icici recru

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Internal and External sources of recruitment by

ICICI

Introduction:

Recruitment is the activity that links the

employers and the job seekers. It is a process of finding and

attracting capable applicants for employment. It begins

when new recruits are sought and ends when their

applications are submitted. The result is a pool of

applications from which new employees are selected. It is

the process to discover sources of manpower to meet the

requirement of staffing schedule and to employ effective

measures for attracting that manpower in adequate numbers

to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the

selection, which helps create a pool of prospective

employees for the organization so that the management can

select the right candidate for the right job from this pool. The

main objective of the recruitment process is to expedite the

selection process. Recruitment is a continuous process

whereby the firm attempts to develop a pool of qualified

applicants for the future human resources needs eventhough specific vacancies do not exist. Usually, the

recruitment process starts when a manger initiates an

employee requisition for a specific vacancy or an anticipated

vacancy.

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Definition:

According to Edwin B. Flippo, Recruitment is the

process of searching the candidates for employment

and stimulating them to apply for jobs in the

organization.

Coverage of ICICI:

ICICI Bankis one of the largest private bank in India. TheBank has 1467 branches & 4721 ATMs across variouscities/towns of India. Similar to the recruitment for jobs inHDFC bank, ICICI also recruits candidates regularly thoughvarious sources.

ICICI Bank has its own career portal - for interestedcandidates to register their profile. As & when requirementsoccur, opportunities are listed on the website, which alsoenables the registered candidates to apply for the jobsdirectly. The recruitment for ICICI Bank PO post

November 2010 & February 2011 batch were released inthe website.

How to register with ICICI Bank for future JobOffers?

Candidates looking for jobs in ICICI bank can register theirprofile, educational details etc., at their website as below :

* Visit ICICI career site @ www.icicicareers.com* Click on the link Career Opportunity* Fill-in the profile form by clicking on the link TalentDatabase* Remember the Login ID and Password, using whichyou can Update your profile/Search/Apply for jobs inICICI bank.

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OBJECTIVES:

1. To attract people with multi-dimensional skills and

experiences that suit the present and future

organizational strategies.

2. To induct outsiders with a new perspective to lead the

company.

3. To infuse fresh blood at all levels of the organization.

4. To develop an organizational culture that attracts

competent people to the company.

5. To search or head hunt people whose skills fit the

companys values.

6. To devise methodologies for assessing psychological

traits.

7. To seek out non-conventional development grounds of

talent.8. To search fro talent globally and not just within the

company.

9. To anticipate and find people for positions that do not

exist yet.

RECRUITMENTPROCESS:

The recruitment and selection is the major function of the

human resource department and recruitment process is the

first step towards creating the competitive strength and the

strategic advantage for the organizations. Recruitment

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process involves a systematic procedure from sourcing the

candidates to arranging and conducting the interviews and

requires many resources and time.

A general recruitment process is as follows:

1. Identifying the vacancy:

The recruitment process begins with the human

resource department receiving requisitions for

recruitment from any department of the company.

These contain:Post to be filled

Number of persons

Duties to be performed

Qualifications required

2. Preparing the job description and person specification.

3. Locating and developing the sources of required

number and type of employees (Advertising etc).

4. Short-listing and identifying the prospective employee

with required characteristics.

5. Arranging the interviews with the selected candidates.

6. Conducting the interview and decision making.

SOURCES OF RECRUITMENT:

Every organization has the option of choosing the candidates

for its recruitment processes from two kinds of sources:

internal and external sources. The sources within the

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organization itself (like transfer of employees from one

department to other, promotions) to fill a position are known

as the internal sources of recruitment. Recruitment

candidates from all the other sources (like outsourcing

agencies etc.) are known as the external sources of

recruitment.

SOURCES OF RECRUITMENT

INTERNAL SOURCES OF RECRUITMENT:

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1.TRANSFERS:

The employees are transferred from one department to

another according to their efficiency and experience.

