A PROJECT REPORT

ON
“RECRUITMENT AND SELECTION PROCESS
AT “HDFC BANK”
In Partial Pursuing of The

Requirement of the award of the Degree of

MASTER OF BUSINESS ADMINISTRA TION

GEA NATIONAL COLLEGE

GUWAHATI, INDIA
(Recognized by Punjab Technical University)

Submitted by:

Miss-Pinky Boro

Roll No. - 9208230219

Session: 2009-2011
 OFFICE OF THE DIRECTOR

GEA NATIONAL COLLEGE, GUWAHATI, INDIA

CERTIFICATE

This is to certify that Sri Pinky Boro, a student of our college of MBA third

semester holding Punjab Technical University Roll No. 9208230219 has

done his project titled “Recruitment and Selection Process at HDFC

BANK”.

I found him good during his course tenure in our college.

I wish her all success in life.

Nabajyoti Bharali

Director

GEA National College

 C E R T I FI C AT E B Y GU I D E

This is to certify that Miss Pinky Boro, a student of our college of MBA

third semester has done his project titled “RECRUITMENT AND

SELECTION PROCESS AT HDFC BANK” for the partial fulfillment of MBA

degree.

I found him good during his course tenure in our college.

I wish her success in life.

Project Guide Ram P.

Pokhrel

Department of Management

GEA NATIONAL COLLEGE

 ACKNOWLEDGEMENT

At the very outset, I would like to express my sincere thanks and

gratitude to my respected Institutional guide Mr. Ram P. Pokhrel sir for

his invaluable suggestions, advice and inspiration.

I would like to thank the Mr. Prantim Thakur sir, the Faculty Member of

Management studies of our college who helped me a lot in completing

this project successfully.

Lastly, I would like to express my whole hearted thanks to all my

classmates and well wishers for their encouragement, advices that have

made this project a possible venture in my life.

I am very thankful to almighty, my parents and all my friends.

Thanking you all.

PINKY BORO

MBA 3rd semester student

GEA National College

Guwahati
 C o nt en t s

• PREFACE............................................................... PAGE NO.1

• EXECUTIVE SUMMARY......................................... PAGE NO.2

• AIMS & OBJECTIVES...... ......................................PAGE NO.3

• METHODOLOGY.................................................... PAGE NO.4

• ABOUT THE AREA OF STUDY........................ PAGE NO.5-16

• AN OVERVIEW OF THE ORGANIZATION......... PAGE NO.17-29

• ANALYSIS & INTERPRETATION.................... PAGE NO.30-33

• MAJOR FINDINGS........................................... PAGE NO.34

• RECOMANDATION........................................... PAGE NO.35-36

• CONCLUSION................................................. PAGE NO.37

• LIMITATION............................................. PAGE NO.38

• BIBLIOGRAPHY...............................................PAGE NO.39
 PREFACE

A internal project is required to be undertaken in an esteemed

corporate organization towards fulfillment of MBA degree (under GEA
NATIONAL COLLEGE) in Human Resource Management. There after a
detailed report is to be submitted to the institution for critical
assessment.

The research provides an opportunity to a student to demonstrate

knowledge, skill and competencies required during the project. The
training project helps to know the problems in the organization and to
suggest them how to get rid of those problems.

In today’s changing business world every organization needs people

with specialized knowledge & skills. They must place right people in the
right job. With this purpose, I have undertaken a project report entitled “A
STUDY ON RECRUITMENT & SELECTION PROCESS AT HDFC BANK LTD.”

In order to make the data & findings easily understandable efforts

have been made to present the information in a simplified & organized
manner. Suggestions & recommendations have made on the basis of
findings here in.

1
 EXECUTIVE SUMMARY

HDFC BANK is the one stop shop for requirements of services in

the area of insurance, optimum Investment, financial coverage and
losses, moral benefit and health Option etc.this is backed by HDFC
Bank is support the widest in the country. The objectives of the
project was to understand how financial consultant play important
role for company.

