RECRUITMENT

Recruitment is a process of searching for prospective candidates for the given job in the industry. As
we know it is very important for an industrial concerns to have efficient and effective personnel
with right quality and at right time and at right place available whenever they are needed. Every
organization needs employee time by time because of promotion or retirement of an employee. For
this purpose an organization need to search for the right candidate. And so it needs to encourage this
type of right candidates whenever they require.

Sources of Recruitment
ersonal data of candidates and data bank maintain by the !R. department.
"ampus Recruitment.
"ompany#s own website.
lacement consultants.
Advertisement in the news papers like $imes of %ndia& 'ujarat
(amachar.
Employee reference.
Recruitment Process
Applicamt
pool
Profile
Check
Shortlist Screening Interview
Selection
(election is the process of taking individuals out of the pool of job applicants with
requisite qualifications and competence to fill jobs in the organization. %t is define as the
process of differentiating between applicants in order to identify and hire those with a
greater likelihood of success in a job.
(election is based on probation base& they are taking e)perienced person for * month#s
probation and for fresher the probation period is + year.
,hile the selection of the senior level post& is taken by head office at -umbai.
Training an !evelopment
$raining a./A at increasing the aptitudes& skills and abilities of workers to perform
specific job. %t makes employees more effective and skillful. %n present dynamic world
of business training is more important there is an ever present need for training men. (o
that new and changed techniques may be adopted. A new and changed technique may be
taken as an advantages and improvement affected in the old methods.
$raining is learning e)perience that seeks relatively permanent change in an individual
that will improve his0her ability to perform on the job.
$hey provide 1on the job2 training to their employees in the branch as they select these
employees for selling various products of bank by direct marketing. ,henever they
select new candidates for any post& they use to give them on the job work.
%n case of sales persons to distribute their various products& in the beginning the person
has to work under the observation of his senior then the have to go in market to have
their own e)perience.
$he time for training program for the candidate is depends up on the relevant position of
his work area. $hey also provide training related to customer care and communication.
RECRUITMENT AN! SE"ECTI#N PR#CESS
Meaning$
Recruitment and (election system refers to sourcing and building efficient !uman Resource to the
organization to attain its objectives.
%unctions$
+. 3 Retail assets
3 "redit cards
3 Retail assets
3 Retail credit
4. 3 Retail liabilities
3 .irect banking
3 .irect sales liabilities
3 Foreign e)change services
3 5iabilities product group
3 -arketing
3 Retail branch banking
6. 3 (upport function
3 "ustody and depository services
3 Finance
3 !uman resources
3 7perations
8. 3 ,holesale banking
3 "orporate banking
3 "redit and market risk
3 "ustomer service desk
3 Emerging corporate group
3 Emerging enterprise group
3 Equities and private banking
3 F%'
3 !ealth care finance
3 %nvestment banking
3 9R% businesses
3 (tock e)change and correspondent banking
This polic& complies with' an supports' the Compan&(s E)ual #pportunities Polic& *&$
Ensuring that every stage of the recruitment and selection process is carried out in a
systematic way& based on pre:agreed criteria& to eliminate the potential for personal bias
affecting the decision making process.
Ensuring that all decision points are fully documented to assist with subsequent monitoring.
-aking the whole procedure as open as possible& to ensure that all candidates understand
why decisions have been taken and& where they wish& to obtain meaningful feedback.
Enabling demonstration of robust& transparent processes and thereby providing a basis for
defense in the event of challenge.
There are seven main stages to the proceure$
re:advertisement
lacing advertisements and dealing with enquiries and applicants
(hort:listing
%nterviewing and selection
ost:selection procedures
%nduction
-onitoring
Anal&+ing ,our -orkplace$
$o assist you analyze your workplace to identify recruitment or selection issues for women& we
suggest you;
Revisit your workforce profile to find where your female employees are.
"onsult with your employees.
E)amine your e)isting recruitment and selection policies and practices.
!eveloping Polic& an Proceures
ut in place a policy requiring recruitment and selection processes to select the best person
for the job.
.evelop a quality& consistent process for recruitment that delivers diverse recruits.
!ave a recruitment strategy that links to your business plan& and to a strategy to retain
employees.
Reviewing Recruitment an Selection #pportunities
-onitor each stage of the recruitment process to identify any practice that may disadvantage
some candidates.