2.PROMOTIONS:

The employees are promoted from one department to

another with more benefits and greater responsibility based

on efficiency and experience.

3. Others are Upgrading and Demotion of present

employees according to their performance.

4. Retired and Retrenched employees may also be

recruited once again in case of shortage of qualified

personnel or increase in load of work. Recruitment such

people save time and costs of the organizations as the

people are already aware of the organizational culture and

the policies and procedures.

5. The Dependents and relatives of Deceased

employees and Disabled employees are also done by

many companies so that the members of the family do not

become dependent on the mercy of others.

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Advantages:

1. Motivated employees and Higher morale.

2. Employees familiar with the organization.

3. Higher probability of success.

4. Industrial Peace.

5. Relatively inexpensive.

6. Training and skill enhancement.

7. Overcoming surpluses and shortages.

Disadvantages:1. Reduced scope for fresh talent.

2. Employees may become lethargic if they are sure of

time bound promotions.

3. Spirit of competition may be hampered.

4. Frequent transfers of employees may reduce the

overall productivity of the organization.

5. Political infighting for promotion.

EXTERNAL SOURCES OF RECRUITMENT:

1.PRESS ADVERTISEMENTS:

Advertisements of the vacancy in newspapers and journals

are a widely used source of recruitment. The main

advantage of this method is that it has a wide reach.

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2.EDUCATIONAL INSTITUTES:

Various management institutes, engineering colleges,

medical Colleges etc. are a good source of recruiting well

qualified executives, engineers, medical staff etc. They

provide facilities for campus interviews and placements. This

source is known as Campus Recruitment.

3.PLACEMENT AGENCIES:

Several private consultancy firms perform recruitment

functions on behalf of client companies by charging a fee.These agencies are particularly suitable for recruitment of

executives and specialists. It is also known as RPO

(Recruitment Process Outsourcing)

4.EMPLOYMENT EXCHANGES:

Government establishes public employment exchanges

throughout the country. These exchanges provide job

information to job seekers and help employers in identifying

suitable candidates.

5.LABOUR CONTRACTORS:

Manual workers can be recruited through contractors who

maintain close contacts with the sources of such workers.

This source is used to recruit labor for construction jobs.

6.UNSOLICITED APPLICANTS:

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Many job seekers visit the office of well-known companies on

their own. Such callers are considered nuisance to the daily

work routine of the enterprise. But can help in creating the

talent pool or the database of the probable candidates for

the organization.

7.EMPLOYEE REFERRALS / RECOMMENDATIONS:

Many organizations have structured system where the

current employees of the organization can refer their friends

and relatives for some position in their organization. Also,the office bearers of trade unions are often aware of the

suitability of candidates. Management can inquire these

leaders for suitable jobs. In some organizations these are

formal agreements to give priority in recruitment to the

candidates recommended by the trade union.

8.RECRUITMENT AT FACTORY GATE:

Unskilled workers may be recruited at the factory gate these

may be employed whenever a permanent worker is absent.

More efficient among these may be recruited to fill

permanent vacancies.

Advantages:

1. Qualified Personnel.

2. Wider Choice.

3. Fresh Talent.

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4. Competitive Spirit.

Disadvantages:

1. Dissatisfaction amongst existing staff.

2. Lengthy process (Increased adjustment period).

3. Costly Process.

4. Uncertain Process.

FACTORS AFFECTING RECRUITMENT:

The recruitment function of the organizations is affected andgoverned by a mix of various internal and external forces.

The internal forces or factors are the factors that can be

controlled by the organization. And the external factors are

those factors which cannot be controlled by the organization.

THE INTERNAL FORCES I.E. THE FACTORS

WHICH CAN BE CONTROLLED BY THE

ORGANIZATION ARE:

1.RECRUITMENTPOLICY:

The recruitment policy of an organization specifies the

objectives of recruitment and provides a framework for

implementation of recruitment programme. It may involve

organizational system to be developed for implementing

recruitment programmes and procedures by filling up

vacancies with best qualified people.