The main objective of the project on HDFC Bank is to understand

the recruitment and selection of financial consultant more
effectively a new efficiently. Because financial consultant plays
most important role in the business. The project report is about
recruitment and selection process that’s an important part any
organization .Which is considered as a necessary asset of a
company? In fact, recruitment and selection gives a home ground
to the organization acumen that is needed for proper functioning of
the organization. It gives an Organizational structure of the
company. It’s a methodology in which the particular organization
works and how new candidates could be recruited in such a way
that he/she would be fitted for the right Kind of career. The
objective of selection decision is to choose the individual who can
most successfully perform the job from the pool of qualified
candidates. Selection process or activities typically fallow a
standard Patter beginning with an initial screening interview and
concluding with final employment decision.

2
 Aims & objectives

 Studying the organization structure of

“HDFC BANK”.

 2. To suggest other effective methods of

recruitment & selection which can be adopted
by HDFC BANK?

3
 Methodology

1. Sources of Data
Data may be obtained either from primary or from
secondary sources. Primary source is one that itself
collect the data and a secondary source is one that
makes available data, which was collected by some
other agency.

2. Secondary Data-

Secondary data are those data, which refer for already gathered and
available data in contrast with primary data. There may be internal
sources within the firm external these sources may include books of
periodicals, internet etc.For the collected of the secondary data -

1. Books on the subject.

2. Internet.

3. Analysis of Data-
The information gathered are the features and benefits,
eligibility and documentation and fee and charges
regarding the loan. Analysis is done in terms of
theoretical concepts. Analysis of loan is done by make
comparison between HDFC Bank other banks.

4
 ABOUT THE AREA OF
STUDY

I N T R O D U C T I ON

Recruitment and selection are two of the most

important functions of personnel management.
Recruitment precedes selection and helps in
selecting a right candidate.

Recruitment or manpower selection process is the first step in the employment of

labour and the methods through which labour is brought into industry has much
to do with the ultimate success or failure of such employment.

Staffing is one basic function of management. All

managers have responsibility of staffing function
by selecting the chief executive and even the
foremen and supervisors have a staffing
responsibility when they select the rank and file
workers.

Human Resource is a basic need of any work to be done. According to

ARTHUR LEWIS:

“There are great differences in development between countries 
which seem to have roughly equal resources, so it is necessary to  
enquire into the difference in human behaviors”
The project report is all about recruitment and selection process that’s an
important part of an organization. Recruitment highlights each applicant’s
skills, talents and experience. Their selection involves developing a list of
qualified candidates, defining a selection strategy, identifying qualified
candidates, thoroughly evaluating qualified candidates and selection.

RECRUITMEN-
Recruitment is “hiring” of employees from outside.
Recruitment has been regarded as the most important
function of the HR department , because unless the right
type of people are hired, even the best plans, organization
chart and control system would not do much good.
Recruitment is the discovering of potential applicant for
actual or anticipated organizational vacancies.
Accordingly the purpose of recruitment is to locate
sources of manpower to meet the job requirements and
job specification.
It is defined as “a process to discover the sources of
manpower to meet the requirements of staffing schedule
and to apply effective measures for attracting the
manpower to adequate number to facilitate effective
selection of an effective workforce”.
Yoder points out that recruitment is a process to discover
the sources of manpower to meet the requirement of the
staffing schedule and to employee effective measures to
attracting that manpower in adequate number to facilitate
effective selection of an effective workforce.
If the HR department fails to identify the quality and the
number of persons to be recruited and also fails to
procure the services of persons with required
qualifications, skill and caliber continuously time may
come ultimately when all the qualified persons have
retired and no qualified persons remains in the
organization. Therefore, the importance of recruitment and
selection of the right type of persons at right time is
indispensable to the organization.
6