%nvestigate whether women have equal opportunity in the recruitment and selection process
by collecting information on the numbers of men and women;
Applying for positions
/eing short:listed
/eing interviewed
/eing appointed& and
(urvey staff about their perception of equity in recruitment procedures.
"onsider collecting diversity information as part of the process. $here could be a pool of
diverse candidates you#re not reaching or unnecessarily e)cluding.
Reviewing .o* !escriptions$
Ensure all job profiles0descriptions reflect the real requirements of the job& rather than
describing the person who filled that job previously.
,rite job profiles in language that encourages both men and women to apply < including
women of and .iffering backgrounds. For e)ample& avoid use of jargon and acronyms that
tend to be e)clusive.
Recruiting and selecting the right people is paramount to the success of the !.F" /A9= 5$.. and
its ability to retain a workforce of the highest quality. $his recruitment and selection policy sets out
the procedure to ensure that the best people are recruited on merit and that are the recruitment
process is free from bias and discrimination.
PRINCIP"ES$
Following are the guiding principles for recruitment and on:boarding process.
3 Attracting and recruiting the right people is one of the most important activities of the organization
and is the responsibility to be owned by each and every employee of the organization.
3 -erit will be the single most important factor in selection process.
3 $hey will ensure a diversity& both gender and ethnicity by targeted candidate sourcing with the
help of recruitment vendors and the referral program.
3 ,hile skills and profile matching play an important role& they will hire people who are team
players and have the right attitude most relevant to the culture of the organization. Attitude is as
important as aptitude.
3 $hey believe in becoming a company of giants and emphasis is in hiring people who can grow
bigger and better than they presently are.
3 $hey believe in providing their employee with fulfilling career paths. $owards this& they will post
vacancies internally as a preferred option while evaluating e)ternal candidates.
3 $hey believe that each candidate interviewed irrespective of whether she0he is selected should
become a friend of the organization. $hey treat all the candidates with the utmost respect. $hey
will be open and fair in communication with them> this way they also enhance the brand image of
the organization.
3 $hey will continuously assess& identify and cultivate strategic talent pools including those at the
universities& management schools& and community forums to address their long term needs.
/IRIN0 APPR#1A"
3 All recruitment activities shall be undertaken based on the hiring plan as approved by the /usiness
!ead& !R !ead ? the "E7. For each approved position& a hiring requisition will be required prior
to initiation of any recruitment activity. %f the hiring was not included in the planned budget& it will
also require approval from the "E7 based on a recommendation from the !ead !R and the "F7.
3 Recruitment e)pense will be allocated to the concerned business unit& and e)penditure should be
budgeted and pre:approved by the business unit head and the !R !ead.
CAN!I!ATE S#URCIN0$
$he hiring manager along with the !uman Resource .epartment would decide the channel 0 source
to use based on the nature of the recruitment. $he following sources of recruitment may be
considered;
3 %nternal (ources;
: ,henever any vacancy arises& the possibility of fulfilling the requirement internally via
reassignment and relocation& re:allocation of the responsibilities or internal promotion will be
e)plored by the hiring function along with the !R .epartment.
: %nternal job postings to e)plore internal candidates.
3 Employee Referrals < !.F" will encourage employees to refer suitable candidates for open
positions.
3 7ther e)ternal sources include;
: Recruitment agencies
: E)ternal job postings
: "ollege 0 campus requirement
Requirement advertisements
APP"ICATI#N PR#CESSIN0$
!.F" will process all applications promptly and inform the applicant or source regarding the status
of the application. !.F" will respond to all solicited applications within @ working days of
receiving the application.
INTER1IE- PR#CESS$
3 All candidates are required to undergo a face to face interview with the interview panel before
selection.
3 %nterviews may be conducted at a place at mutually convenient locations and time in an effort to
maintain confidentiality of the hiring effort.
3 7ne on one meeting shall be preferred as the interview format& however depending on the
constraints panel interviews 0 telephone 0 video conference screening could be used.
3 For recruitment at junior levels& job fairs& universities etc& where large volume of candidates&
!.F" will use recruitment tests for purpose of short listing. $he candidate may be tested on the
basic aptitude& analytical skills or other skills required for the job of the candidates.
3 $he interview process will focus on the evaluating the candidates suitability in terms of the job
description and fit within the organization.