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FACTORSAFFECTINGRECRUITMENTPOLICY:

Organizational objectives.

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

2.HUMAN RESOURCE PLANNING:Effective human resource planning helps in determining the

gaps present in the existing manpower of the organization. It

also helps in determining the number of employees to be

recruited and what qualification they must possess.

3.SIZE OF THE FIRM:

The size of the firm is an important factor in recruitment

process. If the organization is planning to increase its

operations and expand its business, it will think of hiring

more personnel, which will handle its operations.

4.COST:

Recruitment incur cost to the employer, therefore,

organizations try to employ that source of recruitment which

will bear a lower cost of recruitment to the organization for

each candidate.

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5.GROWTH AND EXPANSION:

Organization will employ or think of employing more

personnel if it is expanding its operations.

THE EXTERNAL FORCES ARE THE FORCES

WHICH CANNOT BE CONTROLLED BY THE

ORGANIZATION. THE MAJOR EXTERNAL FORCES

ARE:

1. SUPPLY AND DEMAND:

The availability of manpower both within and outside the

organization is an important determinant in the recruitment

process. If the company has a demand for more

professionals and there is limited supply in the market for

the professionals demanded by the company, then the

company will have to depend upon internal sources by

providing them special training and development programs.

2.LABOUR MARKET

Employment conditions in the community where the

organization is located will influence the recruiting efforts of

the organization. If there is surplus of manpower at the time

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of recruitment, even informal attempts at the time of

recruiting like notice boards display of the requisition or

announcement in the meeting etc will attract more than

enough applicants.

3. IMAGE / GOODWILL:

Image of the employer can work as a potential constraint for

recruitment. An organization with positive image and

goodwill as an employer finds it easier to attract and retain

employees than an organization with negative image. Imageof a company is based on what organization does and

affected by industry. For example finance was taken up by

fresher MBAs when many finance companies were coming

up.

4.POLITICAL-SOCIAL- LEGAL ENVIRONMENT:

Various government regulations prohibiting discrimination in

hiring and employment have direct impact on recruitment

practices. For example, Government of India has introduced

legislation for reservation in employment for scheduled

castes, scheduled tribes, physically handicapped etc. Also,

trade unions play important role in recruitment.

5. UNEMPLOYMENT RATE:

One of the factors that influence the availability of applicants

is the growth of the economy (whether economy is growing

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or not and its rate). When the company is not creating new

jobs, there is often oversupply of qualified labor which in

turn leads to unemployment.

6. COMPETITORS:

The recruitment policies of the competitors also affect the

recruitment function of the organizations. To face the

competition, many a times the organizations have to change

their recruitment policies according to the policies being

followed by the competitors.

HEAD HUNTING

Headhunting refers to the approach of finding and attracting

the best experienced person with the required skill set.

Headhunting involves convincing the person to join your

organization.

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Headhunting Process

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RECRUITMENT POLICY OF ICICI

In todays rapidly changing business environment, a well

defined recruitment policy is necessary for organizations to

respond to its human resource requirements in time.

Therefore, it is important to have a clear and concise

recruitment policy in place, which can be executed

effectively to recruit the best talent pool for the selection of

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the right candidate at the right place quickly. Creating a

suitable recruitment policy is the first step in the efficient

hiring process. A clear and concise recruitment policy helps

ensure a sound recruitment process. It specifies the

objectives of recruitment and provides a framework for

implementation of recruitment programme. It may involve

organizational system to be developed for implementing

recruitment programmes and procedures by filling up

vacancies with best qualified people.

Components of the Recruitment Policy

The general recruitment policies and terms of the

organization.

Recruitment services of consultants.

Recruitment of temporary employees.

Unique recruitment situations.

The selection process.

The job descriptions.

The terms and conditions of the employment.

A recruitment policy of an organization shouldbe such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated

equally with dignity and respect.

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Unbiased policy.

