PROJECT REPORT ON

JOB COMPETENCY BASED RECRUITMENT AND SELECTION

PROCESS
OF
BAJAJ ALLIANZ LIFE INSURANCE
AT
PUNE
SUBMITTED BY
MEGHA PATEL
MBA (HR)

UNDER THE GUIDANCE OF

PROF.DEEPALI DESAI
SUBMITTED TO
UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OF THE

REQUIREMENTS FOR THE AWARD OF THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION

2016-2017

THROUGH
MAEERS MIT COLLEGE OF ENGINEERING
CENTER FOR MANAGEMENT STUDIES AND RESEARCH
PUNE

DECLARATION

I, the undersigned, hereby declare that the Project Report entitle JOB
COMPETENCY BASED

RECRUITMENT AND SELECTION FOR

BAJAJ INSURANCE COMPANY written and submitted by me to the

university of Pune, under the guidance of PROF.DEEPALI DESAI is my
original work and the conclusion drawn therein are based on the material
collected by myself.

Date

MEGHA PATEL

ACKNOWLEDGEMENT
I would like to express my gratitude to BAJAJ ALLIANZ ,organization as a
whole which gave me the opportunity to undergo my summer internship project
for the fulfillment of my academic career and also inculcating the sense of job
prospective development in the long term growth for the being an able
entrepreneur.
My sincere regards and thanks to MS. JASMEET KAUR ( State HR) Bajaj
Allianz under whose esteemed mentorship I carried out the study. I owe my
tutelage, commitment &outcome of my internship to her. She guided, assisted
provided me the necessary plethora of knowledge for conducting the study.
I am indebted to my project guide PROF.DEEPALI DESAI for her timely
support and valuable suggestion and feedback. Without her wealth of
knowledge ,and the reassurance that she would be there for the guidance and
support, I would not have been able to gather the courage to embark this
journey into the unfamiliar world of human resources.
I would like to thank our HOD for his consent and dedicated service to brighten
our careers.
I also extend my appreciation, thankfulness employees of HR Excellence
Global during the organizational study,which helped in getting valuable
information ,ideas & in action from the employees &executives working in
their respective fields.

INDEX

SRNO

PARTICULARS

EXECUTIVE
SUMMARY

INTRODUCTION

ORGANIZATIONAL
PROFILE

TASK ASSIGNED

LEARNING OF THE
STUDENT

CONTRIBUTION TO
THE
ORGANISATION
BIBILOGRAPHY

PAGE NO

CHAPTER 1

EXECUTIVE SUMMARY

EXECUTIVE SUMMARY
The project Titled Job competency based Recruitment and
selection Undertaken in BAJAJ ALLIANZ LIFE INSURANCE
COMPANY PUNE.
It is one of the leading life insurance company providing
insurance solutions that cater to every segment and ageincome profiles. Currently Bajaj Allianz has a strong product
portfolio and caters to all kinds of customer needs from ULIPs
to Child plans, from group insurance to health insurance.
For every organization it is important to have a right person on
a right job Recruitment and selection plays a vital role in this
situation. Shortage of skills and the use of new technology are
putting considerable pressure on how employers go about
Recruiting and selecting staff. It is recommended to carry out
strategic management process. with reference to this context
,this project has been prepared to put a light on job
competency in recruitment and selection. A competency
based approach to recruitment and selection of staff can help
organisation make it an effective and successful investment of
time, money and expertise. Such an approach will help ensure
that the organisation is clear regarding the competencies and

skill sets required by the job selection processes encourage a

good fit between individuals and their jobs, managers and staff
have the required skills and competencies. Individual skills and
abilities are matched to the requirements of the job; and
evaluation of work demands and staffing are accurate.
The project report also included methodology in which
particular organization works and how new candidate could be
recruited in a such a way that he/she would be fitted for the
right kind of career.
This project also included about how the sourcing of right
candidates done through different methodologies, What are the
basic competencies required for the job profiles assigned, How
screening level interview conducted and How MIS can be useful
for Recruitment process.
The summer Trainee program is designed to expose them ti the
vibrancy of a complex and competitive Business environment,
challenge intellectually and encourage them to find innovative
solutions.