3 Each interviewer will complete the interview feedback form and submit it to !R. !R will compile
the results from a various interviews and provide these to the line manager for the final decision.
$he following are the guidelines wit respect to the interview levels. $he line manager will own the
overall interview process;
osition&
5evel Equipment !iring .ecision by %nterview by (alary Fitment 7ffer 5etter (igned by
.irect Report "E7 !ead "E70 !R !ead& -anagement $eam Afor relevant functionsB Approval
: "E7
roposal < !R !ead "E7
(tate !ead0 Regional Function !eads& "luster !eads Regional /ranch !eads& 9ational
functional !eads Regional /ranch !ead 0 9ational Functional !ead& Regional !R Approval <
"E7
roposal < !R !ead !R !ead
/ranch -anager 0 9ational Functional -anagers Regional /ranch !eads& 9ational functional
!eads Regional /ranch !ead 0 9ational Functional !ead& Regional !R& "luster 0 (tate !ead
Approval < !R !ead
roposal < " ? / -anager !R !ead
(enior Relationship -anager Regional /ranch !ead0 /ranch -anager Regional /ranch !ead0
/ranch -anager& Regional !R Approval < !R !ead
roposal < " ? / -anager (taffing 5eader
Cunior Relationship -anager /ranch -anager /ranch -anager& "luster !ead Approval < "?/
-anager
roposal < Regional !R -gr. Regional !R -anager
For campus 0 bulk hiring process& each panel will be specifically authorized with respect to hiring
decision& pay by the !R !ead ? "E7 prior to the process.
RECRUITMENT E2PENSES$
3 All recruitment e)penses including recruitment fees& advertisement e)penses and interview related
e)penses will be allocated to the concerned business unit.
3 $he candidate will be informed about the nature of the e)penses that are reimbursable and the
supporting documents required Ain originalB. !R will ensure that candidate fills the necessary
reimbursement forms and that he0she receives the reimbursement at the earliest.
3 7utstation0%nternational "andidates : !.F" will pay for appropriate air fare and e)penses
incurred for the stay for candidates who they decide to fly from other locations. rior approval from
the Regional !R 5eader 0 !R !ead is required to invite candidates. For candidates from
%nternational 5ocations& prior approval from the !R !ead needs to be taken.
PRE3EMP"#,EMENT C/EC4$
$his will include both a professional reference check as well as the background check.
3 rofessional reference check will be completed by the hiring manager. !.F" will request contact
information for 4 references from the candidate& and check the quality of previous work e)perience
and key personal characteristics0conduct0 previous record etc.
3 For key positions in areas& !.F" will also perform a background check to assess the integrity
conduct of the candidate.
3 $he following information regarding the candidate will be verified;
roof of educational qualifications
Any professional certificate that is essential to the job
Address details
assport details
.ate of birth
roof of previous employment Aservice certificateB
Any negative feedback and comment in the reference check will be investigated by !R and if found
genuine shall be a cause for disqualification of the candidate or dismissal from employment.
#%%ER PR#CESS$
3 7nce the hiring decision is finalized& !R will prepare an offer 0 fitment as per the compensation
structure and grade and keeping in mind the internal equity.
3 $he offer would be communicated to the selected candidates by the hiring manager along with
!R. $he candidate will sign the contract letter to formally accept employment from the
organization.
PRE3EMP"#,MENT PR#CESS$
As an organization& !.F" will make all necessary arrangements to ensure a smooth joining process
for the employees. !R will provide the candidate a check list prior to joining to ease joining
formalities.
RE"#CATI#N %#R EMP"#,MENT$
,here the employee has to relocate and has been pre:approved by the !R !ead and the staffing
leader& the relocating candidate shall be eligible for the following relocation assistance;
$he joining employ has the option to avail temporary accommodation Awhich includes
laundryB for the first two weeks arranged by organization. $he stay in company provided
accommodation can be e)tended by two weeks further based on specific approval from the
!ead !R. ,here the stay e)tends beyond 8 weeks& the respective will not be paid housing
allowance foe the corresponding period.
5ocal travel assistance up to positions of R70R-0equivalent and below will be reimbursed
for one week and for (R-0equivalent and above will be reimbursed up to two weeks.
Food e)penses during the period will be reimbursed as per actual up to Rs @DD0:per day per
person.
