RECRUITMENT PROCESS IN HDFC

The job evaluation of the vacancy is done so as to understand to understand the skills required in the candidate. Recruitment when done via external sources generally follows the following process in HDFC

1. CV Submission Information regarding the vacancies and required eligibility criteria is published in the newspapers, websites, employment magazines etc. Potential candidates interested in joining the Co are required to send their complete curriculum vitae. An acknowledgement of receipt is sent for all submitted applications to the candidate's email.

2. Application Evaluation The Human Resources department evaluates all incoming applications, against prerequisite abilities and skills set for all current openings. All applications are kept based on strengths and specialization, for future reference. 3. Ability Tests Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal, English and psychometric, when deemed necessary. 4. Capability Based Interviews To ensure that our recruitment process is fair and consistent, all candidates who are successful at the exams are invited for a capability based interview. Interviews are based against capabilities, required for each position for which the candidate is interviewed for. A capability or competency is an ability described in terms of skills & behaviors that are essential to effectively perform within a job. Apart from the educational and academic capability, the chief attributes HDFC SLI looks out for in a candidate are as follows:

 We look out for a candidate who values Integrity Has a zeal for Excellence Is focused on Results
Is Self driven and Enthusiastic Is a good Learner and Team Player Is dedicated to Customer Satisfaction

5. Reply Letters
At all stages of the process candidates are kept informed of the status of their application with an email reply letter.

6. Job Offer
If a candidate successfully reaches the final stage, a position offering is made in conjunction with a competitive reward package.

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 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.

HDFC SLI Ltd accomplishes most of its recruitment needs via external sources. These involve the following: 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. HDFC SLI recruits almost 65 % of its workforce via campus placements. Students are selected from various universities and college and are trained to meet the job requirements.

EXECUTIVE SEARCH AGENCIES, PLACEMENT AGENTS OR HEAD HUNTERS HDFC has contracts with several third-party recruiters who seek out candidates for the company. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. HDFC has contracts with Marvell Associates, A J Placement Consultants, ABC Consultants etc.

E-RECRUITMENT Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment process. Job website like naukri.com, Monster. Com, timesjob.com are made use of. HDFC SLI makes wide use of the Internet as a source of recruitment. The Co advertises job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an 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 internet penetration in India is increasing and has tremendous potential. There are more than 18 million resume floating online across the world. 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.

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. One advertisement in a leading daily can cover millions of person throughout the country. Cost per person is very low. This method is used in HDFC SLI for advertising for clerical, managerial and technical jobs.

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.

Training & development:

They are swinging between generalists and specialists. They realize they need both and the pricing for both is different. Their induction program - Swagat - covers products and business of the bank. It is focused on developing skills and values.

They organize various programs including outbound experiential learning, Open Spaces Technology, Personal Effectiveness, Leadership Excellence, art of living, Vedanta, etc.

On-job Training

Staff members are continuously involved in the learning process in the form of on-job training. Thus, a lot of on-job training opportunities and job rotation to increase staffs exposure are provided. Self-learning

The Standard Chartered Bank sends out CDs and books to staff for them to study on trade knowledge, credit knowledge, etc. and staff will decide when he/she will attend the Trade Skill Assessment (TSA) and Credit Skill Assessment (CSA) Management Development Training

In this training program, the employees are given strategic perspectives and business goals management skills; people management, networking and customer focus abilities to better understand and manage their jobs. Specific Competency Training

Specific Competence Training is to ensure that the staff excels in product knowledge, regulatory and unique techniques needed for the particular position.

Reward & Recognition

HDFC Bank aims to reward the talented and high performing employees competitively. They regularly conduct salary surveys to ensure that the reward package remains competitive in the market place. They encourage continuous discussion; encourage regular review of employees performance and development. This provides feedback to the staff about how they are doing. The management links this to both financial and non-financial recognition. In addition to this, the bank provides various incentives in the form of bonuses to encourage the employees and motivate them to continue with their high performance. These include: Spot Award + Rs. 5000 as cash prize Surprise Award Best Performer Award Service Quality Award