Chapter 2
INTRODUCTION

INTRODUCTION
In today s world competitive world, every company needs good employees for
an accelerated growth rate. The recruitment and selection strategies of a
particular organization. Thus it is very important for an employer to design his
recruitment process very well,
The major role of HR person is to ensure right man at right place .Human
resources is an integrated part of organizational development &its existence .
Organizations use competencies to define the selection criteria for performance
success. They provide the framework for identifying and / or designing
competency-based tools and processes for evaluating candidates and making
job-related, reliable, valid, fair and systematic selection and hiring decisions.
This is why I have to select the topic Job competency in recruitment and
selection

BASIC THEORETICAL CONCEPT

DEFINATION
Recruitment is the process seeking out and attempting to attract individuals in
external labor markets, who are capable of and interested in filling available job
vacancies.
Recruitment is an intermediate activity whose primary function is to serve as a
link between human resource planning on the one hand and selection on the
other.
To Recruit Means To Enlist, Replenish Or Reinforce.
Recruitment begins by specifying the human resource requirements, initiating
activities and actions to identify the possible sources from where they can be
met, communicating the information about the jobs, term and conditions, and
prospectus they offer, and enthusiast people who meet the requirement to
respond to the initiation by applying for the jobs.

AIM

The aim of recruitment is the information obtained from job description and job
specification along with precise staffing standards from the basis for
determining manpower requirement to attain the organizational objective

RECRUITMENT PROCESS

fyg

Scouting

SELECTION PROCESS

Selection is the process of picking individuals (out of the pool of job

applicants)
With requisites qualification and competence to fill jobs in the organization. In
other words we can say: selection is the process of choosing the most suitable
personnel for the employment. A vacancy in the organization might occur due
to the following reasons:

Expansion of the business

Skill requirements due to changes in processes of technology

Turnover of staff, resignation or dismissal

SELECTION PROCESS

What are competencies?

A
and
to

skills

act

cluster

of related

abilities, commitments, knowledge,

that enable a person (or an

effectively in a

job

organization)

or situation.

Competence indicates sufficiency of knowledge and skills that

enable someone to act in a wide variety of situations. Because
each level of

responsibility

can occur in any

her

career.

period

has its own

of a

person's

requirements,

life or at any

competence
stage

of his or

Why use competencies for recruitment and selection?

Experience with a range of organizations shows that, when combined with an
assessment of knowledge and experience, using competencies improves
accuracy in assessing peoples suitability or potential for different jobs.
They help prevent interviewers and selectors from making hasty decisions or
from assessing interviewees on the basis of characteristics that are not relevant
to the job.
They can be used to help structure the selection process - interview and tests.
Assessing a candidate against specific competencies clarifies their strengths
and weaknesses; making it easier to target any development that may be needed
should they be appointed.
What differentiates skills and competencies?
Jobs have three components:
1. Knowledge this is necessary to do the job and tends to be job related. It
includes professional knowledge, institutional knowledge (e.g. knowledge to be
an accountant, academic, engineer, IT specialist etc.). This is what people need
to know to do their jobs.

2. Skills: Skills are needed to perform your functional role and include
technical skills, management skills i.e. to manage resources and people (e.g.
project

management,

time

management,

planning

processes,

budget

management and appraisal).

3. Competencies these are the attitudes and behavior patterns that underpin how
people do their jobs. Competencies influence how well people apply their
knowledge, technical and management skills.

Using competencies in the selection process

The key documents you need are the Job Description for the role and the
Person Specification. These should already be available; Developing a Job
Description involves gathering information about the nature of the job, thinking
not only about the content (i.e. tasks) making up the job, but also the jobs
purpose, and how the post fits into the organizations structure. It is also
important to consider the skills and competencies needed to perform the role
effectively.

Job Description
Identifies the purpose, main responsibilities and tasks of the job,

Person Specification
The person specification flows from the job description and answers the
question What skills and qualities would someone need to carry out this
role?. The person specification identifies the qualifications, skills, experience
and competencies needed for effective performance.

Using competencies

clarifies the personal qualities and workplace behaviors expected of the post
holder. However, not all competencies are important in a role. A maximum of
5 core competencies would normally be identified as being appropriate. Some
NTU Person Specifications already contain generic competencies or may
contain competencies drawn from previous frameworks; you will need to check
that these are still appropriate.
The Matrix
It is important to strike a balance between assessing every possible criterion on
the Person Specification and the time and resources available for the
recruitment process. It is good practice to identify the key criteria needed to
carry out the role successfully and identify two possible areas of evidence to
assess the suitability of candidates against each criterion.
The application form or CV will outline previous experience and qualifications;
the interview and any other assessments will test for previous experience in

relation to the job role, knowledge, skills and competencies. It is good practice
to complete a matrix to identify which criteria will be assessed and how.

Advert
The wording of an advert is critical as it will influence the type and quality of
candidates who will respond. There should be enough information in the advert
to enable people to screen themselves out if they are not suitable candidates. A
competency based advert for an Administrative Assistant would need to include
skills and experience as well as competencies. It might include the following:
Key requirements of the job are: Fast and accurate typing.
Proficient in using Microsoft Office
Excellent administrative,
Organizational and delivery skills
Good communication and influencing skills Ability to adapt to new situations
Good teamwork.
Psychometric Tests and Questionnaires
Psychometric tests and exercises may be useful in recruiting to some roles. It
should be noted that psychometric instruments are expensive and time
consuming and are rarely used apart from recruiting to very senior roles. If

psychometric tests, questionnaires or exercises are used as part of the selection

process they must be related to the job and provide information that is relevant.

