RITESH GANDHI PG-10-74 KUNAL KIMATKAR PG-10-84

ANVI SHAH PG-10-107

COMPANY PROFILE

• Oracle Corporation is an American multinational computer technology corporation.

• Headquartered in Redwood Shores, California,

United States and employing 105,000 people worldwide.

• Oracle had the third-largest software revenue, after Microsoft and IBM.

RECRUITMENT & SELECTION PROCEDURE

DEFINITION OF RECRUITMENT

• According to Edwin B. Flippo,“ Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation ”.

RECRUITMENT NEEDS

• PLANNED

• ANTICIPATED

• UNEXPECTED

SOURCES OF RECRUITMENT

INTERNAL• Transfer• Promotion• Demotion• Upgrading• Retired employees• Retrenched employees• Relatives

SOURCES OF RECRUITMENT

EXTERNAL• Advertisements• Employment Exchanges• Campus Recruitment• Walk-Ins, Write-Ins and Talk-Ins• Consultants• Contractors• Displaced persons • Acquisitions and Mergers • Competitors

TRENDS ARE BEING SEEN IN RECRUITMENT

• Outsourcing.

• Poaching.

• E-Recruitment.

STAGES INVOLVED IN RECRUITMENT

• Identifying a need • Analysing the job• Attracting candidates• Pre-selection• Selection• Appointment• Induction

DEFINATION OF SELECTION

• According to Thomas stone “Selection is the process of differentiating between applicants in order to indentify and hire those with a greater likelihood of success on the jobs. ”

SELECTION PROCEDURE

PRELIMINARY INTERVIEW

RECEIVING APPLICATIONS

SCREENING OF APPLICAITONS

EMPLOYMENT TESTSINTERVIEW REFERENCE

CHECKING

MEDICAL EXAMINATION

FINAL SELECTION

RECRUITMENT PROCESS AT ORACLE

Recruitment Targets for Oracle

YEAR NO. OF EMPLOYEES(PER YR)

2001 10,000

2002 11,000

2003 13,000

2004 15,000

2005 18,000

2006 25,000

Sources of Man Power Supply

INTERNAL EXTERNAL

INTERNAL

Present

employees

Employee

referrals

Previous

applicants

1. Present employees• First choice.• Present employees by way of promotions and

transfers.

2. Employee referrals

• Employees can develop good prospects for their families & friends by acquainting them with the advantages of a job with the company

• furnishing cards of introduction,

• and even encouraging them to apply.

3. Previous applicants

• Those who have previously applied for jobs can be contacted by mail.

• A quick & inexpensive way to fill an unexpected opening.

• This is possible through a master database that the company maintains containing the details of all the previous applicants for the various vacant posts

EXTERNAL

CAMPUS

ENGINEERING

MANAGEMENT

OFF CAMPU

S

JOB FAIRS

EXTERNAL • Posts of technicians, engineers, floor managers etc.• Agencies: TAPL• Institutions: Like B Schools, degree colleges,etc.• Most widely used by the Oracle Websites & success

rates: www.indiatimesjob.com 60% www.monster.com 80 % www.naukri.com 50%  • External recruitment enables the company to get the

best candidate.• Orcale prefers external recruitment from agencies and

institutions as it’s a giant company and internal recruitment proves to be inadequate as its yearly targets are very high.

TYPES OF RECRUITMENTS

CAMPUS• Placement officer to handle recruitment functions.

• Expensive process, even if recruiting process produces job offers and acceptances eventually.

• A majority leave the organization within the first five years.

• Major source of recruitment for prestigious companies.

• Campus recruitment programs in most major engineering institutes such as IITs, RECs etc. and at premier management institutes such as the IIMs.

 Engineering Institutes• To bring on board the next generation of bright,

young and talented leaders for the company. • Student Interaction with the Orcale recruitment

teams. • Oracle hires graduates from all disciplines, and MCA

students at the campuses.

Management Institutes• Hire from all disciplines with or without prior work

experience in software or other fields.• All applications are pre-screened based on academic

credentials. • Short-listed candidates are usually invited for an

interview as part of the selection process.

OFF CAMPUS

• It is the event for those candidates who do not get selected during campus recruitment.

• The process remains the same; it just aims at giving those candidates a chance that were not able to go through the process before.