Approved reasonable e)penses incurred in transporting the personal goods including the
transportation 0registration of one automobile to the city of work. Employees are advised to
use the designated moving agencies as per rates negotiated by Administration. ,here
negotiated rates are not available& the employee is required to submit 6 quotations and
secure approval from Administration before assigning the contract to a moving firm.
EMP"#,EMENT #% RE"ATI1ES$
$he organization employs& purely on merit& the relatives of our employees as long as it does not
create a potential conflict of interest. $o avoid a potential conflict of interest and to reduce the
possibilities of favoritism < the following guidelines must be followed;
Relatives are not assigned to a position where he0she has the opportunity to check& process&
and review& approve& audit or otherwise affect the work of the persons cited and above.
97 one is assigned to a position where she0he influences the professional progress or
promotion of the persons cited above.
%f one is aware of a situation that appears to be an opportunity for people to display
favoritism to relatives& one should contact the .epartment !ead or !uman Resources
.epartment.
Employees will not be part of the hiring process of their relatives
INTR#!UCTI#N
!.F" is %ndiaEs premier housing finance company and enjoys an impeccable track record in
%ndia as well as in international markets. (ince its inception in +FGG& the "orporation has
maintained a consistent and healthy growth in its operations to remain the market leader in
mortgages. %ts outstanding loan portfolio covers well over a million dwelling units. !.F" has
developed significant e)pertise in retail mortgage loans to different market segments and also has
a large corporate client base for its housing related credit facilities. ,ith its e)perience in the
financial markets& a strong market reputation& large shareholder base and unique consumer
franchise& !.F" was ideally positioned to promote a bank in the %ndian environment.
!.F" /ank began operations in +FF@ with a simple mission ; to be a 5 -orl Class Inian
6ank78 $hey realized that only a single minded focus on product quality and service e)cellence
would help us get there. $oday& we are proud to say that we are well on our way towards that
goal.
!.F" 5td has the objective to enhance residential housing stock and promote home ownership.
$heir offerings range from hassle:free home loans and deposit products& to property related services
and a training facility. $hey also offer specialized financial services to the customer base through
partnerships with some of the best financial institutions worldwide.
!.F" /ank is a young and dynamic bank& with a youthful and enthusiastic team determined to
accomplish the vision of becoming a world:class %ndian bank.
7ur business philosophy is based on four core values : "ustomer Focus& 7perational E)cellence&
roduct 5eadership and eople. ,e believe that the ultimate identity and success of our bank will
reside in the e)ceptional quality of our people and their e)traordinary efforts. For this reason& we
are committed to hiring& developing& motivating and retaining the best people in the industry.
!.F" /ank specializes in the provision of banking and other financial services to corporate and
institutional clients. $he companys services include commercial& transactional and electronic
banking products. %t also provides treasury services& retail banking and capital markets
infrastructure. $he company primarily operates in %ndia. !.F" /ank is headquartered in -umbai&
%ndia and employs about +8&FDD people. $he company recorded revenues of %9R+48&F4H million
Aappro)imately I6&+6+.F millionB during the fiscal year ended -arch 4DDH& an increase of @+.FJ
over 4DDG. $he net profit was %9R+@FD+.H million Aappro)imately I6FH.G millionB in fiscal year
4DDH& an increase of 6F.6J over 4DDG.

Snapshot
Compan& 6ackgroun
Inustr& Finance : /anks : rivate (ector.
6usiness 0roup !.F" 'roup
Incorporation !ate 6+0+40+FF8
Pu*lic Issue !ate 6+0+40+FF@
%ace 1alue +D.DDDD
Compan&96usiness Registration No %9ED8DAD+D+H
4e& #fficials CE# Aditya puri
/IST#R,
!.F" /ank was incorporated in the year of +FF8 by !ousing .evelopment Finance "orporation
5imited A!.F"B& %ndiaEs premier housing finance company. %t was among the first companies to
receive an Ein principleE approval from the Reserve /ank of %ndia AR/%B to set up a bank in the
private sector. $he /ank commenced its operations as a (cheduled "ommercial /ank in Canuary
+FF@ with the help of R/%Es liberalization policies.
%n a milestone transaction in the %ndian banking industry& $imes /ank 5imited Apromoted by
/ennett& "oleman ? "o. 0 $imes 'roupB was merged with !.F" /ank 5td.& in 4DDD. $his was the
first merger of two private banks in %ndia. As per the scheme of amalgamation approved by the
shareholders of both banks and the Reserve /ank of %ndia& shareholders of $imes /ank received +
share of !.F" /ank for every @.G@ shares of $imes /ank.