Competency Based Interviews

Tell me about the responsibilities you have in your current role Tell me
about your experience of planning conferences
Competency-based interviews (also called structured or behavioral interviews)
are systematic, with each question targeting a specific skill or competency.
Candidates are asked questions relating to their behavior in specific
circumstances, which they then need to back up with concrete examples. The
interviewers will then dig further into the examples by asking for specific
explanations about the candidate's behavior or skills. They also give candidates
plenty of opportunity to talk. Since the purpose of the interview is to obtain
evidence from the candidate it follows that the candidates should do most of the
talking. The candidate should be talking for 75% - 80% of the time.
Typically, competency based questions will ask candidates for examples of how
they have dealt with situations in the past. The rationale in asking for past
examples is that past behavior is a strong predictor of future behavior in similar
situations. Hypothetical questions (such as What would you do if ) should
be avoided as they gather information that is a poor predictor of future
behavior. Very often a candidates answer to a question will give you some

information but not enough to make an assessment of the competency you are
assessing. What is needed are probing questions to follow up the initial question. The
funnel below shows how this can work:

Tell me about
Give me an example of
When
Why
How
What did you

Interviews should follow a clear structure, however the questions should not be
followed slavishly as this will interrupt the flow of the interview. It is good
practice to explain to the candidate how the interview will be structured, and
that you will be asking for specific examples of when they have demonstrated
the competencies required for the role. Ask them to bear in mind that youll be
interested in: Examples from their work life Recent examples preferably the
last 2-3 years What they specifically did or said, not the team as a whole (its
fine if they need time to think of an example.)

The questions and probes should be structured as follows: Situation What is

the example? Action-What did they do? Result-What was the outcome?
Reflection-How did it go/what would they do differently?

Assessing Candidates
As the panel asks their questions you should make your notes in the relevant
area on the Interview Assessment Form. You are looking for evidence that the
criteria have been met in the responses to the questions and the examples that
candidates give.

It is important that there is no discussion between

interviewers at this stage of the process.

Once all candidates have been interviewed and all interviewers have completed
their interview assessment form they can share information and are ready to
make a decision.
Decision Making
At the end of the process there will be several sources of information about
each candidate.
Each candidate should be discussed in detail, assessing experience, skills and
competencies and the performance in any tests or exercises. Each interviewer
will have his/her evidence to bring to the discussion. It is to be expected that
panel members will have differences of views about the candidates.

Discussions and judgments should be based on discussing the evidence of facts

gathered during the selection process decision Making.
Once you have made the decision and given feedback to the
candidates it is important to evaluate the whole process
without delay.

There are always areas where improvements

can be made:

Start with the competencies are they still

relevant and did the behavioral indicators help you to gather

relevant evidence? The advert was the placement right?
Look at the number of responses and their quality did the
sifting of application forms/CVs go well? If not, why not? did
any psychometrics and tests / exercises provide the evidence
you needed?

Were they too easy or too difficult? the

interview did the questions work as well as intended?

interviewers need more training?

Do

Are further questions

needed? finally, what did candidates (both successful and

unsuccessful) think about the process?
consuming?

Was it too time

Were they given the opportunity to show what

they are capable of?

COMPETENCY MODEL:
The roots of competency modeling date as far back as the early 1900s but
these models have become widely popular these days. A competency model is a

framework that lists the competencies required for effective performance in a

specific job, organization, function, or process. Individual competencies are
organized into competency models to enable people in an organization or
profession to understand, discuss, and apply the competencies to workforce
performance.

The competencies in a model may be organized in a variety of formats. No one

approach is inherently best; organizational needs will determine the optimal
framework. A common approach is to identify several competencies that are
essential for all employees and then identify several additional categories of
competencies that apply only to specific subgroups. Some competency models
are organized according to the type of competency, such as leadership, personal
effectiveness, or technical capacity. Other models may employ a framework
based on job level, with a basic set of competencies for a given job family and
additional competencies added cumulatively for each higher job level within
the job family

CHAPTER 3
ORGANIZATIONAL PROFILE

BAJAJ ALLIANZ LIFE INSURANCE COMPANY

LIMITED

Address:-

Great Eastern Plaza,

Airport Road, Opp Gunjan Theatre,
Yerwada, Pune,
Maharashtra 411006
Telephone no 020 6602 6666
Website www.Bajajallianz.com

COMPANY MISSION, VALUES, AND VISION

VISION

To be the first choice insurer for customers

To be the preferred employer for staff in the insurance industry

To be the number one insurer for creating shareholder value

MISSION
As a responsible, customer focused market leader, we will
strive to understand the insurance need of the consumers and translate it into
affordable product that deliver value for money.
A Partnership Based on Synergy
Bajaj Allianz offers technical excellence in all areas of General and Health
Insurance, as well as Risk Management. This partnership successfully
combines Bajaj Finservs in-depth understanding of the local market and
extensive distribution network with the global experience and technical
expertise of the Allianz Group. As a registered Indian Insurance Company and a
capital base of Rs. 110 crores, the company is fully licensed to underwrite all
lines of insurance business including health insurance.

