Abstract

The purpose of this report is to ascertain the status of current practices and to identify the problems relating to the recruitment and selection process being followed in Accenture. The findings and the information are based on the data collected through telephonic interviews with the managers, current and ex-employees of Accenture. These findings help us to know about different procedures adopted by Accenture in recruitment and selection methods and to analyse their expectations and the outcome of the procedures. A design of well- structured questionnaire was made. The feedback from the questionnaire has findings based on primary researches. The study includes the feedback from mid-level managers, fresher and ex-employees of Accenture.

Introduction

Recruitment and selection process is very important as it directly affects the effectiveness of an organisation. The first step involved in recruitment and selection is human resource planning and forecasting. Human Resource planning is the process of deciding what positions the firms need to fill and how to fill it. The planning also includes whether to recruit candidates from within or outside the organisation. Hence, there are three different approaches to hire and select candidates:

Build: Recruiting candidates from within the organisation. It may require training, development and coaching plans

Buy: Recruiting candidates from outside the organisation. The firm has to decide the source they will use for recruitment

Mixed: It includes both recruiting candidates from within and outside the organisation

There are several simple tools available for forecasting the number of employees required by a firm for a particular job

Trend Analysis: Study of firm’s past employment needs over a period of years to predict future needs

Ratio Analysis: It is a method of making forecasts based on the historical ratio between, for example, sales volume and number of employees needed

Scatter Plot: It is a method to identify the relationship between two variables

However there are few drawbacks of using these simple tools:

They generally focus on historical sales and assume that the firm’s existing activities will continue as in.

Even in the face of change, they tend to institutionalize existing ways of doing things

Recruitment

Recruitment means finding and attracting applicants with appropriate skill-sets for the employer’s open positions. Recruitment consists of a sequence of steps that needs to be followed in order to select candidates with appropriate knowledge and skills. This involves seeking for actual and potential job seekers, inviting them to have a go at the opportunity and convincing them to work for an organisation. Some employers use a recruiting yield pyramid to calculate the number of applicants they must generate to hire the required number of employees. Recruiting individuals for particular posts can be done in two ways:

Internal recruitment: People are recruited from within an organisation. There are several advantages of internal recruitment

Company is already aware about the strength and weakness of candidates. Current employees may be more committed towards the company Employees can be motivated be seeing promotions as rewards for loyalty and

competence. Less training and orientation is required for internal candidates

There are certain disadvantages of internal recruitment:

Employees who apply for jobs and do not get them may become discontented Inbreeding Internal recruitment is also a waste of time. The process require managers to take the

interview of all candidates even though the manager often knows whom to hire.

External recruitment: It helps to attract wider range of talent and provides the opportunity to bring new ideas and experience into the company. But this method is very costly and may end up hiring someone who proves to be less effective. There are different sources of recruiting the candidates from outside:

Recruiting via the Internet Temp Agencies and Alternate Staffing Offshoring and Outsourcing Jobs Executive Recruiters On-Demand Recruiting Services Referrals and Walk-Ins

Needs of Recruitment:

Planned : Company wants to hire candidates when there is change in organisation and retirement policy

Anticipated: This needs can be anticipated by an organisation by studying trends in internal and external environment.

Unexpected: This needs can arise unexpectedly where there is death, illness, accidents

Factors affecting recruitment:

Benefits and Importance of recruitment:

It helps to attract candidates with required skill and knowledge It create a talent pool of potential candidates at minimum cost Increases the success rate of selecting appropriate candidates for the job Helps in identifying and selecting candidates who will be appropriate for the job Recruitment is the process of placing right person in the right place at the right time,

which directly increases the effectiveness of an organisation Help reduce the probability that candidates once selecting for a job will leave the

company in a very short span of time

Many firms have centralised the recruitment efforts due to following reasons:

Centralisation makes it easier to apply the company strategy strategic priorities company-wide

Recruiting centrally reduces duplication It helps in ensuring uniformity and conformity with the law

External factors

Competitors

Suppply and Demand

Image

Labour market

Internal factors

Recruitment Policy

Size of the firm

Cost of recruitment

Growth and expansion

Recruitment process include following steps:

Selection:

It is the second step in the process of man power planning after recruitment. It is the process of differentiating between applicants and to select the best candidates for the job. It is not just about selecting the candidates but is a balance between what the applicants wants and can do and what the company requires. The process is lengthy for larger organisations and it varies from industry to industry. Various screening tools like tests, assessment centres and background and reference checks are used to select the candidates with appropriate skills and knowledge. Selecting candidates is very important for three main reasons:

Performance: Employees with right skills will perform better and will contribute in the growth of the company. Candidates without the requisite skill will not perform better and the performance of the company will suffer.