• These candidates also go through the same two rounds, here only the scale and basis on which they are evaluated changes.

JOB FAIRS……?

• Job fair is where several companies come under one roof for seeking eligible candidates who can join their company, after going through certain recruitment process followed by them.

RECRUITMENT PROCESS FOLLOWED BY ORACLE

Advertising in local newspapers of all the states specifying the venue & date of the

job fair.

Oracle banners are put up, 3 to 4 counters used

A logic test of 45 minutes , English

test of 15 minutes, where in one is

suppose to write an essay, to check their

handwriting, vocabulary and

sentence framing ability.

After the test , registrations for the

next group start. Simultaneously

previous papers are evaluated & the candidates are

selected for interview based on the cut-off

marks.

Selected candidates are informed then and there by

displaying the list and are

given the offer.

The process is repeated for

the next set of candidates.

Job fair takes place for 3 to

4 days.

ADVERTISEMENTS

Orcale advertises in:-• News papers• Magazines• Web

• Advertisements contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc.

• The advertisement sells the idea that the company & job are perfect for the candidate.

WALK-INS , WRITE-INS & TALK-INS

• Walk-ins Common and least expensive approach . Job seekers submit unsolicited application letters or resumes. Direct applications provide a pool of potential employees to meet future needs.

• Write-ins send written enquiries. They are asked to complete application forms for further processing.

• Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter.

CONSULTANTS

• Seeks help of consultants who are in the profession for recruiting & selecting managerial & executive personnel.

• Nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous.

 

INDUSTRIES

• Orcale also hires experienced professionals from the industry at various mid-level and senior positions.

THE SELECTION PROCESS OF ORAcLE

Steps Involved

Initial screening

Employment Tests

Interview

Background Information

Physical Examinati

on

Final Employme

nt decision

1.Initial screening of interviews

• A preliminary interview is conducted so as to select the suitable candidate who can go through further stages of interviews.

• Post of engineers degree 60% cutoff on an average.

• Business Trainee• Experience level: 0-12 months• Age : 19-29• Eligibility Criteria:• 2011 pass out - B.Tech / MCA / M.Sc.• B.Tech

[CS/IT/EE/EC/Instrumentation/Mechanical/Production/Civil/Chemical] / MCA / M.Sc [Maths].

• 60% in X, XII, 55% in UG [for MCA / M.Sc] and 60% in B.Tech / MCA / M.Sc.

• Not be more than 1 year gap between Class XII and Undergraduate / Engineering.

• Not be more than 1 year gap between Undergraduate and MCA / M.Sc.

• Business Analyst• Experience level: 8-12 years• Skill: Product Management / Business

Analysis / Testing in core banking solutions

• Eligibility Criteria:• 8-12 years of experience in good

understanding of the banking backend processes

• Good communication & presentation skills, quick learner, result oriented, multitasking & good team player.

• MBA [Finance/Marketing]

2.EMPLOYMENT TESTS

1.Logical test

2.English test• Vocabulary• Reasoning• Essay writing

OTHER VARIOUS TESTS

• Mental or intelligence tests• Mechanical aptitude tests• Intelligence test• Personality Test• Graphology Test• Medical Test

3.INTERVIEW

• Formal Interview• Patterned Interview• Non-directive Interview• Depth Interview• Stress Interview• Panel Interview

Business Trainee• Aptitude test• Technical interview• Behavioral interview

Business Analyst• Technical interview• Behavioral interview

4. Background Information

• ORCALE requests names, addresses, and telephone numbers of references for the purpose of verifying information and perhaps, gaining additional background information on an applicant.

• References are not usually checked until an applicant has successfully reached the fourth stage of a sequential selection process.

• Previous employers are preferable because they are already aware of the applicant’s performance.

• It normally seeks letters of reference or telephone references.

5. Physical Examination

• Blood test• Urine test• Blood pressure

6. Final Employment decision

• After all these processes follow up is done i.e., the selected person is induced and placed at the right job.

• Training is provided on regular basis that is monthly, quarterly.

• These trainers have the experience of about 15-20 yrs.

• In one batch there are 60 employees who are

sent for training.

• Special thanks • -Priyanka Kumbhat -- HR executive , Oracle.