To aid and encourage employees in realizing their full

potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit

organization needs.

Optimization of manpower at the time of selection

process.

Defining the competent authority to approve each

selection.

Abides by relevant public policy and legislation on

hiring and employment relationship.

Integrates employee needs with the organizational

needs.

Factors Affecting Recruitment Policy: Organizational objectives

Personnel policies of the organization and its

competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

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RECENT TRENDS IN RECRUITMENT:

OUTSOURCING:

In India, the HR processes are being outsourced from more

than a decade now. A company may draw required

personnel from outsourcing firms. The outsourcing firms help

the organization by the initial screening of the candidates

according to the needs of the organization and creating a

suitable pool of talent for the final selection by the

organization. Outsourcing firms develop their human

resource pool by employing people for them and make

available personnel to various companies as per their needs.

In turn, the outsourcing firms or the intermediaries charge

the organizations for their services.

Outsourcing the human resource (HR) processes is the latest

practice being followed by middle and large sized

organizations. It is being witnessed across all the industries.

In India, the HR processes are being outsourced from nearly

a decade now. Outsourcing industry is growing at a high

rate.

Outsourcing organizations strive for providing cost saving

benefits to their clients. One of the major advantages to

organizations, who outsource their recruitment process, is

that it helps to save up to as much as 40 per cent of their

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recruitment costs. With the experience, expertise and the

economies of scale of the third party, organizations are able

to improve the quality of the recruits and the speed of the

whole process. Also, outsourcing enables the human

resource professionals of organizations to focus on the core

and other HR and strategic issues. Outsourcing also gives a

structured approach to the whole process of recruitment,

with the ultimate power of decision making of recruiting with

the organization itself. The portion of the recruitment cycle

that is outsourced range from preparing job descriptions toarranging interviews, the activities that consume almost 70

per cent of the time of the whole recruitment process.

Outsourcing the recruitment processes for a sector like BPO,

which faces an attrition of almost 50-60 per cent, can help

the companies in BPOsector to save costs tremendously and

focus on other issues like retention. The job seekers are also

availing the services of the third parties (consultants) for

accessing the latest job opportunities.

In India, the trend of outsourcing recruitment is also catching

up fast. For example: Vodafone outsources its recruitment

activities to Alexander Mann Solutions (RPO service

provider). Wipro has outsourced its recruitment process to

MeritTrac. Yes bank is also known to outsource 50 per cent

of its recruitment processes.

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Outsourcing Process:

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How to Select a Recruitment Consultant:

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If an organization decides to outsource its recruitment

processes or activities, it is very important to find and select

a suitable recruitment consultant or consultancies, which can

deliver results according to the needs of the organization.

Today, there are thousands of consulting firms

(consultancies) as well as freelance consultants working

independently. An organization looks for various

considerations and qualities before selecting the

suitable recruitment consultant.

The reputation of the consulting firm in thejob market (based on expertise and experience).

Who are the consultants or firms past and

present clients?

Consultants expertise and experience (from

how long has he/firm been in the business)

Does the recruitment consultant have therequisite resources to complete the targets on

time?

Get the idea of the effectiveness and the

services of the recruitment consultant from its

current and past clients.

Qualities of an independent recruitment

consultant:

Marketing skills.

Flexibility and adaptability.

Wisdom.

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Exuberance.

Ability to prioritize.

Ambition.

Resourcefulness.

Diplomacy/ delicacy.

Selecting the right recruitment consultant is essential for the

effective recruitment processes. A successful Recruitment

consultant is someone who is determinative, focused, and

able to create opportunities for him, works harder and

smarter than competitors and continually set and achievehigher standards.

Advantages of outsourcing are:

Outsourcing is beneficial for both the corporate

organizations that use the outsourcing services as well as

the consultancies that provide the service to the corporate.

Apart from increasing their revenues, outsourcing provides

business opportunities to the service providers, enhancing

the skill set of the service providers and exposure to the

different corporate experiences thereby increasing their

expertise.

