RECRUITMENT & SELECTION

PROCESS AT TATA TELESERVICES

(TATA DOCOMO)


















By:
Pankaj Kumar
PRN - 13020841119
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OBJECTIVE OF RECRUITMENT AT TATA TELESERVICES

Systematically hire competent human resource in line with HR Strategies derived
from business goals, future growth plans & evolving roles and responsibilities of
employees to keep pace with the changing dynamics of the organization.
Hire Human resource with values similar to those advocated by the organization to
ensure the right culture fit.
Adopt a continuous and conscious practice of exploring newer channels for sourcing
the best talent in a cost effective manner.
Provide opportunities to employees to apply for vacant positions in the company
through internal job-postings, with a view to enable career growth for them.
Implement merit based hiring practices that provides equal opportunity to all.
Hire CRISP talent with requisite competence, skill set, knowledge and attitude to
deliver business results today and tomorrow.

RECRUITMENT STRATEGY

While hiring a TTSLite, they look for the following attributes:

C - Customer Focus
R - Result Orientation
I - Initiative and Speed
S - Self Confidence
P - Passion for achievement

Sourcing Strategy
The following sources will be used for identifying the potential Human Resources for TTSL:
Recruitment consultants, Employee Referrals, Job portals, Internal Resume Database, Direct
Recruitment-Walk Ins, News Paper Ads, Campus Recruitment, Data bank, Voluntary
application, Referral from Tata ecosystem, Voluntary referrals from professional Agencies,
NGOs facilitation, etc .







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INITIATION OF RECRUITMENT

Manpower Budget
The organizations business plans for the fiscal year originates from the long term business
objectives of TTSL. Each function defines its manpower requirements based on the strategic
objectives set down for achieving the annual business objectives for the function. The finance
function analyses the cost incurred in the hiring of manpower. Corporate HR with circle HR
discusses the manpower requirement with the heads of each function to rationalize the
manpower to control additions and cost.
Hiring
Following this, the hiring plan for entire year is charted out. This plan lays down the Number
of employees to be hired on a monthly basis at each level, location and function. The
manpower budget is reviewed if any revision in business plan takes palace. There is no carry
forward of budgeted manpower from one year to another year. Thus, there may be a change
in the manpower needs projected initially, and the same gets changed on changes in business
plans during the course of the year.
Drivers of Recruitment
In addition to the budgeted requirement for manpower, there may be some other drivers of
recruitment i.e. Reorganization/Restructuring which arises from merger, acquisition or
expansion can stimulate a need for recruitment.
Job Descriptions
A key input for recruitment is an inventory of all skill sets and competency levels for existing
positions in all functions. These prerequisites for a position are translated into job
descriptions.
Job Descriptions (JDs) describe the work performed, responsibilities involved, experience
profile, skill. JDs give an understanding of the tasks performed and the type of qualification
required to perform them.





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Manpower plan/
replacement need
Approved manpower
requisition
Internal job
postings/(Tata world)
Sourcing- internal/
external source
Screening of CVs
Selection process
Candidate
selected
Salary fixation
E - Offer
Offer
accepted
Medical check
up
Do ref. check
Joining & completion of SAP HR
hiring process
Review process
Commencement of
sourcing activity
Not ok
No

No

Issue formal offer with
undertaking
If ok

Inputs from hiring
managers
Process
Improvisation


Flowchart of Recruitment Process

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RECRUITMENT SOURCES
Once the requirement for hiring is justified and manpower requisition is approved,
applications for specific positions are generated through various sources. Following sources
are used for recruitment:

I nternal Sources
Internal Job Postings/External Job Postings (TATA WORLD)
This method is used for identifying qualified internal candidates. It has the advantage of
redeploying people already acquainted with the companys business processes and culture
and hence, job training can be reduced. It provides opportunity for promotion and employee
development.
This procedure applies to all budgeted vacancies as well as vacancies created due to
replacement requirements in levels M4 to M8.
CV databank
The internal databank of CVs is an important source of profiles, specifically with regard to
local candidates. After the applications are received, they are screened and short-listed for
further processing.

Employee Referral Scheme Bring buddy
Employee referral is an efficient and cost effective way of attracting qualified candidates.
Employees not only get the referral fee but also they play a role in shaping the companys
future. Any employee who wants to refer an individual can forward to the HR function either
through email or by submitting a hard copy.

Off- roll employees
Hiring an outsourced employee simplifies the induction process as the employee is
acquainted with the job complexities and the organization culture. The term off role
employees refers to the employees working on the rolls of an agency providing results and
services to TTSL. These employees are on the payroll of an external agency.
Appointment on TTSL rolls
It is based purely on the availability of a vacancy and suitability of the outsourced employee
as an applicant.

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Criteria
The applications are for entry level positions only (M8 M7)
The applicant has served for a minimum period of 12 months continuously with an
agency providing services to TTSL.
The application is screened by dept. head

External sources
Recruitment through Consultants
Recruitment consultants are used to assist in the hiring of qualified candidates. They help in
identifying job seekers and are a good and efficient source for obtaining pre screened
candidates. TTSL employs Recruitment Consultants on a contingency basis implying that
they are paid a fee only when a position is closed through them.
Selection of RCs
The list of consultants along with the applicable terms and conditions is finalized by
Corporate HR at the beginning of each year. Each RC is required to sign a contract with
Corporate HR before commencing work with TTSL.
Evaluation of RCs
The list of consultants is revised only at the beginning of each financial year, on the basis of
relative performance of the consultants.
Advertisements
Placing advertisements in the newspaper is a method of recruiting external applicants, to be
used in specific cases such as walk ins, special positions etc. Since potential candidates are
first introduced to the company through advertisements, this helps in building a positive
image. Either TTSL or the vendor can release an advertisement for vacancies.

When TTSL releases the advertisement
This source is used for hiring for M5 & above levels. For this an advertisement copy should
be prepared jointly and been approved by both the hiring function and HR. All
advertisements to be approved and ratified by Corporate HR & Corporate MARCOM prior to
release.
The advertisement should:
a. Meet the criteria set by the company for release in the print media.
b. Be brief, precise and consistent with job specifications and the selection
criteria. It must specify the e-mail address/fax number/address where
applicants can send their CVs.
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c. Attract the interest of potential and suitable applicants.
d. Have the following details:
Summary of TTSLs business
Level/Title and location of position
Position code for each job
Job specifications in terms of skills, experience and qualifications
required
Closing date of applications

Job Portals
Leading job portals like Naukri, Times job, Monster etc. Should be used to get CVs for
closing positions at the level of M2 to M8. Corp TA will maintain an annual matrix of
usage of these portals by circle & will also circulate usage on a quarterly basis.

TTSL Website
Open positions up to M2 level should be put on the TTSL website for seeking profile
from interested applicants from external world.
All open positions which are to be put on TTSL website will be done so on approval
of Corporate TA head.

SELECTION PROCESS
Having received the applications, the next step is to evaluate applicants experience and
qualifications and make a selection.
Screening
Its purpose is to evaluate the application and eliminate applicants whose profiles do not
match the job requirements.
Short-listing of CVs
The CVs received from various sources are screened by the HR
function within 7 day of commencement of sourcing activity.

Knowledge & Aptitude Test for campus
It is conducted for all trainees and laterals recruits in the level of
M6 & M8 through a testing agency of repute decided and finalized
from corporate office. The result of test will be criteria for short
listing / screening candidates for the purpose of interview.

Psychometric Test: This test is done to find out the CRISP fit.
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Interview
This is powerful technique used to assess the capabilities/skills of the candidate and to
understand the softer aspects that a difficult to measure from resumes. After finalizing a date
and time, short-listed candidates are invited for an interview.
Evaluation of candidate
The candidate interviewed are evaluated against the various parameters indicated in the
Interview Assessment Sheet, which has to be filled-in and signed by all members of the
interview panel.

SALARY FIXATION
The selected candidates are required to furnish Documents prior to an offer being made.

Salary comparator
An appropriate salary fitment is generated giving three possible
options, based on qualification, age, experience and compensation
details of the selected person and basic salary of existing employees at
the same level.

Approval & signature
The authority for finalization of salary for salary for levels M4 and
below (for all circle positions) shall rest with the Head HR in each
circle. All decisions pertaining to salary determination for level M3 &
above rest with corporate HR.



OFFER
After selection of the best candidate, email compensation offer is made to him/her. Only if
the candidate accepts this & due verification of Ref. Check/medically fit clearance is
obtained, an appointment letter detailing the terms of employment is given to him/her.
It is mandatory for the selected candidate to sign and return the duplicate copy of the letter.





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Details of existing
compensation
break-up
Finalization of salary
Verbal offer/ E-mail
Is the
offer
accepted?
Commence
sourcing activity
Pre employment medical
check up & Authbridge
Verification
Relocation/ notice pay as
per policy
Submission of documents
Joining
Review Process
yes
No

Flowchart of the offer and follow up Process

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PRE-EMPLOYMENT ACTIVITIES
Once the selected candidate accepts the offer, the recruitment team communicates this
information to be concerned units within and outside the organization. There are various pre-
employment activities which are as follows:

Reference Check
Background verification is required for appointment. This is done through third party of
repute. Following points may be considered during reference check:
For group transfer it is not required
Verification on qualification and last 3 employers
Termination due to any disciplinary issues

Medical Check-up
Medical fitness is also required for the eligible candidate, if he is found unfit; HR reserves the
right to withdraw the offer. Medical bills are also reimbursed.
Relocation
If an employee is an outstation candidate, he/she is reimbursed travel expenses for
him/herself. For outstation candidate they also provide temporary accommodation.

JOINING FORMALITIES
The employee is required to fill in his /her personal details in a joining report and submit
supporting documents related to academic qualification, date of birth, relieving letter and
salary details of last employment along with medical fitness reports. A welcome note signed
by the Circle HR Head is placed in a joining docket.
The candidate is permitted to join without a relieving letter from last employer provided
he/she submits proof of acceptance of resignation.
After completion of joining formalities, at M0 to M2 an organization announcement is
displayed and the same is circulated to all Circles by Corp.HR. At levels M3A-M8, a
welcome note is displayed as the same is circulated to other offices in the circle.
Induction
The new employee then joins the induction program organized by HR. The induction
Program is normally held in the last week of the month. It includes a formal welcome by the
Circle COO/Designated representative of CHRO in corporate and presentations made by
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different function representatives on business operations of the company. The employees are
also introduced to the basics of telecom through a separate training programme.