Identify Vacancy

Prepare job description and person

specification

Advertising the

vacancy

Managing the

response

Short listing

Arange interviews

Conducting interview

and decision making

Cost: It’s very costly to recruit and hire employees. Cost involve search fees, interviewing time, reference checking, and travel and moving expenses. It is necessary to consider the cost-benefit ratio in order to avoid any wastage of money. It has been found that total cost of hiring a manager could be 10 times more than one add search fees, travel and moving expenses.

Legal Obligations: Mismanaging the process may lead to legal implications. There are two legal implications of incompetent hiring. Firstly, as per equal employment law, there should be non-discriminatory selection procedures for selected groups. Secondly, when employees with criminal records get access to client’s house and commit crimes then the court will be held liable. So in order to avoid incompetent hiring, it is necessary to follow systematic approach, get all the relevant information about the candidates and should verify the documents.

Prerequisite for selection:

Attracting individuals with relevant qualifications Matching candidates profiles with job requirements Using multiple tools like tests, assessment centres, background and reference check to

select most appropriate candidate for the job Of achieving success on the job

Recruitment and selection process:

Job description Person specification

Single recruitment specification

Identify suitable candidates

Review and shortlist

Select candidate

Negotiate employment contract

Sell the job

Common challenges associated with recruitment and selection process:

Lack of training for interviewers High cost associated with incompetent hiring and selection Personal agendas of recruitment and selection officials Evaluators are sometimes prone to bias and there is lack of diversity in assessment,

evaluation. Poor standardisation of interviews Lack of knowledge about labour legislation

Literature Review:

Analysis of Recruitment and Selection Process (May 2015) - The purpose of this journal is to find out the challenges and difficulties that organisations face during selection and recruitment of candidates. The findings and the conclusions are purely based on the data and feedback received from the Human Resource Department of English Heritage. The questionnaire was designed and was circulated to executives from different organisations in order to provide the author with the results based on that questions. The research is based on some on the major problems that HR face during recruiting process. The sample was derived from the Managers and staff of English Heritage and National Trust. It also includes respondents who were new joinees to the organisation. This report helped us to deeply analyse the recruitment and selection methods of both small and large organisation. The study revealed that the recruitment and selection process vary from organisation to organisation. For small firm, the recruitment and selection process is small and might get influenced by others whereas in large organisation influence is not there but the process is lengthy.

A Study On Recruitment & Selection Process With Reference To Three Industries, Cement Industry, Electronics Industry, Sugar Industry In Krishna Dt Ap,India (Jan 2014) : Sudhamsetti.Naveen, 2Dr.D.N.M Raju: The main objective of this paper is to identify the general practices that an organisation use to recruit and select employees. It also focusses on how these practices affect the organisation outcomes and also provides some suggestions that can help different companies located in Krishna. The questionnaire was designed and was circulated to three different industries: Cement industry, Electronics industry and Sugar industry. The result and findings are based on primary and secondary research. The study reveals that the recruitment and selection process being followed in the three companies were effective and the HR have to focus on selecting right persons through various sources like campus placement , data banks etc. The selection is done based on the skills the person have, and what is the requirement of the job.

A Study of the Recruitment and Selection process: SMC Global (2012) : Neeraj Kumari - The paper reveals that how recruitment and selection process affects the organisation effectiveness and success. The paper identify the general practices that are being followed in SMC Global Securities Ltd. Exploratory research Methodoly was used. A well-structured questionnaire was designed. The findings and results were based on primary and secondary research with the sample size of 30. It was found that different sources were used in SMC Global Securities for hiring employees like portals, employee reference . SPSS tools was used to analyse the data. Through the study it was

found that company is following an effective recruitment and selection method. It also reveals that the best source for hiring candidates is – giving references via references and networking. The study identify that the company focus on short term performance rather than long term persistent performance. It was also found that the most important the most important feature in company’s recruitment and selection process is that into consideration the ratio between line-up and turn up candidates. The ratio of candidates selected and who all finally joined the organisation is also very effective and is highest as the employees were analysed and examined carefully and effectively.

Effect of Recruitment and Selection of Employees on The Performance of Small and Medium Enterprises in Kisumu Municipality, Kenya (August 29, 2012): Rev. Dr. Jonathan W. Omolo , Dr. Moses N. Oginda, Dr. Willis Yuko Oso – The study investigated the effect of recruitment and selection on the performance of SMEs in Kisumu Municipality, Kenya. The performance of SME’s has been poor last decade and hence there is a need to find suitable and effective recruitment and selection process. It revealed that the overall performance of SME in Kisumu is 60.71% and sourcing, attracting and screening are major determinants of the performance of SME.

Objectives: