A PROJECT REPORT ON

RECRUITMENT AND SELECTION PROCESS OF TETRA TECH INDIA LTD.

BY: AKANKSHA GADIA

Table of contents
1. 2.

Acknowledgement Topic Introduction

3. Recruitment and selection cycle of tetra tech India ltd. 4. Practice of vacancy announcement 5. Manpower requisition form 6. Company should do self- recruitment or outside agency recruitment 7. Internal and external recruitment 8. Method of internal and external recruitment 9. Steps followed by TETRA TECH INDIA LTD. for recruitment at naukri.com 10. Matrix 11. short- listing of the employees 12. Factors for short- listing the candidates 13. Selection 14. Types of test that are conducted after short- listing 15. Purpose of taking the interview of candidate 16. Types of interview 17. Strength and weakness of structured interview 18. Reasons of choosing the structured interview

ACKNOWLEDGEMENT
I would like to express my gratitude and sincere thanks to my project guide Miss Aruna K., HR AND ADMIN OFFICER, TETRA TECH INDIA LTD. And maam Poonam Kaul, MANAGER HR AND ADMIN, TETRA TECH INDIA LTD., for installing confidence in me to carry out this study and Extending valuable guidance and encouragement from Time to time,

Without which it would not have been possible to undertake and complete This project.

Topic Introduction
Recruitment
Recruitment is the process in which vacancies are searched in the organization and try to attracting the large pool of candidates in the less cost.

Selection
Selection is the process in which the capable employees are selected who meets to our requirement and call them for the interview and for further procedures.

Recruitment and selection cycle of TETRA TECH INDIA LTD.

Practice of vacancy announcement

In Tetra tech India ltd. If any department has new job opening or any vacancy they would inform to HR department. And also provide the job description accordingly HR department would start recruitment. When they have vacancy applicants have to fill the manpower requisition form.

Company Should do self recruitment or outside agency recruitment?

First of all company should look for internal recruitment then go for external recruitment. Because internal recruitment is less costly and less time consuming for the company because in the internal recruitment employees of the company got promoted and they already know about the rules and norms of the company. So it becomes less time consuming and they also comfortable to the organization and no extra cost will occur. Organization will also go for external because they seek to new talent it can be done through various sources.

INTERNAL AND EXTERNAL RECRUITMENT INTERNAL RECRUITMENT

Internal recruitment means promoting, transferring the internal employees of the organization at the higher post, or if any recruitment got wrong then they can improve it. it is done only within the company.

External Recruitment

External recruitment means hiring the person from outside the organization. When new talents are required for the organization. They will search from various sources mentioned below.

METHOD OF INTERNAL RECRUITMENT Promotion and transfer

In promotion the employees are internally recruited to the higher posts by checking their past performances. It makes them loyal towards the company. They can contribute their 100% potential. It is less costly because the outside cost will save. It is less time consuming. And the person is also comfortable with the organization. So orientation is not needed. Transfer done internally from one department to another department. If any wrong placement is done so for improving it and for maintaining the levels of people if they are extra in any department.

Employee ReferralsIn this the present employees refer to their family, friends or any Person who is suitable for the organization and they are comfortable with. For it they will get some incentives also. And it will also become less Costly for the organization. It also helps the organization in fulfill their social responsibilities. They will also provide the one week salary of the new employee to the referral.

Internal notifications (advertisement)The vacancy is announced internally so that the other employee knows about that and refers about the suitable employee.

Methods of external recruitment

Professionals and trade associationsMany institutions provide the placement to their members. They give advertisement which helps other job seekers to recruit. It helps to attract the highly educated and skilled peoples.

AdvertisementIt is a popular method of recruiting. In these want-ads tells about the particular vacancy and tell them to apply. This can be done through various sources newspaper, journals, magazines etc. advertisement should be clear and must contain about the job description, working conditions and other facilities.

Walk - ins, talk - ins, write - ins

Walk- INS direct apply the applications. They are generally unsolicited and are free from the long process of the recruitment. They are generally preferred because of less cost. While write - INS send the written enquires. These are requested to fill the written forms for the further inquires. Talk- INS is not required to fill the forms.

E-RECRUITMENT:In this type of Recruitment Company prefer the internet as main source of recruitment. As Tetra tech India ltd. Also prefer naukri.com as their main source of recruitment. This is called online recruitment. its scope is increasing now day by day.

Steps followed by tetra tech for recruitment at naukri.com

Step 1:- first of all go to naukri.com then click to employers zone. Step 2:- open your id which was registered at the site naukri.com. Step 3:- after opening the id click at resdex. Now another page will display then click to search resume. Step 4:- now another page will display. Fill the information you want in the resume. For example:Designation/ key information mechanical engineer Place Delhi / Trivandrum

Experience 10-15 years Salary 3- 5 lakhs Step 5:- If proper C.V. will not displayed then you can mention the UG/PG or both qualification then the similar C.V. would display. And you can also mention the functional area/ role for the C.V. now required C.V. would display. Step 6:- now many C.V. display check them and select which match to your requirement. For example:y In C.V. click at mechanical engineer then c. v. in short would display click at download then dialog box display click at open for check and download the c.v. y Again clicks at download then click at save. Dialog box would display and click at save. Then specify the location of your folder for saving in the p.c. y Now click at save which is beside download then to folder. Now dialog box will display. Specify the path of your folder at naukri. It will save in the naukri. y By following the same steps you can save more C.V. you want. y Now you have to make the matrix of this c.v. Step 7:- now go back to the main page where many C.V. are available. Click at the personal folders. Now go to the folder where you saved c.v. Step 8:- now click at the download and a dialog box will display. Now give the numbers of c.v. For example 11-18

Now click to save then specify the location where you want to save then save and close. Step 9:- now your matrix is ready. Copy it into excel and edit it according to your requirement. You can delete the row and columns which you dont need. And edit it according to your requirement. This is the way how we do recruitment at naukri.com Example of a matrixDownl oaded Date Folder Name '20-May-11

akanksha

Serial Name Work Resume Title Current Current Annua Numb of the Experience Employer Designa l er Candid tion Salary ate 1 Laijuth 9 4 Design Engineer Mechanical MS Design INR ankach Year( Month Tetratech, Engineer 3.90 an s) (s) Trivandru Lac(s) m 2 Pratha 5 8 B.E. Mechanical Engineering Lakshmi Design INR p Year( Month with 5+ year experience in the Technolog Engineer 3.60 s) (s) team of Design and y and Lac(s) Development of Aerospace Engineerin components, Machine tools g and Textile machineries Industries Ltd 3 Ganes 6 0 Design Engineer - Mechanical Convertea Design INR h Year( Month m EDC Engineer 5.0 s) (s) Private Lac(s) Limited 4 B.Nand 9 11 Design / Project - HVAC / Bouygues Sr. INR hakum Year( Month MEP / Mechanical Engineer Batiment HVAC 6.50 ar s) (s) with 9+ years experience Internation Design Lac(s) al Engineer 5 Sathish 7 0 Sr. Design Engineer - Engine Axis IT & Sr. INR Babu R Year( Month Component Design and T Ltd. Design 5.0 s) (s) Detailing using Pro/Engineer Engineer Lac(s) WF 4.0 and PLM. 6 Shinto 7 0 Mechanical Design Engineer Cheng Design INR Mathe Year( Month with 7 Yrs Exp Hua Engineer 6.0 w s) (s) Engineerin Lac(s) g

U.G. Course

B.Tech/ B.E.

B.Tech/ B.E.

B.Tech/ B.E.

Post Diplom a B.Tech/ B.E.

B.Tech/ B.E.

D. Anil 9 0 B.E (Mechanical Engineering), Kumar Year( Month Seeking assignments in s) (s) Engineering Design, New Product Development, Manufacturing, Testing and validation and Materials with an organization of repute lalita 5 7 B.E, mechanical with 5.7 mahes Year( Month years exp.in Prsssure vessel h s) (s) design engineer

Barry Sr. INR B.Tech/ Wehmiller Design 0.0 B.E. Internation Engineer Lac(s) al Resources , Chennai BGR Sr.Engin INR B.Tech/ Energy eer 3.90 B.E. Systems Mechani Lac(s) Ltd cal Design

Short listing of the employees When H.R. sends the C.V. to the respective departments. They short- list those C.V. according to their requirements. That which employee will be suitable for their given job. First of all they will judge the C.V. then short- list them accordingly. Then they will take the telephonic interview of the applicant. And again short list the candidates accordingly. Then they will call the applicants for the face to face interview. Then H.R. head and and the heads of all the departments sit together and judge to the candidate astheir behavior, their psychology, competency power, communication skills, decision making pattern etc. they also do the salary negotiation with the suitable applicant. Then final applicant is called for the open offer. If applicant accepts the offer then salary is discussed and also the joining date is confirmed according to their suit. They had also given the appointment letter and the position is closed.