CORE VALUES:

Our core values are the never-changing definition of who we are and what we
stand for. Our values are the guiding force behind every workplace action and
decision and they define what we collectively stand for as an organization.
At Bajaj Allianz LIFE Insurance,

Treat all customers with warmth and respect

Understand and manage customer expectations
Listen and are empathetic to the customer
Engage with the customer in the long term

 Lead change
Look for opportunities to innovate at every level
Empower others to take responsible decisions
Show tolerance for failure
Are accessible to all
Are fair and transparent
Are open to feedback
Keep commitments
Trust each other to do a good job and give due credit
Own up to mistakes
Take collective ownership for success and failure
Respect divergent views and own the decisions taken
Put organizational interest above team and individual interests
Consciously include and respect people from different backgrounds
Set new benchmarks of excellence

 Are open to new ideas for raising the bar

Take pride in their work and excel in what they do

HISTORY
Bajaj Allianz Life insurance Company Limited is a joint venture between
Allianz AG of Germany and Bajaj Auto Limited.
Characterized by global presence with a local focus and driven by customer
Orientation to established high earning potential a financial strength, Bajaj
Allianz. Life Insurance Company was incorporated on 12th March 2001.
The company received the Insurance Regulatory and Development Authority
(IRDA) Certificate of Registration (R3) NO116 on 3rd August 2001 to conduct
Life Insurance business in India.
Allianz AG one of the largest insurer in the world had joined hands with Bajaj
Auto one of the highly trusted name in the automobiles and household industry
in India for a joint venture for their insurance operation and is one of the few
Companies which is engaged in both Life and Nonlife Insurance Company
banner Allianz Bajaj Life Insurance Company Limited and Bajaj Allianz

General Insurance Company Limited. The Investment ratio between Bajaj and
Allianz is 26:74.
It is led by Anuj Agarwal, who is the Managing director and Chief Executive
Office of the company.
Allianz Group's Indian life insurance joint venture has changed its name to
Bajaj Allianz Life insurance from Allianz Bajaj life insurance (Bombay), Aug
4, 2004
ALLIANZ GROUP
Allianz Group is one of the world's leading insurers and financial
services providers. Founded in 1890 in Berlin,
Allianz is now present in over 70 countries with almost 174,000
employees.
At the top of the international group is the holding company, Allianz AG,
with its head office in Munich.
Allianz Group provides its more than 60 million customers worldwide
with a comprehensive range of services in the areas of
ALLIANZ AG- A GLOBAL FINANCIAL POWERHOUSE
Worldwide 2nd by Gross Written Premiums - Rs.4,46,654 cr.
12th largest corporation in the world
49.8 % of global business from Life Insurance

 Established in 1890, 110 yrs of Insurance expertise

70 countries, 173,750 employees worldwide

BAJAJ GROUP
Bajaj group is the largest manufacturer of two-wheelers and
three-wheelers in India and one of the largest in the world.
One of the largest 2 & 3 wheeler manufacturer in the world
21 million+ vehicles on the roads across the globe
Bajaj Auto finance one of the largest auto finance cos. in India
Rs. 9,050 Cr. Turnover & Profits of 538 Cr. in 2008-09
It has joined hands with Allianz to provide the Indian consumers
with a distinct option in terms of life insurance products.
As a promoter of Bajaj Allianz Life Insurance Co. Ltd., Bajaj
Auto has the following to offer Financial strength and stability to support the Insurance
Business.
A strong brand-equity.
An extensive distribution network.
Adequate experience of running a large organization

Bajaj Allianz life insurance

The fastest growing private life insurance company in India, with a

growth rate of 380%

Have sold over 650000 policies to satisfied customers

Is back by a network of 400 offices spanning the country

Ranked second among private life insurance companies in India

Assets under management Rs936 cr

Shareholder capital base of Rs267cr
Product tailored to suit your needs
Decentralized organization structure for faster response
Wide reach to serve you better-a national wide network of 400 branches
Specialized departments for banc assurance, corporate agency and
group business

Well networked customer care centers (CCCs) with state of art IT

systems

Highest standard of customer service and simplified claims process in

the industry

Key Persons

Organizational Design and structure

HUMAN RESOURCE DEPARTMENT

Products
Child Insurance Plans

Bajaj Allianz Life Insurance Child Plans are designed to ensure

that they suit all basic requirements for your child's future. It has multiple

premium payment and policy terms options, Guaranteed Maturity Benefit, cash
installment option, inbuilt Total Disability Benefit and much more. At Bajaj
Allianz life insurance, they believe in helping you to build a robust child plan
for your child's secured future.

