Recruitment in IBM

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The human resources are the most importantassets of an organization. The success or

failure of an organization is largelydependent on the caliber of the peopleworking therein.

Recruitment is distinct from Employment andSelection



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The means of attracting them towards theorganization before selecting suitable

candidates for jobs. Recruitment is only one of the steps in the

entire employment process.



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1) INTERNALFACTORSRecruiting policyTemporary and part-

time employeesRecruitment of localcitizensEngagement of thecompany in HRP

Companys sizeCost of recruitmentCompanys growth andexpansion


2) EXTERNAL FACTORSSupply and Demand

factorsUnemployment Rate

Labor market conditionsPolitical and legalconsiderationsSocial factors

Economic factorsTechnological factors


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Selection is the process of picking individualswho have relevant qualifications to fill jobs in

an organization. The basic purpose is to choose the individual

who can most successfully perform the jobfrom the pool of qualified candidates



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To create a favorable impression on theapplicants right from the stage of reception



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Generally planned by large organizations tocut the cost of selection by allowing only

eligible candidates to go through the furtherstages in selection



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Application blank or form is one of the mostcommon methods used to collectinformation like

Personal data (address, sex, telephonenumber)Marital data

Educational dataEmployment ExperienceExtra-curricular activitiesReferences and Recommendations



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Attempts to asses intelligence, abilities,personality trait, performance, simulation

tests . Some of the commonly usedemployment tests are:Intelligence testsAptitude testsPersonality testsAchievement tests



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Interview is the oral examination ofcandidates for employment.

The most essential step in the selectionprocess Interviewer matches the information

obtained about the candidates throughvarious means to the job requirements.



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Certain jobs require physical qualities likeclear vision, perfect hearing, unusual stamina,

tolerance of hard working conditions, cleartone, etc. Medical examination reveals whether or not a

candidate possesses these qualities.



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Once the interview and medical examinationof the candidate is over, the personnel

department will engage in checkingreferences Candidates are required to give the names of

2 or 3 references in their application forms



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The line manager has to make the finaldecision now whether to select or reject a

candidate after soliciting the requiredinformation through different techniques.



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Siemens IndiaIt uses extensivepsychometric instruments to evaluate listedcandidates. It also prepares a personalityquestionnaire to understand the candidatespersonality.

PepsiCo India-- Company uses competency

based interviewing technique that look atcandidates abilities in terms of strategizing,lateral thinking, problem solving in the realenvironment.



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For a student, the process begins with sending

the resumes, through the Campus

TPO's(Training and Placement Officer). This is then followed by an independent

selection process involving a round ofdiscussions. This is where the student's interestsand skills are matched with the existing businessproblems that ISL(India Software Lab) projectsplan to solve. A selection offer is made once amatch is found.



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You should have a minimumaggregate of 70% inEngineering (till the lastsemester till which the exams

have been declared)

However, for all IITs, IISCsand colleges in Maharashtra,a minimum aggregate of 60%

is enough.

Internship ProgramISL has an Internship Program whereinstudents interested in doing theirengineering projects for a period of 6months

Extreme Blue ProgramIt is a premier internship for topnotch students pursuing softwaredevelopment degrees

CAS(Centre AdvanceStudy)ISL offers M.Tech, M.S and Ph.D students,access to the IBM research areas, technicalstaff and other resources, with the goal ofsolving research problems of the utmostimportance, through its Center forAdvanced Studies (CAS) program



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Recruitment in IBM

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