The advantages accruing to the corporate are:

1. Turning the management's focus to strategic level

processes of HRM.

2. Accessibility to the expertise of the service providers.

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3. Freedom from red tape and adhering to strict rules and

regulations.

4. Optimal resource utilization.

5. Structured and fair performance management.

6. A satisfied and, hence, highly productive employees.

7. Value creation, operational flexibility and competitive

advantage.

1.POACHING/RAIDING:

Buying talent (rather than developing it) is the latestmantra being followed by the organizations today. Poaching

means employing a competent and experienced person

already working with another reputed company in the same

or different industry; the organization might be a competitor

in the industry. A company can attract talent from another

firm by offering attractive pay packages and other terms and

conditions, better than the current employer of the

candidate. But it is seen as an unethical practice and not

openly talked about. Indian software and the retail sector are

the sectors facing the most severe brunt of poaching today.

It has become a challenge for human resource managers to

face and tackle poaching, as it weakens the competitive

strength of the firm.

2.E-RECRUITMENT:

Many big organizations use Internet as a source of

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recruitment. E- recruitment is the use of technology to assist

the recruitment process. They advertise job vacancies

through worldwide web. The job seekers send their

applications or curriculum vitae i.e. CV through e mail using

the Internet. Alternatively job seekers place their CVs in

worldwide web, which can be drawn by prospective

employees depending upon their requirements.

The two kinds of e- recruitment that an organization can use

is

Job portals i.e. posting the position with the jobdescription and the job specification on the job

portal and also searching for the suitable resumes

posted on the site corresponding to the opening in

the organization.

Creating a complete online recruitment/application

section in the companies own website. -

Companies have added an application system to

its website, where the passive job seekers can

submit their resumes into the database of the

organization for consideration in future, as and

when the roles become available.

Resume Scanners: Resume scanner is one major benefit

provided by the job portals to the organizations. It enables

the employees to screen and filter the resumes through pre-

defined criterias and requirements (skills, qualifications,

experience, payroll etc.) of the job.

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Job sites provide a 24*7 access to the database of the

resumes to the employees facilitating the just-in-time hiring

by the organizations. Also, the jobs can be posted on the site

almost immediately and is also cheaper than advertising in

the employment newspapers. Sometimes companies can get

valuable references through the passers-by applicants.

Online recruitment helps the organizations to automate the

recruitment process, save their time and costs on

recruitments.

Online recruitment techniques:

1. Giving a detailed job description and job specifications

in the job postings to attract candidates with the right

skill sets and qualifications at the first stage.

2. E-recruitment should be incorporated into the overall

recruitment strategy of the organization.

3. A well defined and structured applicant tracking system

should be integrated and the system should have a

back-end support.Along with the back-office support a

comprehensive website to receive and process job

applications (through direct or online advertising)

should be developed.

Therefore, to conclude, it can be said that e-recruitment is

the Evolving face of recruitment.

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Advantages of recruitment are:

1. Low cost.

2. No intermediaries.

3. Reduction in time for recruitment.

4. Recruitment of right type of people.

5. Efficiency of recruitment process.

FORMS OF RECRUITMENT:

The organizations differ in terms of their size, business,

processes and practices. A few decisions by the recruitmentprofessionals can affect the productivity and efficiency of the

organization. Organizations adopt different forms of

recruitment practices according to the specific needs of the

organization. The organizations can choose from the

centralized or decentralized forms of recruitment, explained

below:

Centralized Recruitment:

The recruitment practices of an organization are centralized

when the HR / recruitment department at the head office

performs all functions of recruitment. Recruitment decisions

for all the business verticals and departments of an

organization are carried out by the one central HR (or

recruitment) department. Centralized from of recruitment is

commonly seen in government organizations.

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Benefits of the centralized form of recruitment

are:

Reduces administration costs.

Better utilization of specialists.

Uniformity in recruitment.

Interchangeability of staff.

Reduces favoritism.