Retirement Plan

A retirement plan is a systematic savings and investment plan that will help you
organize your finances and prepare for your retirement. With rising expenses
and inflation, it stands to reason that by the time you retire, the corpus needed
to maintain your lifestyle will be a verge one.
At Bajaj Allianz Life Insurance, they believe in putting the needs of the
customer first, always. they take the time to understand your current lifestyle
and your life goals, and work with you steadily to build a secure and
comfortable retirement plan for your future. Their plans are geared towards
helping you do so without sacrificing your needs of today.. Having a retirement
plan in place will help you fulfil all those dreams that you aspire during your
hard working days.

Savings plan

Financial priorities change over time, but a good savings plan lasts a lifetime.
Below are the five simple steps to create a successful savings plan:

Identify your saving goals

Determine how much you can save

Look for appropriate channel for savings plan

Make it a habit

Monitor your progress on saving plan

Bajaj Allianz life insurance offer a range of insurance-cum-saving plans that

will help you plan for various life goals. At the same time, they will protect
your family against unforeseen circumstances so that their dreams never have
to end. With Bajaj Allianz Life Insurance, you can make your dreams come true
by creating an effective savings plan, which will protect you against
unexpected hardships.

Investment Plan

Investment insurance is to secure your financial goals and objectives with

current investing resources that you have in hand. Investing your money takes a
great deal of time, tools and resources. When it comes to choosing what
investment to be done, one-size-fits-all approach just doesn't work. There isn't a
single investment insurance that will work for everyone. Bajaj Allianz life
insurance all have a unique set of savings goals, and it's only when you take a
closer look at them you will begin to get the answer for the best investment
insurance plan suitable for your needs and requirements

Team insurance

When an individual starts earning, he is expected to earn till the time he retires
and his family is dependent on his income. With his recurring income and his
savings, he fulfills his various financial goals. However, life is uncertain and an
unfortunate event such as death or permanent disability can cease his capacity
to earn. Hence every individual is required to protect his family against any
unfortunate incident attached to his life so that his family continues to enjoy the
same standard of living even if he is not alive.
The sole object of a term insurance policy is to protect the customer's family
from the financial implications of unfortunate circumstances that one cannot
foresee.
These term insurance plans are pure risk cover plans with or without maturity
benefit. These pure risk plans cover your life at a nominal cost and you may
want to take this term insurance plan to cover your outstanding debts like a
mortgage, a home loan etc.

Group plans

"One of the best ways to increase group cohesiveness is to make your group
members feel cared for. Bajaj Allianz life insurance , group insurance scheme
for your group members, employees and their families show them that their
organization cares not only for them but also their families. Bajaj Allianz Life
Insurance offer customized group insurance policy, which safeguard your
employees' interests and show your commitment towards them.

Awards and achievement

National Awards for Marketing Excellence 2016
Bajaj Allianz Life Insurance has received the SKOCH Awards for the
fifth consecutive year in 2016.

Bajaj Allianz Life Insurance has received the Most Valued B2B Brand
award in Insurance Sector at ASSOCHAM's National Brand Summit &
Excellence Awards 2016.

Bajaj Allianz Life Insurance has been conferred with Seal of Gold in
2016 for its "excellent" products in 2016

Bajaj Allianz Life Insurance has been awarded the "Best Use of Social
Media in BFSI" for its marketing initiative ULI Pedia V.2.0 and "Best
Social Media Integrated Campaign" for Junior Football Camp - Season
6 at the Social Media Awards @ Youth Marketing & Social Media Forum
2016

Bajaj Allianz Life Insurance has been recognized as the Best in

Employee Empowerment for "I am BALIC" at theHR Technology
Awards 2016 event

Bajaj Allianz Life Insurance has received ABP News Best Life Insurance
Company (Private Sector) Award for excellence and 'best-of-the-best
practices' in customer service, technology innovation and strategy

Bajaj Allianz Life Insurance has received ICONIC IDC Insights awards
2015 for excellence in employee engagement.
Bajaj Allianz Life Insurance has bagged the "Marketing Excellence in
BFSI Sector" award at the National Awards for Marketing Excellence
2015 organised by CMO Asia

Bajaj Allianz has received IAAA rating, from ICRA Limited, an

associate of Moodys Investor Services Claims paying Ability. This
rating indicates highest claims paying ability and a fundamentally strong
position.

Bajaj Allianz life insurance offers technical excellence in all areas of

Health Insurance as well as Risk Management.

This

partnership

successfully

combines

Bajaj

Autos

in-depth

understanding of the local market and extensive distribution network

with the global experience and technical expertise of the Allianz group.
Best Life Insurance Company (Private Sector) - 2015
BFSI VISION CSR AWARDS 2014

SWOT ANALYSIS OF BAJAJ ALLIANZ INSURANCE

STRENGTH
1. Global exposure in Insurance through Allianz SE and Strong Local
Implementation by Bajaj
2. Has network across 200 towns
3. Fundamentally Strong with good paying Capabilities
4. Allianz AG is an insurance conglomerate globally and one of the
largest asset managers in the world, managing assets worth worldwide
with 115 years of financial experience in over 70 countries.

WEAKNESSES
1. Lack of penetration in rural areas
2. Smaller Infrastructure as compared to established players
OPPORTUNITIES
1. Growing rural market potential
2. Urban Youth with growing income

THREATS
Economic crisis and economic instability
Entry of new NBFCs in the sector
Increasing awareness amongst people about securing their future.

COMPETITIORS

Competitors

SBI life insurance

ICICI prudential insurance
HDFC standard life
Life insurance corporation of India.
Tata AIG general insurance

CHAPTER 4

TASK ASSIGNED

TASK ASSIGNED

Sourcing the candidates

Sourcing in recruitment refers to the identification and uncovering of
candidates through proactive recruiting methodologies. Talent sourcing

strategies are formulated to fit a certain industry and targeted profiles so that
the best candidates from both active and passive talent pools will be found. A
successful talent sourcing strategy needs a few ingredients: dedicated sourcing
resources, sourcing expertise and a supporting technology.
The first step in candidates sourcing is to identify a number of potential
candidates for an open position. Nowadays recruiters are also using social
networks to identify candidates. This approach is limited because their work is
not entirely dedicated to candidates sourcing. Only a few companies have
recruitment departments with a dedicated sourcing function with the focus,
training and expertise to source effectively - And those that do have a very
limited capacity. At Serendi we regard the sourcing function as success critical
and that is why we have a ratio of 2:1 - two sourcing consultants to support one
recruitment consultant.
A professional talent sourcing strategy implies that all niches and candidate
channels on the web are searched for potential candidates. This means to
contact and network extensively and comprehensively with all appropriate
profiles, to leverage professional networking sites and sources like LinkedIn,
Xing, Video and Twitter and social networking sites and sources like Facebook
and MySpace. Searching these sites and the open web can be difficult and most
search strings when written are not well designed resulting in hundreds of
results - so the knowledge of how to build the right search strings is essential.

Once the pipeline of candidates has been built they need to be contacted. This
requires an email address, telephone number or the acceptance to connect on a
network (social or professional). A dialogue is initiated to evaluate the interest
of the candidate. Some of them will not be interested in a new position, some
will not have the required skills and some will not respond. On average
around 100 potential candidates need to be identified and contacted to close one
position.
Sources for Hiring
Various job portals:- A website dedicated to serving as an intermediary between
job seekers and companies in the selection process.
Creating a complete online recruitment/application section in the companys
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.
Bajaj Allianz Life Insurance Company has tie up with NAUKRI.COM job
portal. Also active in Times job .com and Monster.com portals.

Following are the general options all the Job-Portals have

 Keyword Search and/or Boolean Search

Experience range
Location Criteria
Education Criteria
Freshness of the resume ( showing resume in chronological order as
updated by the candidate )

As you login to the portal the above Home page appears, wherein we
come across Tabs like Main Menu, Jobs & responsibility ,Resdex,
reports & Administration.
For going into search engine click on Search resume (either under Main
Menu / under Resdex)

Once you open the resdex / Search resume you will come across above search
option available as per the need.
Advance Search: Basic search engine that can be used on a daily basis.
Wherein we can find CV on Key Skills, Experience Range, Salary Range,
Featured Resume: It in none other than Advance search.

Search Campus Fresher: It is paid service by Naukri wherein we can directly

contact fresher's.

On the search Criteria we have options of Boolean & Keyword Search:

1.

Boolean is used in case of Primary / Necessary skill search

2.

Keywords Search basically allows us a flexible search

option wherein we can specify the search in terms of OR (Eg.

Pro*C, Pro C, pro-c), any of words found in the resume should
be considered. In terms of AND (Eg. Java, Struts, Unix),
all the skills are mandatory. In terms of NOT (Eg. Tester i.e. to
exclude the CV containing word tester)

Followed by Basic details like, Experience, Location,

Qualification etc.