%n 4DDH !.F" /ank acquired "enturian bank of unjab taking its total branches to more than
+&DDD. $he amalgamated bank emerged with a strong deposit base of around Rs. +&44&DDD crore and
net advances of around Rs. HF&DDD crore. $he balance sheet size of the combined entity is over Rs.
+&*6&DDD crore. $he amalgamation added significant value to !.F" /ank in terms of increased
branch network& geographic reach& and customer base& and a bigger pool of skilled manpower.
!.F" is %ndiaEs premier housing finance company and enjoys an impeccable track record in %ndia
as well as in international markets. (ince its inception in +FGG& the "orporation has maintained a
consistent and healthy growth in its operations to remain the market leader in mortgages. %ts
outstanding loan portfolio covers well over a million dwelling units. !.F" has developed
significant e)pertise in retail mortgage loans to different market segments and also has a large
corporate client base for its housing related credit facilities. ,ith its e)perience in the financial
markets& a strong market reputation& large shareholder base and unique consumer franchise& !.F"
was ideally positioned to promote a bank in the %ndian environment.
A6#UT T/E 6AN4
/!%C 6ank is a &oung an &namic *ank' with a &outhful an enthusiastic team etermine
to accomplish the vision of *ecoming a worl3class Inian *ank7
/!%C(s *usiness philosoph& is *ase on four core values 3 Customer %ocus' #perational
E:cellence' Prouct "eaership an People7 The& *elieve that the ultimate ientit& an
success of *ank will resie in the e:ceptional )ualit& of people an their e:traorinar& efforts7
%or this reason' the& are committe to hiring' eveloping' motivating an retaining the *est
people in the inustr&7
-h& /!%C is *etter ;<
+. Investment returns$ investment returns and business growth provided by !.F" is
validated by bajaj "apital report. !.F" pacify the need of invertors up to healthy level and
make the strong relationship with them.
4. %inancial 6ackgroun an E:perience$ !.F" e)isting in the market since +FGG. %t has a
very handsome e)perience in the field of finance because it completely involved in finance
(ector only where as the others are running in many other field also like Reliance
Aetroleum& $e)tile& $elecom etc.B
6. Ethics an 1alues$ !.F" is an ethical and cultural organization which prevents the false
selling and prohibit the false commitment to the customer.
8. Sales %orce$ roperly trend licensed and Educated eople are the strength of the company.
(o that they could give the best customer service.
@. !uge branch network !.F" is having 8@D branches in all over the country.
*. #nline accessi*ilit& $ %t makes the process faster and make the customer delighted.
MISSI#N AN! 6USINESS STRATE0,$3
-ission of !.F" is to be Ka ,orld "lass %ndian /ankK& benchmarking themselves against
international standards and best practices in terms of product offerings& technology& service levels&
risk management and audit ? compliance. $he objective is to build sound customer franchises
across distinct businesses so as to be a preferred provider of banking services for target retail and
wholesale customer segments& and to achieve a healthy growth in profitability& consistent with the
/ankEs risk appetite. $hey are committed to do this while ensuring the highest levels of ethical
standards& professional integrity& corporate governance and regulatory compliance.
/L(%9E(( ($RA$E'M 7F !.F" E-!A(%NE( $!E F7557,%9';
%ncrease market share in %ndia#s e)panding banking and financial services industry by
following a disciplined growth strategy focusing on quality and not on quantity and
delivering high quality customer service.
5everage technology platform and open scalable systems to deliver more products to more
customers and to control operating costs.
-aintain the current high standards for asset quality through disciplined credit risk
management.
.evelop innovative products and services that attract targeted customers and address
inefficiencies in the %ndian financial sector.
"ontinue to develop products and services that reduce cost of funds
Focus on high earnings growth with low volatility.
#6.ECTI1ES #% T/E STU!,

. O $o study the recruitment and selection procedure followed in !.F" /A9=
O $o study the various e)ternal sources of recruitment in !.F" /A9=.
O $o identify the internal sources of recruitment in !.F" /A9=
O $o know the qualities that are preferred basically for the selection of a candidate.
RESEARC/ MET/#!#"#0,
!efinitions of Research
%t is a systematic replicable process which identifies and defines problems within specifies
boundaries .%t employees well designed method to collect the data and analyse the result.