SELECTION-

Selection is a negative process and involves the

elimination of candidates who do not have the
required skills and qualification for the job
proposed. Also it is a process of differentiating
between applicants in order to identify and hire
those with greater likelihood of success in job.
According to Yoder “the hiring process is of one or many
‘go-no go’ gauges. Candidates are screened by
the employer and the short-listed applicants go
on to the next hurdle, while the unqualified once
are eliminated”.
The objective of selection decision is to choose the
individual who can most successfully perform the
job from the pool of qualified candidates. It is the
system of function and devise adopted in a given
company to ascertain whether the candidate’s
specifications are matched with the job
specifications and recruitment or not. Selection
process or activities typically follow a standard
patter, beginning with an initial screening
interview and concluding with final employment
decision. The traditional selection process
includes: preliminary screening interview,
completion of application form, employment test,
 comprehensive interview, background
investigation, physical examination and final
employment decision to hire.

7
SOURCES OF RECRUITMENT

Basically, the sources of recruitment are two

types:
a) Internal sources.
b) External sources

A) Internal sources-
Internal sources include personnel already on the pay roll
of an organization. Filling a vacancy from internal sources
by promoting people has the advantages of increasing the
general level of morale of existing employees and of
providing to the company more reliable information about
the candidate. Among the internal sources, may be
included promotions transfers, and response of
employees to notified vacancy.

B) External sources-
1. Advertisement.
2. Employment Exchanges.
3. Campus Recruitment.
4. Unsolicited Applicants.
5. Labour Contractors.
6. Employee Referrals.
7. Field Trips.
8

METHODS OF RECRUITMENT
The Recruitment methods in to three
categories-
1: Direct method

2: Indirect method

3: Third party method

DIRECT METHOD-
The direct method includes sending of the recruiters to
different educational and professional
institutions, employees contact with public and
mannered exhibits. One of the widely used
methods is sending the recruiters to different
colleges and technical schools. This is mainly
done with the cooperation of the placement office
of the college. Sometimes, firms directly solicit
information from the concerned professors about
student with outstanding records.
INDIRECT METHOD -
Indirect method involves mainly advertising in
newspapers, on the radios, in trade and professional
Journals, technical magazines and brochures
Advertisements in newspapers and or trade journals and
Magazines are the most frequently used methods. Senior
post is largely filled with such methods. Advertising is a
very useful for recruiting blue color and hourly worker, as
well as scientific, professional, and technical employees.
Local newspaper can be good sources of blue collar
workers, clerical employees and lower level administrative
employees. The main point is that the higher the position
in the Organization the more dispersed advertisement
9
is likely to be. The search for the top executive might
include advertisement in a national periodical, whereas the
advertisement of the blue color jobs usually confine to the
daily newspaper.

THRID PARTY-

State or public employment agencies are also

known as the employment or labour exchanges, are
the main agencies for the public employment.
Employers inform them of their personnel
requirement, while job seekers get information for
them about the type of job are referred by the
employer these include the use of commercial or
private employment agencies, state agencies, and
placement offices of schools colleges and
professional associations recruiting firms,
management consulting firms, indoctrination
seminars for college professors, and friends and
relatives. Private employment agencies are the most
widely used sources. They charge a small fee from
the applicant. They specialize in specific
occupation; general office help, salesmen, technical
workers, accountant, computer staff, engineers and
executives. State or public employment agencies
are also known as the employment or lab our
exchanges, are the main agencies for the public
employment. Employers inform them of their
personnel requirement, while job seekers get
information for them about the type of job are
referred by the employer.

10

METHODS OF SELECTION

1. Application Blank.

2. Initial Interview of the candidates.

3. Employment Tests.

4. Checking References.
5. Medical Examination.

6. Final Interview.

11
 Objective of Recruitment

1: To attract with multi dimensional skills and experience that suite

the present and future organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people

to the company.

5: To search or headhunt people whose skill fit the company’s

values?

6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just within the company.

9: To design entry pay that competes on quality but not on quantum.

10: To anticipate and find people for position that doesn’t exists yet.

12
 Objective of Selection

1. Perception & Hello effect.

2. Fairness.

3. Pressure

13
 Process of Recruitment

Human Resource Planning

Assessment of External and

Internal source

Employee Requisition

Employment Exchange and

Agencies.
Job Specification and Job
Description
Advertisement

Evaluation of sources-
Deputation
a. Internal.
b. External.