Once we have put up a search, you can also save the search for future reference
by following below steps:

Click on the cube besides

Click on Save To Folder

Save to select the CVs.

 There will open a command Save Resume, Click on Create a new

personal folder & save, then Enter a Name to
The folder & save.

Job Fair -A job fair, also referred commonly as a career fair or career expo, is
speed dating for companies and professionals job seekers. A job fair is an event
in which employers, recruiters, and schools give information to potential
employees. Job seekers attend these while trying to make a good impression to
potential coworkers by speaking face-to-face with one another, filling
out rsums, and asking questions in attempt to get a good feel on the work
needed. Likewise, online job fairs are held, giving job seekers another way to
get in contact with probable employers using the intern

Recruitment agency:A recruitment agency acts as an intermediary between an organisation that is

looking to employ someone and an individual who is looking for a job. A
recruitment agents main function is to source the most suitable person for a job
vacancy that they have been asked to fill. Recruitment agencies differ in their
approach but the general pattern is as follows:

The agency is sent a job description from the organisation that has an
open position

A shortlist of applicants is drawn up by the agency who select

individuals from the pool of CVs that they hold on their database.

The organisation selects their preferred individuals from the CV

selection and asks the agency to arrange and coordinate an interview.

Bajaj Allianz life insurance access Rojgari agency. many CVs of suitable
candidates sent for references.

Walk in InterviewA walk-in interview is a job screening that happens without an appointment or
scheduled meeting. They are common at career fairs and informal meet-andgreet sessions, and they tend to be relatively short and often consist of only a
few questions. Employers may offer candidates a job at the end, but more often
than not, the meetings are used as a way to quickly narrow down the applicant
pool. Top candidates are often invited for a more formal interview at a later
date.

Conducting the screening level telephonic interview.

Format for Initial Phone Interview for the Specific Position
Develop a question that will assess the experience of the candidate in the
position you are recruiting. (Example: How many years of inventory
management experience do you have?)
Response:
Develop a question that will assess the experience of the candidate specific to
your needs. (Example: Tell me about your experience with an inventory of over
half a million parts.)
Response:
If the candidate's responses to these questions satisfy the phone interviewer,
proceed with the interview.If not, tell
If currently employed, what would need to change at your current position for
you to continue to work there?
Response:
Determine Candidate's Work Environment and Cultural Needs
Describe your preferred work environment.
Response:
Describe the management style you exhibit and prefer.

Response:
What must exist in your work place for you to be motivated and happy?
Response

Managing the MIS (DATA Tracker)

The process of recruitment starts from the various procedures of separating the
better applicants from others by Aptitude, Personality and Technical tests. After
this step of obviating the contenders, the next step is very important where the
HR dept. has to keep a proper database on each and every selected candidate
along with all their important data. This type of collection of data is usually
done every time the company goes for recruitment at a particular place but
apart from it, with recent advances in storage facilities and need of data
analyzing for better recruitment, the companies have started to keep old data
from previous recruitment which is much larger and need to be properly
organized to utilize it well. Though, this type of database is smaller as
compared to database of the whole batch of candidates, it is very much helpful
in companys other recruitment situation where certain candidates could be
easily eliminated on the basis of their poor performances in previous interviews
instead of re-taking their interview from the scratch
Features present in MIS of Recruitment and Selection:
Easy filtering by selection of proper filters
Proper Data Entry facility without requiring much knowledge about MIS

 Access Management and Control

Flexibility of format of CV or Resume of applicants
Data Analysis facility which provides Feedback on Recruitment process and
changes required, if any

The applicants who have been previously screened for

recruitment
The applicants who have been selected in interviews but were not for final

appointment
The applicants who fit the present criteria recruited in other dept. of
organization which could be replaced by other applicants from the screened
applicants
The applicants who are having a decent recommendation from trusted
organizations or persons
Results of all the online/written or any such other tests of the candidates
Description about performances of the applicants in the various segments of
the interview procedure
and further discussion about salary, allowances, etc.

 We can easily have results of present and previous recruitments for

comparison and reference by use of MIS.
Organizing the data of recruitment in files would be more difficult with such a
variety of details of the different types of jobs in different departments of the
company and data of candidates
. Other factors that affect the data security and quality of Recruitment and
Selection data are system crash, manual mistakes and threats of virus,
spywares, etc.
Risks related to quality of such important information is top priority of any
organization and this is where the MIS system has its part to play. Also, this
data doesnt reach the team members of HR dept. even to people with the
proper access authorities at times and so, if a HR leaves a company, there is
more chance of the company losing all the data of all recruitments done until
now
. DATA ENTRY
. Entering the data is quite important and is also useful but problem occurs
when data is lost or some error occurs and we are not able to access the data.
The entry process is basically divided into two categories: Before the interview
and after the interview category Entry of data before the interview:
The data before the interview mainly contains basic information of the
candidate like his/her education and experience. Before the interview all this