Every department sends requisitions for recruitment to

their central office.

DecentralizedRecruitment:

Decentralized recruitment practices are most commonly

seen in the case of conglomerates operating in different and

diverse business areas. With diverse and geographically

spread business areas and offices, it becomes important tounderstand the needs of each department and frame the

recruitment policies and procedures accordingly. Each

department carries out its own recruitment. Choice between

the two will depend upon management philosophy and

needs of particular organization. In some cases combination

of both is used. Lower level staffs as well as top level

executives are recruited in a decentralized manner.

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HR CHALLENGES IN RECRUITMENT:

Recruitment is a function that requires business perspective,

expertise, ability to find and match the best potential

candidate for the organization, diplomacy, marketing skills

(as to sell the position to the candidate) and wisdom to align

the recruitment processes for the benefit of the organization.

The HR professionals handling the recruitment function of

the organization- are constantly facing new challenges. The

biggest challenge for such professionals is to source or

recruit the best people or potential candidate for theorganization.

In the last few years, the job market has undergone some

fundamental changes in terms of technologies, sources of

recruitment, competition in the market etc. In an already

saturated job market, where the practices like poaching and

raiding are gaining momentum, HR professionals are

constantly facing new challenges in one of their most

important function- recruitment. They have to face and

conquer various challenges

tofindthebestcandidatesfortheirorganizations.

The major challenges faced by the HR in

recruitment are:

1.Adaptability to globalization:

The HR professionals are expected and required to keep in

tune with the changing times, i.e. the changes taking place

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across the globe. HR should maintain the timeliness of the

process.

2.Lack of motivation:

Recruitment is considered to be a thankless job. Even if the

organisation is achieving results, HR department or

professionals are not thanked for recruiting the rightemployees and performers.

3.Process analysis:

The immediacy and speed of the recruitment process are the

main concerns of the HR in recruitment. The process should

be flexible, adaptive and responsive to the immediate

requirements. The recruitment process should also be cost

effective.

4.Strategic prioritization:

The emerging new systems are both an opportunity as well

as a challenge for the HR professionals. Therefore, reviewing

staffing needs and prioritizing the tasks to meet the changes

in the market has become a challenge for the recruitment

professionals.

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TYPES OF JOB SEEKERS:

1. Quid Pro Que:

These are the people who say that I can do this for you,

what can you give me These people value high

responsibilities, higher risks, and expect higher rewards,

personal development and company profiles doesnt matter

to them.

2. I will be with you:

These people like to be with big brands. Importance is given

to brands. They are not bothered about work ethic, culture

mission etc.

3. I will do you what you want:

These people are concerned about how meaningful the job is

and they define meaning parameters criteria known by

previous job.

4. Where do you want me to come:

These people observe things like where is your office, what

atmosphere do you offer. Career prospects and exciting

projects dont entice them as much. It is the responsibility of

the recruiter to decide what the employee might face in

given job and thus take decision. A good decision will help

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cut down employee retention costs and future recruitment

costs.

RECRUITMENT STRATEGIES:

Recruitment is of the most crucial roles of the human

resource professionals. The level of performance of and

organization depends on the effectiveness of its recruitment

function. Organizations have developed and follow

recruitment strategies to hire the best talent for their

organization and to utilize their resources optimally. Asuccessful recruitment strategy should be well planned and

practical to attract more and good talent to apply in the

organization.

For formulating an effective and successful recruitment

strategy, the strategy should cover the following elements:

1.Identifying and prioritizing jobs:

Requirements keep arising at various levels in every

organization; it is almost a never-ending process. It is

impossible to fill all the positions immediately. Therefore,

there is a need to identify the positions requiring immediate

attention and action. To maintain the quality of the

recruitment activities, it is useful to prioritize the vacancies

whether to focus on all vacancies equally or focusing on key

jobs first.