Methods of External Trade and Competitive sources

Recruitment

14

Human Resources Planning-

Human resource planning is the predetermination of the future
course of action chosen from a number of alternatives courses of
action for procuring, developing, managing, motivating,
compensating, career planning, and succession planning and
separating the human element of enterprise. It determines a
conscious choice of patterns of the humanization of work
environment in an organization.

Job Specification and Job Description-

Job Specification:
Job Specifications translate the job description into terms of the
human qualifications which are required for a successful
performance of a job. A job specification or man specification is a
statement of the minimum acceptable human qualities necessary to
perform a job satisfactorily. It tells what kind of person to recruit
and for what qualities that person should be tested.

Job Description:
Job description gives a precise picture of features of each job in
terms of task contents and occupational requirements. Job
description describes ‘jobs’ not ‘job holders’. It is define the scope
of job activities, major responsibilities and positioning of the job in
the organization.

15
Employment Exchange and Agencies-
The field agencies of the NES have now developed into the
important manpower organization. Under the instructions of the
Central and State Government, recruitment in the public sector is
made through them for all vacancies outside the purview of the
Public Service Commission. Since day-to-day administration of the
employment services was delegated to the state in 1965.It is
essential that the National Employment Service should operate at a
uniformly high level of efficiency throughout the country. There
should be uniform standers, policies and procedures in all States to
enable the Service to work as a well-knit and co-ordinate
organization.

Advertisement-
Advertisement in newspapers, trade journals and magazines is the
most frequently used method. In order to be successful, an
advertisement should be carefully written. If it is not properly
written, it may not draw the right type of applicants who are not
qualified.

16
AN OVERVIEW OF THE ORGANIZATION
COMPANY PROFILE OF HDFC BANK LTD

HDFC BANK Ltd was promoted in the premier housing finance

company of the country, HDFC Ltd. The Bank commenced
operation as a Scheduled Commercial Bank in january1995.Today
the Bank has a nationwide network of over 1725 branches and
4232 ATMs spread over 779 towns and cities across India. The
Bank’s American Depository Shares (ADS) are listed on the New
York Stock Exchange (NYSE) and The Global Depository Receipts
(GDPS) are listed on Luxembourg Stock Exchange. The bank has
been bestowed with numerous awards accolades from top national
and international agencies and magazines.

HDFC Bank comprises of a dynamic and enthusiastic team

determined to accomplish the vision of becoming a
world-class Indian Bank. Our business philosophy is
based on our 4core values customer Focus, Operational
Excellence, Product Leadership and people. We believe
that the ultimate identity and success of our bank will
reside in the exceptional quality of our people and their
extraordinary efforts. We are committed of hiring,
developing, motivation and retaining the best people in
the industry. The Bank’s objective is to build sound
business franchises across distinct business so as to be
a preferred Provider of banking services for target retail
and whole sale customer segments. We are committed to
healthy growth in profitability while ensuring the highest
levels of ethical standards. Professional integrity,
corporate governance and regulatory compliance.
 17

MISSION-

"To achieve our objectives in an environment honesty

and towards of our clients, employees, vendors and
society ".

VISION-

To be respected World-class Corporation and the leader in

HDFC Bank Ltd. In productivity, profitability and customer
satisfaction.
 18

MANAGEMENT PROFILE

Board of Directors

Mr. C. M. Vasudev holds a Master's Degree in Economics and Physics. He

joined the Indian Administrative Services in 1966. Mr. Vasudev has worked as
Executive Director of World Bank representing India, Bangladesh, Sri Lanka
and Bhutan. He has worked as Government nominee Director on the Boards of
many companies in the financial sector including State Bank of India, IDBI,
ICICI, IDFC, NABARD, National Housing Bank and also on the Central Board
of the RBI. He was also member secretary of the Narasimhan Committee on
financial sector reforms. He also chaired a committee on reforms of the NBFC
sector. He also worked as Joint Secretary of Ministry of Commerce with
responsibility for state trading, trade policy including interface with WTO.