Sample Si+e =
sample size for this study is @D respondents who are approached through structured questionnaire.
Sample Area =
$he research will be conducted in !.F" bank %n Rewa "ity.
Sample plan
For getting wider response convenient sampling will be used.
Collection of ata
Primar& sources
rimary data was collectced with help of questionnaire . to collect data from employees and
interview method.
Seconar& sources
(econdary data was collected by advertisement& newspaper etc.
!ATA ANA",SIS AN! INTERPRETATI#N
+. !ow did you come to know about !.F" /ankP
BASIS
NO. OF
RESPONDENTS
PERCENTAGE
EMPLOYEE REFERENCE 15 23
WALK IN INTERVIEW 30 46
WEBSITE 15 23
NEWSPAPER 3 5
CONSULTANCY 2 3
Total 50 100
o! o" #$%&o'$t%
23(
46(
23(
5( 3(
$)&lo*$$
#$"$#$+$
,al- . .t$#/.$,
,$0%.t$
$,%&a&$#
+o%1lta+*
INTERPRETATI#N
@DJ of "andidates are coming through consultancies.
6DJ are coming through employee reference.
+DJ are through walk:in interview.
@J through website
@J through news paper
4. .o you have a clearly started recruitment and section procedureP
Basis No. Of respondents Percentage
*$% 32 24
o 10 20
+at %a* 3 6
Total 50 100

o! o" #$%&o'$t%
24(
20(
6(
*$%
o
+at %a*
Interpretation
G8J of the people were said they were clearly started recruitment and selection procedure
6. ,hich form of interviews are mostly preferredP
Basis No. Of respondents Percentage
&$#%oal .t$#/.$, 22 62
t$l$"o.+ .t$#/.$, 10 25
/.'$o +o"$#$+.3 3 4
Total 50 100

o! o" #$%&o'$t%
62(
25(
4(
&$#%oal .t$#/.$,
t$l$"o.+ .t$#/.$,
/.'$o +o"$#$+.3
%nterpretation
-ost of the employee agree that personal interview with *GJ.
8 . !ow much time is taken for the interview procedure P
Ba%.% No! O" #$%&o'$t% P$#+$ta3$
5ess than 4 hours 0 0
4:* hours 5 10
*:H hours 10 20
more than a day 35 20
Total 50
100
0(
10(
20(
20(
1
2
3
4
INTERPRETATI#N
!.F" /ank takes more than a day to complete the whole interview process for a candidate.
@. !ow much time is given to you to join the organizationP
0a%.% o!o" #$%&o'$t% P$#+$ta3$
.))$'.at$ %&ot .t$#/.$,% 12 25
152 ,$$- 25 50
254 ,$$- 5 10
)o#$ t6a a )ot6 2 15
Total 50 100
25(
15(
10(
50(
1
2
3
4
INTERPRETATI#N
@DJ of the "andidates are asked to join organization within 4 weeks
* . ,hat is the motive behind choosing the job at !.F" /ankP
0a%.% o!o" #$%&o'$t% P$#+$ta3$
".a+.al %1&&o#t 25 50
-o,l$'3$ 3a..3 10 20
%-.ll $6a+.3 5 10
+a#$$# 3#o,t6 10 20
Total 50 100
20(
10(
20(
50(
1
2
3
4
Interpretation
-ost of the candidates choose !.F" /ank for career growth
G. .o you agree candidates with more e)perience should be given preference regardless to
merit levelP
BASIS NO!OF RESPON7ENTS PERCENTA8E
St#o3l* '.%a3#$$ 5 10
7.%a3#$$ 9 14
N$.t6$# a3#$$ o# '.%a3#$$ 5 10
A3#$$ 15 30
St#o3l* a3#$$ 26 54
Total 50 100
5(
2(
10(
30(
53(
1
2
3
4
5
%nterpretation
"andidates with more e)perience should be given preference
H. Are you satisfied by the way the vacancies are advertised by the !R department
0a%.% o!o" #$%&o'$t% P$#+$ta3$
*$% 39 24
o 11 22
Total 50 100
24(
22(
1
2
Interpretation$
GHJof the people are satisfied with the way the vacancies were advertised
F.otential candidates in the organization through the following recruitment process;
rank them based on the number of quality candidates generated.