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2.Candidates to target:

The recruitment process can be effective only if the

organization completely understands the requirements of

the type of candidates that are required and will be

beneficial for the organization. This covers the following

parameters as well:

Performance level required: Different strategies

are required for focusing on hiring high performers

and average performers. Experience level required: the strategy should be

clear as to what is the experience level required

by the organization. The candidates experience

can range from being a fresher to experienced

senior professionals.

Category of the candidate: the strategy should

clearly define the target candidate. He/she can be

from the same industry, different industry,

unemployed, top performers of the industry etc.

3.Sources of recruitment:

The strategy should define various sources (external and

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internal) of recruitment. Trained recruiters. The recruitment

professionals conducting the interviews and the other

recruitment activities should be well-trained and

experienced to conduct the activities. They should also be

aware of the major parameters and skills (e.g.: behavioral,

technical etc.) to focus while interviewing and selecting a

candidate.

4.How to evaluate the candidates:

The various parameters and the ways to judge them i.e. the

entire recruitment process should be planned in advance.

Like the rounds of technical interviews, HR interviews,

written tests, psychometric tests etc.

RECRUITMENT MANAGEMENT SYSTEM:

Recruitment management system is the comprehensive tool

to manage the entire recruitment processes of an

organization. It is one of the technological tools facilitated by

the information management systems to the HR of

organizations. Just like performance management, payroll

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and other systems, Recruitment management system helps

to contour the recruitment processes and effectively

managing the ROI on recruitment.

The features, functions and major benefits of

the recruitment management system are

explained below:

Structure and systematically organize the entire

recruitment processes.

Recruitment management system facilitates faster,

unbiased, accurate and reliable processing of

applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate

and integrate the various links like the applicationsystem on the official website of the company, the

unsolicited applications, outsourcing recruitment, the

final decision making to the main recruitment process.

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Recruitment management system maintains an

automated active database of the applicants facilitating

the talent management and increasing the efficiency of

the recruitment processes.

Recruitment management system provides and a

flexible, automated and interactive interface between

the online application system, the recruitment

department of the company and the job seeker.

Offers tolls and support to enhance productivity,

solutions and optimizing the recruitment processes to

ensure improved ROI.

Recruitment management system helps to

communicate and create healthy relationships with the

candidates through the entire recruitment process.

How practically recruitment process is appliedby ICICI

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1.Eg:Business Analyst

Location: Mumbai, Hyderabad

Key Deliverables:

To manage and implement project based solutions for

various applications like Core Banking, ATMs, Credit Cards,

Treasury, Payment Systems, Internet Banking etc. To

suggest procedural/ process improvements both from a

technology and a process point of view, advise systemfeatures and propose system amendments. To study the

business requirements, prepare BRS, coordinate

development, UAT, bug-fixing and implementation of

project .To tailor implementation schedules in such a way

that the implementation is a well-coordinated process,

managing the application in its entire life cycle to include

maintenance, bug fixing and enhancements etc. To have

vendor interactions i.e. vetting out solutions given by

vendors , monitoring the work done and maintaining the

relation ship as a whole. Experience with web based

applications/ Java platform. Assist management with

accepting new projects analysis including cost estimates,

system application analysis and design recommendations

based on application knowledge and project experience.

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Key Skills:

-Understanding Business and IT processes.

-Basic understanding of Banking processes.

-Understanding of System Development Life Cycle.

-Awareness of basic compliance issues.

-Skills to establish & maintain collaborative partnership.

-Understanding of workflow based systems.

-DB knowledge (SQL / Oracle).

Project Management experience:

-Knowledge of Finacle/Finone desirable.

-Co-ordination & liaison with internal groups and external

parties.

-Written communication skills.

Qualifications:

MCA / MCS / BCA / BSc (IT)

Certifications in area of specialization like OCP, MCP, CISA,

CCNA etc.