Mr. Aditya Purl holds a Bachelors degree in Commerce from Punjab University
and is an associate member of the Institute of Chartered Accountants of India.
Mr. Aditya Puri has been the Managing Director of the Bank since September
1994. He has about 36 years of banking experience in India and abroad.
Prior to joining the Bank, Mr. Purl was the Chief Executive Officer of Citibank,
Malaysia from 1992 to 1994.
Mr. Puri holds 3, 37,953 equity shares in the Bank as on March 31, 2010.

19

Mr. Mistry is Vice Chairman & CEO of Housing Development Finance

Corporation Limited and Chairman of GRUH Finance Limited. He is also a
Director on the Board of HDFC Developers Limited, Shrenuj & Company
Limited, HDFC Standard Life Insurance Co. Ltd, HDFC ERGO General
Insurance Co. Limited, Infrastructure Leasing & Financial Services Limited,
Sun Pharmaceutical Industries Limited, The Great Eastern Shipping Company
Limited, Hexogen Publishing Limited, HDFC Asset Management Company
Limited, Great ship (India) Limited, Intel net Global Services Pvt. Ltd., Griha
Investments-Mauritius, Association of Leasing & Financial Services
Companies, India Value Fund Advisors Pvt. Limited and Torrent Power
Limited.

Mr. Ashim Samantha holds a Bachelor of Commerce degree from University of

Bombay and has wide and extensive business experience for nearly 35 years.
He has vast experience in the field of bulk drugs and fine chemical.

He is a Director of Sam anta Organics Private Limited, Nautilus Trading &

Leasing Private Limited, Ashish Rang Udyog Private Limited, Shakti Cine
Studios Private Limited, Samantha Movies Private Limited and Shringar Films
Ltd. Mr. Samanta has also been engaged in setting up and running of film
mixing, editing and dubbing studio Mr. Samanta holds 600 equity shares in the
Bank as on March 31, 2010.

20

Dr. Pundit Palande has Ph.D. degree in Business Administration and completed
an Advanced Course in Management from Oxford University and the Warwick
University in UK. Dr. Palande has been working as a director of School of
Commerce and Management for 19 years in Yashwantrao Chavan Maharashtra
Open University (YCMOU). Dr. Palande is Ex. Pro-Vice Chancellor of
YCMOU.

Dr. Palande is neither a director on the Board of any other company nor a
member and Chairman of any committee(s) of the Board of Directors of any
other company.
Dr. Palande does not hold equity shares in the Bank as on March 31, 2010.

Mr. Patho S. Datta is an Associate member of the Institute of

Chartered Accountants of India (ICAI). He joined Indian Aluminum
Company, Limited (INDAL) and was with INDAL and its parent
company in Canada for 25 years and held positions as Treasurer,
Chief Financial Officer and Director Finance during his tenure.
Thereafter he joined the Chennai based Murugappa Group as the
head of Group Finance and was a member of the management Board
of the Group, as well as director in several Murugappa Group
companies. Post retirement from the Murugappa Group , Mr. Datta
was an advisor to the Central Government appointed Board of
Directors of Satyam Computers Services Limited during the
restoration process and has also been engaged in providing business
strategic and financial consultancy on a selective base.

21

An alumnus of the Bombay University and a Chartered Accountant,

Mr. Bobby Parikh joined Arthur Andersen in 1984 and specialized in
the area of Tax and Business Advisory services. He was made partner
in 1995 and assumed responsibility as the Country Managing Partner
for Andersen in 1998. In 2002, a significant portion of Andersen's
practice in India was combined with that of the Ernst & Young
organization in India. Mr. Parikh became the Chief Executive Officer
of Ernst & Young in India and held that responsibility till December
2003. In October 2004, Mr. Parikh joined others in forming BMR &
Associates, a professional services firm focused on providing
innovative, high quality tax and regulatory services.