0a%.% o o" #$%&o'$t% #a-.3
a'/$#t.%$)$t 26 1
:o0 &o#tal% 2 5
&la+$)$t +o%1ltat% 4 4
+a)&1% #$+#1.t)$t 12 2
E)&lo*$$ #$"$##al 6 3
Total 50
100
o o" #$%&o'$t%
26
2
4
12
6
0
5
10
15
20
25
30
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a
l

o o" #$%&o'$t%
%nterpretation
$he above graph reveals that advertisement generates high potential candidates than any other
means followed by campus recruitment& employee referral& job portals and placement consultants.
+D. . .oes the selection process at !.F" /ank bring in the right candidate for the right jobP
0a%.% o o" #$%&o'$t% P$#+$ta3$
(trongly disagree 5
10
.isagree 5
10
9either agree nor disagree 4
8
Agree 20
40
(trongly agree 14
36
Total 50
100
5(
10(
10(
40(
35(
1
2
3
4
5
%nterpretation;
-ost people feel that !.F" health bring in right candidates through recruitment process
%IN!IN0S
Recruitment at an officer and managerial level is not done effectively.
-any people in the organization today are in the wrong jobs and as a result& they are not
utilizing their full potential.
!iring people based on personal connections when the person is not qualified for the job.
-ost recruitment that involves managers is done during discussions at lunch hour& at social
clubs or during the coffee break time.
%nadequate recruitment procedures resulted in a number of staff not being sufficiently
qualified either for the positions they hold or their grades levels& especially in management
positions.
sychometric test is not conducted during the selection process.
"onfusion in the designation and level to the employees even after permanent status for
employment is given.
roper training is not given to the recruitment team and manager.
Reaching few prospects due to internal recruitment& internet advertising most of the time.
REC#MMEN!ATI#NS
+. sychometric tests can be conducted to assessing the personality of the applicants < will
they fit inP
4. $he bank may 5ook for different skills as well as the ideas of the candidate at the time of
recruitment and selection process.
6. (hould Adopting adequate recruitment procedures to employ efficient and talented people.
8. Cob responsibilities should be clearly e)plained to the candidate before the joining formality
is done.
@. "ampus recruitments& job fairs may attract more skilled and talented employees towards the
organization.
*. rovide orientation training to all new employees before their initial work assignments and
to all current employees who receive a different task or job.
G. Referral scheme should be encouraged more at times when the requirement is urgent.
C#NC"USI#N
Recruitment is essential to effective !uman Resources -anagement. %t is the heart of the
whole !R systems in the organization. $he effectiveness of many other !R activities& such
as selection and training depends largely on the quality of new employees attracted through
the recruitment the recruitment process.
olicies should always be reviewed as these are affected by the changing environment.
-anagement should get specific training on the process of recruitment to increase their
awareness on the dangers of wrong placements.
Effective recruitment is important in achieving high organizational performance and
minimizing labor turnover. As of now !.F" /ank 5td. has a team of effective human
resource which is efficiently managing the organization at its best. $hough the recruitment
process adopted by the organization needs to be improved& challenges are ahead for the !R
.epartment to recruit people after the effect of recession.
%n the present competitive ? dynamic environment& it has become essential for organization
to build and sustainable.
%n competitive advantage& the "ommunication skill set has assumed more importance than
even before. .ynamic and growth:oriented organization recognizes "ommunication as an
important aspect of the Recruitment and (election system for managerial function in a
rapidly changing and economic environment.
RE%RENCES
6##4S RE%%ERE!$
A(,A$!AA& =. A4DDFB& !uman Resource -anagement
.E((5ER& 'ARM A4DDHB& !uman Resource -anagement
R7//%9(& ($E!E9 .&A4DDHB 17rganizational /ehaviour2 of rentice !all
of %ndia A9ew .elhiB
"!!A/RA & $. 9.&A4DDHB& !uman Resource -anagement
-E6SITES RE%%ERE!$
http;00en.wikipedia.org0wiki0!.F"Q/ank
http;00business.mapsofindia.com0banks0hdfc:bank:branches0
http;00business.mapsofindia.com0banks:in:india0hdfc.html0
http;00www.slideshare.net0vin8a0recruitment:and:selection:at:hdfc
REP#RTS9ARTIC"ES RE%%ERE!$
Annual report of !.F" /A9= 4DDF