data should be entered. All this data should be entered by the same person so
that simplicity would be maintained.
Interview, interviewers and interview results, etc. are the data related to
interview. Nature of this data should be confidential. Family details, medical
details, salary negotiations, etc. type of sensitive data are also included. Due to
this all this data should be maintained safely.
It is very difficult to decide who should enter the data. Structure of
organization, type of interview and interviewers and other environmental
conditions decides this. The way is that the interviewer should enter all this
kind of data. The problem with this is that there may be multiple interviewers
and apart from that external consultant may also be there. Solution of this is
that is having a coordinator of the organization who used to do the entry. If any
of these fails to do the entries then the HR Manager enters the data into the
database. Integrity and Validation of Data:

Job profiles assigned for Sourcing

Online sales assistant.

Back office.

 Team leader.
Relationship manager.
Associate area manager

Competency Required for Job profiles

Online sales assistant-

Job Summary Deliverables :

-Goal sheet in place for team with clear growth path and monetary
benefits .
-Should be sound in technology usage like social media, Chat platform &
high end customer interactive tools.
Should be skilled in objection handling and negotiations skills.
-Need to ensure Daily collection Target or the monthly target.
Require Smart and dynamic communication &convincing skills.
-Need to adhere set quality standards and scripts for customer services
Core competencies (Functional)
Good communication skills.

 Should carry Good computer Knowledge .

Should be ready to learn process and products.
Able to maintain customer relation.
Core competencies (Behavioural):
- Good written and spoken communications
- -convincing skills
- Interpersonal and analytical skills
- Capacity to work under pressure.
-

Previous Experience (Required and preferred)- Min 2 yrs

Age- 21 &above

Industry to be hired from- 1. Insurance 2. call centre (voice

experience)
Education qualification Graduate &above(mandatory)Fresher

Relationship Manager
Employee should have sales experience.
Qualifications/Experience:
Graduate in commerce/any other field .
1-2 years of experience in operations/customer service.
Preferably from the insurance or financial industry.

Essential Skills
Strong process building skills
Interpersonal and interdepartmental skills
Strong number crunching.
Strong problem solving skills
Flair towards innovative approaches.

LEARNING FROM PROJECT

In a duration of two months, learnt about the Sourcing the right candidate for
the required Job profile through different methodologies. What kind of
techniques are required.
Through sourcing and conducting the screening level interview learnt about
How competency based approach to recruitment and selection of staff can help
organisation make it an effective and successful investment of time, money and
expertise.: How the organisation is clear regarding the competencies and skill
sets required by the job; selection processes encourage a good fit between
individuals and their jobs, managers and staff have the required skills and

competencies; individual skills and abilities are matched to the requirements of

the job; and evaluation of work demands and staffing are accurate.
However, sourcing is also more than specialized resume search and candidate
name generation. Sourcing is also an integral part of any companys overall
hiring and talent acquisition strategy. Sourcing also refers to the strategy
surrounding large portions of hiring effort. For example, it might be necessary
to source the next generation of management talent through a comprehensive
college recruiting program. A company might need to formulate a sourcing
strategy for skilled machine operators in a certain city where they open a plant.
Sourcing is therefore not relegated to unique searches, but the term can
encompass deep organizational talent strategy issues and in general, the
practice and need to acquire human talent for any source of business need.

By Conducting Screening level interview , learnt about Determining if a

candidate is unsuitable for your companys position midway or towards the
end of the hiring process is frustrating . For all of these reasons, conducting a
thorough pre-screening interview is essential for an efficient and headache-free
candidate hunt.How screening level helps hiring managers and employers save
time. While a candidate may appear to be suitable on paper, an informal
interview over the phone can help determine the extent of his or her skills and
experience along with a preview of personality and social aptitude.

, screening also allows the candidate a more in-depth understanding of the

position. Applicants can voice their own understanding of the position and
salary requirements in order to determine whether it seems attractive to them.
This will also allow the employer to correct any misconceptions the candidate
may have about the position ensuring that the potential employee fully
understands the companys expectations. By the end of the interview, company
and the candidate will have a much better understanding of whether to continue
the hiring process or stop right there

CONTRIBUTION TO THE ORGANISATION

Profiles Assigned

Candidates shortlisted

Online sales assistant

44

Back office

Team leader

Relationship Manager

20

BIBILOGRAPHY

BOOKS: Gareth Robert (1997) ,Recruitment and Selection- A competency

Approach. CIPD Publication
K. Aswathappa (2001),Human Resource and Personnel Management

Website

www.google.com

www.competencycore.com

www.bajajallianzlife.com