Mr. Paresh Sukthankar has done his Masters in Management Studies from
Jamnalal Bajaj Institute of Management Studies, Mumbai. Paresh Sukthankar
has been with the Bank since its inception in 1994. Mr. Sukthankar has overall
approval, supervision and control responsibilities for the Bank's Credit and
Risk Management function -covering the corporate and retail credit portfolios
as well as the treasury activities. Mr. Sukthankar also has supervisory
responsibility for the Finance and Human Resources functions and leads
various strategic initiatives of the Bank. Prior to joining HDFC Bank, Mr.
Sukthankar worked in Citibank for around 9 years, in various functions
including corporate banking, risk management, financial control and credit
administration. He has been a member of various committees formed by
Reserve Bank of India and Indian Banks' Association (IBA).

22

Mr. Harish Engineer is a Science Graduate from Bombay University

and holds a Diploma in Business Management from Hazarimal
Somani College, Mumbai. Mr. Engineer has been associated with the
Bank since 1994 in various capacities and is responsible for
Wholesale Banking at present. Mr. Engineer has over 40 years
experience in the fields of finance and banking. Prior to joining the
Bank, Mr. Engineer worked with Bank of America for 26 years in
various areas including operations and corporate credit management.
Mr. Engineer is neither a director on the Board of any other company
nor a member and chairman of any committee of the Board of
Directors of any other company in India. He is member of the Board
of Boston Analytics, Boston (USA).
Mr. Engineer holds 50,100 equity shares in the Bank as on March 31,
2010.

Mrs. Renu Sud Karnad, Managing Director of Housing Development

Finance Corporation Limited - India (HDFC), is a graduate in law
from the University of Mumbai and holds a Master's degree in
economics from the University of Delhi. She is a Pravin Fellow -
Woodrow Wilson School of International Affairs, Princeton
University, USA. She has been employed with HDFC since 1978.

23

HISTORY OF HDFC BANK LTD

HDFC Bank was incorporated in 1994 by

Housing Development Finance Corporation
Limited (HDFC), India's largest housing finance
company. It was among the first companies to
receive an 'in principle' approval from the
Reserve Bank of India (RBI) to set up a bank in
the private sector. The Bank started operations
as a scheduled commercial bank in January
1995 under the RBI's liberalization policies.

Times Bank Limited (owned by Bennett,

Coleman & Co. / Times Group) was merged with
HDFC Bank Ltd., in 2000. This was the first
merger of two private banks in India.
Shareholders of Times Bank
24

Received 1 share of HDFC Bank for every 5.75

shares of Times Bank.

In 2008 HDFC Bank acquired Centurion Bank of

Punjab taking its total branches to more than
1,000. The amalgamated bank emerged with a
base of about Rs. 1, 22,000 corer and net
advances of about Rs.89, 000 corers. The
balance sheet size of the combined entity is
more than Rs. 1, 63,000 corers.
 25

MILESTONES

2009

• HDFC Bank Bags Asia money Award for the Best

Domestic Bank HDFC Bank offers electronic payment
collection facility to Guruvayoor Devisor.

• HDFC Bank launches ‘Merits’ Scholarship

Programmed. The Asian Banker declares HDFC Bank
the Best Retail Bank.

2008
• HDFC Bank Ties Up With Postal Department,
Extends Rural Reach

• HDFC Bank Wins ‘Masco IT User Award The Year'

• HDFC Bank Opens Its First Overseas Branch In

Bahrain

2007

• HDFC Bank has signed an agreement with Tata Pipes

to offer credit facilities to farmers across the
country.
2006

• HDFC sets up two more branches in AP

• Osama to join hands with HDFC Bank for consumer

loans.
26

2005

• TMB forges alliance with HDFC Bank

• HDFC Bank inaugurates first ATM in Hotel

2004

• Mr. Ranjan Kapur & Mr. Bobby Parikh appointed as

Additional Directors

• NMCE inks pact with HDFC Bank for warehouse

receipts

2003

• HDFC Bank unveils resident foreign currency

account.

