e.Medical Fitness Certificate (in specified format) signed by a Medical Practitioner registered under IMA.
f.Completed Mediclaim Insurance Form (In case of employees claiming to be covered under a different Insurance
policy already, they have to declare it formally and document (photocopy of Insurance policy) supporting the same
has to be submitted)
g.Service Certificate ‘or’ Relieving letter, clearly mentioning the date of Separation in it, from the last employer
h.Monthly Pay-slip of at least 2 months / Salary Certificate showing the salary details of the last employment.
b.Photocopy of all the educational/professional certificates
c.Date of Birth proof (SSC Admit card / Passport / Driving License etc)
d.6 passport size photographs
e.Medical Fitness Certificate (in specified format) signed by a Medical Practitioner registered under IMA.
f.Completed Mediclaim Insurance Form (In case of employees claiming to be covered under a different Insurance
policy already, they have to declare it formally and document (photocopy of Insurance policy) supporting the same
has to be submitted)
g.Service Certificate ‘or’ Relieving letter, clearly mentioning the date of Separation in it, from the last employer
h.Monthly Pay-slip of at least 2 months / Salary Certificate showing the salary details of the last employment.
D APPOINTMENT PROCESS

oncerned Functional Heads & the

about the probable DOJ

e necessary Reference checks & get the

mented in specified format

HR works out the modified offer,

if possible within the band, and
tries to pursue & seals the offer

New hire joins

Offer NOT Accepted

egotiation & Extends the offer

keeping in mind the Internal Equity)

on
mongst themselves & with
on decision)

Break up of Turn Around Time

Time
Phase Activities frame

Role Identification, JD,

competency mapping &
I CV Sourcing 15 days
 Initial HR screening /
short-listing 2 days
Organizing the
Preliminary Interviews 4 days
Organizing the Final
Interviews 4 days

De-briefing sessions to
II take the final decisions 2 days
Preparing the Salary
Proposal, Negotiate
with the selected
candidates & offer
III closure 6 days
BackGround Check
und Check