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2.Eg

ICICI Bank is commencing ICICI Bank Probationary Officer

Recruitment Drive for November 2010 & February 2011

Batch. Aptitude Test & Interview is likely to be conducted

across India in July /August 2010. Probationary Officer

Programme is an initiative by ICICI Bank to attract bright

graduate students to pursue a career in banking. It is

designed to develop specialists with banking knowledge and

skills to partially fulfill the future need of trained bankers .

Those selected will undergo a one year intensive

residential classroom training and internship in the

following areas:

-Corporate Banking.

-Private Banking.-Risk and Credit Management.

-Treasury.

-Branch Management.

-Relationship Management.

The training will be held in Bangalore or any other location in

India as decided by ICICI Bank. During the training, a stipend

will be given to candidates to meet out of pocket expenses.

On successful completion of the program they will be

absorbed as Assistant Manager.

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Eligibility Criteria for Test:

Completed graduation with 55% (Aggregate) in any

discipline.

Up to 25 years of age as on November 01,2010 Ensure you

select your **Preferred Interview Location.

Last date of registration DD/MM/YY

What is the selection procedure?

The selection will be through a multi stage selectionprocess comprising of:

-Aptitude Test.

-Group Process.

-Profiling.

-Interview.

Who can apply?-Graduates with 55% in any discipline.

-Up to 25 years of age as on November 01,2010.

If selected, You will undergo a one year intensive residential

classroom training and internship with a stipend. All cost of

the program including fooding & lodging will be borne by

ICICI Bank. On successful completion of the program you will

be absorbed as Assistant Manager Band I at a gross salary

of more than Rs. 3.5 Lakhs per

annum.

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-ICICI Online registration.

-ICICI PO Exam Pattern:

-ICICI PO selection process consists of following stages:

1. Aptitude Test (Written).

2. Group Discussion (also called as Group Task).

3. Psychometric Profiling.

4. Interview.

Conclusion:

Recruitment is a very important process in any organization,because its related to human resources, of the company,who have to perform according to their ability and skills, soevery organization have to take care about their recruitmentprocesses.

Any financial organization like ICICI should take care aboutinternal or external sources, which related to recruitmentprocess or the selection process.

Recommendations:

As par the study, I come to know about the recruitmentsystem of this bank. Its required to be more flexible, moreeffective, or more faster because some time it takes lots oftime to be complete, which isnt a good sign so they have to

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take cake all or the above segments, and they can also addmore policies like online testing, online result, online exampreparations etc. They have to follow some more effectivesteps for that they can get more suitable employees

Bibliography:

Sites:

www. bank examsindia.comwww.oyindia.in

www.iupsc.com/ icici- bank - recruitment -po-may-2010 - recruitment

www.indian bank sguide.com/ bank .../icici- bank -

po- recruitment - 2010

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http://www.bankexamsindia.com/http://www.oyindia.in/http://www.iupsc.com/icici-bank-recruitment-po-may-2010-%20%20%20%20%20%20%20%20%20%20recruitmenthttp://www.iupsc.com/icici-bank-recruitment-po-may-2010-%20%20%20%20%20%20%20%20%20%20recruitmenthttp://www.iupsc.com/icici-bank-recruitment-po-may-2010-%20%20%20%20%20%20%20%20%20%20recruitmenthttp://www.indianbanksguide.com/bank.../icici-bank-po-recruitment-2010http://www.indianbanksguide.com/bank.../icici-bank-po-recruitment-2010http://www.indianbanksguide.com/bank.../icici-bank-po-recruitment-2010http://www.indianbanksguide.com/bank.../icici-bank-po-recruitment-2010http://www.bankexamsindia.com/http://www.oyindia.in/http://www.iupsc.com/icici-bank-recruitment-po-may-2010-%20%20%20%20%20%20%20%20%20%20recruitmenthttp://www.iupsc.com/icici-bank-recruitment-po-may-2010-%20%20%20%20%20%20%20%20%20%20recruitmenthttp://www.indianbanksguide.com/bank.../icici-bank-po-recruitment-2010http://www.indianbanksguide.com/bank.../icici-bank-po-recruitment-2010


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