• HDFC Bank unveils co-branded credit card with e-

Sever.
2002

• HDFC Bank unveiled a new online account

aggregation service One View'.
 • HDFC launched 'One View' service to customers

27

2001

• The Bank has opened its first branch in Aurangabad.

• HDFC Standard Life Insurance has entered into a

memorandum of understanding with the Chennai-
based Indian Bank.

2000

• HDFC Bank also signed a memorandum of

understanding with Singapore telecom's e-
commerce arm Sesami.Com Pvt Ltd.

• The Bank latter also entered into a partnership

agreement with National Computer Systems, the e-
commerce unit of SingTel.

1998

• HDFC Bank has tied up with the Ahmadabad Stock

Exchange (ASE) Act as its clearing bank.

• HDFC Bank proposes to strengthen its branch

network in Calcutta the addition of two new
branches in the first quarter of the fiscal.
1997

• HDFC has installed state-of-the-art systems to

facilitate Inter-connectivity between branches and
link up with on line system.

28

• The bank has also recently signed up as a

depository participant, Under the newly set up
NSDL, wherein the member clearing accounts
Settlement for dematerialized shares can be done
Through the bank.
1996

• HDFC Bank has entered the banking consortia of

over 50 corporate Including some leading
multinational companies, flagship company
business houses and strong public sector
companies.

1995

• The Bank opened its first branch in Ramon House at

Church gate Mumbai on January 16th.

• The Bank has created an efficient operating system

using well tested state-of-the-art software.
 29

Analysis and interpretation

RECRUITMENT & SELECTION PROCESS OF HDFC

BANK

Recruiting and selecting the right people is paramount

to the success of the HDFC BANK LTD. and its ability to
retain a workforce of the highest quality. Recruitment
and selection policy sets out the procedure to ensure
that the best people are recruited on merit and that are
the recruitment process is free from bias and
Discrimination.

PRINCIPLES:
Following are the guiding principles for recruitment and
on-boarding process.
• Attracting and recruiting the right people is one of the
most important activities of the organization and is the
responsibility to be owned by each and every employee of
the organization.
• Merit will be the single most important factor in
selection process.
• They will ensure a diversity, both gender and ethnicity
by targeted candidate sourcing with the help of
recruitment vendors and the referral program.
• While skills and profile matching play an important
role, they will hire people who are team players and
have the right attitude most relevant to the culture of
the organization. Attitude is as important as aptitude.

30

• They believe in becoming a company of giants and

emphasis is in hiring people who can grow bigger and
better than they presently are.
• They believe in providing their employee with fulfilling
career paths. Towards this, they will post vacancies
internally as a preferred option while evaluating
external candidates.
• They believe that each candidate interviewed
irrespective of whether she/he is selected should
become a friend of the organization. They treat all the
candidates with the utmost respect. They will be open
and fair in communication with them; this way they also
enhance the brand image of the organization.

• They will continuously assess, identify and cultivate

strategic talent pools including those at the universities,
management schools, and community forums to address
their long term needs.

HIRING APPROVAL-
• All recruitment activities shall be undertaken based on
the hiring plan as approved by the Business Head, HR
Head & the CEO. For each approved position, a hiring
requisition will be required prior to initiation of any
recruitment activity. If the hiring was not included in the
planned budget, it will also require approval from the CEO
based on a recommendation from the Head HR and the
CFO.
• Recruitment expense will be allocated to the concerned
business unit, and expenditure should be preapproved by
the business unit head and thread.
31

CANDIDATE SOURCING:

The hiring manager along with the Human Resource

Department would decide the channel / source to use
based on the nature of the recruitment. The following
sources of recruitment may be considered:

Internal Sources:
Whenever any vacancy arises, the
possibility of fulfilling the requirement
internally via reassignment and
relocation, re-allocation of the
responsibilities or internal promotion
will be explored by the hiring function
along with the HR Department.

Internal job postings to explore internal candidates.

• Employee Referrals – HDFC will encourage
employees to refer suitable candidates for open
positions.

• Other external sources include:

- Recruitment agencies
- External job postings
College / campus requirement
Requirement advertisements

32

APPLICATION PROCESSING-

HDFC will process all applications promptly and inform

the applicant or source regarding the status of the
application. HDFC will respond to all solicited
applications within 5 working days of receiving the
application.

INTERVIEW PROCESS

• All candidates are required to undergo a face to face

interview with the interview panel before selection.
• Interviews may be conducted at a place at mutually
convenient locations and time in an effort to maintain
confidentiality of the hiring effort.
• One on one meeting shall be preferred as the
interview format, however depending on the constraints
panel interviews / telephone / video conference
screening could be used.
• For recruitment at junior levels, job fairs, universities
etc, where large volume of candidates, HDFC will use
recruitment tests for purpose of short listing. The
candidate may be tested on the basic aptitude,
analytical skills or other skills required for the job of the
candidates.
• The interview process will focus on the evaluating the
candidates suitability in terms of the job description and
fit within the organization.
• Each interviewer will complete the interview feedback
form and submit it to HR. HR will compile the results
from a various interviews and provide these to the line
manager for the final decision.
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Major findings

HDFC Bank has got the most structured recruitment

process in India.

• HDFC BANK generally selects new employee from

campus recruitment programs in most major
institutes such as college, job fair, and
advertisement.

• About 80% of the recruits in “HDFC BANK “are fresh

graduates who are hired from various campuses as
well as off-campus recruitment initiatives.

• The Interview is of Purely HR Based. There will be

Two Persons. One Younger and One Elder. Younger
One makes to keep us cool, where as Elder one
fire the Questions on us.
 • The candidate may be tested on the basic aptitude,
analytical skills or other skills required for the job
of the candidates.

• The other source of recruitment is through

references, natural market and Consultants.
• For most of the prospects attending 21 days training
is a major problem. As the timings for the training
are full time 10:30 am to 5.00 p.m.

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Recommendations

On the basis of my research I would like to recommend

some steps which may result in more effectiveness of
recruitment & selection process.

1. Psychometric tests have to be conducted to

assessing the personality of the applicants –
will they fit in?

2. Look for different skills as well as the ideas of

the candidate at the time of recruitment and
selection process.

3. Adopting adequate recruitment procedures to

employ efficient and talented people.. Job
responsibilities have to be clearly explained to
 the candidate before the joining formality is
done.

4. Campus recruitments, job fairs may attract

more skilled and talented employees towards
the organization.

5. Provide orientation training to all new

employees before their initial work
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6. Assignments and to all current employees who

receive a different task or job.

7. Referral scheme has to be encouraged more at

times when the requirement is urgent.
 36

Conclusion

Recruitment is essential to effective Human

Resources Management. It is the heart of the
whole HR systems in the organization. The
effectiveness of many other HR activities, such as
selection and training depends largely on the
quality of new employees attracted through the
recruitment the recruitment process.
Policies should always be reviewed as these are
affected by the changing environment.
Management should get specific training on the
process of recruitment to increase their
awareness on the dangers of wrong placements.
Effective recruitment is important in achieving
high organizational performance and minimizing
labor turnover. As of now HDFC Bank Ltd. has a
team of effective human resource which is
efficiently managing the organization at its best.
Though the recruitment process adopted by the
organization needs to be improved, challenges are
ahead for the HR Department to recruit people
after the effect of recession.

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Limitations

Time Constraints - The duration of the

project is only 2 months. In this duration we have
to finish the project so the sample size considered
for this project is also limited which may give
some misleading outputs.

LACK OF INFORMATION-As it is an internal

project the data have been collected from internet
& journals. Here I faced problems in finding the
necessary data about the organization.

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BIBLIOGRAPHY

“HUMAN RESOURCE MANAGEMENT”

WRITTEN BY – DR.R.P.SINGH.

“PERSONNEL MANAGEMENT AND INDUSTRIAL

RELATION”
WRITTEN BY- BISWANATH GHOSH.

SEARCH ENGINE: GOOGLE

Web sites:

WWW.HDFC BANK.Com

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