Factors for short- listing the candidatesy The C.V. should meet all the requirements which that particular job opening needs.

y He should meet the experience years which the job opening is needed. y He should have done the work in the industry of the particular field. y He should match the salary offered by the company. y His qualification should be match according to the job. y He should have the proper software knowledge. y He should have the good communication skills. y The candidate should be long- term committed to the company. They not take the candidate who leaves the organization frequently. If hire at the casual basisy He should have the proper knowledge about the project. y What are his pre- project experiences? y He had done the work in the similar industry or not. Then after these short listing telephonic interview is arranged and then the face to face interview with the short- listed candidates. Then job offer to the final candidate and if he accept then position is closed. This is the recruitment and selection cycle of the tetra tech India ltd. SELECTIONTypes of test that are conducted after short- listing the candidatesWritten test- in this type of test the applicant has to give the written test and his abilities are judged here. Interview- it can be face to face and can be telephonic. It is done for judging the abilities of the applicant. It is preferred way for choosing the candidate. Software- it is done to judge to check the software knowledge of the applicant.

Simulation- in this type of test candidate has to make the artificial environment to judge his abilities. Behavioral- This type of test is done for judging the behavior of the candidate. TETRA TECH INDIA LTD. do their selection process through the interview method and it is the most preferred way to do the selection because in this interviewer can judge the candidate face to face. And can ask the questions for judging the candidate. And can make the quick decisions.

PURPOSE OF TAKING THE INTERVIEW OF THE CANDIDATE When TETRA TECH INDIA LTD. Recruit the people they generally prefer the interview for the selection of the employees. In the interview they judge the efficiency of the candidate. Psychology of the candidate, negotiation power of the candidate, actual competency power, skills, communication skills, behavioral skills, decision making power are also judge in the interview. They also provide the detail job description about their job. And also do the negotiation of the salary. Interview helps in obtaining the additional information from the candidate. In the interview an interviewee can explain the company policies, job, products manufactured etc. interview helps in building the companys image among the candidates that can attract the pool of employees.

TYPES OF INTERVIEW

STRUCTURED INTERVIEW- in this type of interview, all the formal discussions happens. The interview is pre-planned and pre-structured according to the job requirements. The items for discussions and questions are structured. And many experts from different areas are allotted for their area of expertise. In this interview fixing the value, time, panel of interviews, opening and closing, intimating the candidates officially takes place.

UNSTRUCTURED INTERVIEW- in this type of interview, nothing is preplanned or structured. In this type of interview candidate has the freedom to show his knowledge on a particular area. In the interview they also provide the information on the various items related to their job.

ONE TO ONE INTERVIEW- in this type of interview, interviewer has to see that the candidate has the knowledge in that field or not and the jobseekers has to show that his\her qualification will be beneficial for the company.

PANEL INTERVIEW- in this type of interview, a candidate is judged by the panel or group of experts. one expert is not enough to judge the candidate because of the lack of knowledge. Many organizations follow this type of interview and tetra tech India ltd. Also use this strategy to judge the candidate with the help of experts. In this they judge the candidates and

make the decision based on his performance. By considering the weighted of each factor.

STRESS INTERVIEW- this type of interview aims of testing the job behavior and level of judgment during the period of stress. Interviewer tests the candidate by putting him under stress in different situations. It could be

DEPTH INTERVIEW- in this type of interview, the candidate is examined in the core area in depth by the experts. They examine them by posing relevant questions and want critical answers for them. Because they have to check their knowledge by depth.

FOLLOW-UP INTERVIEW- companies take the interview of the candidate many times only to confirm that he\she is the perfect employee for the company. Sometimes they have the difficulty between the short- listed employees. So it is for confirmation of your skills.

SEQUENTIAL INTERVIEWS- it consist of a series of panel or individual interviews. Its purpose is to give various individuals or groups a chance to interview and assess a candidate.

Tetra tech India ltd. Arrange their interview generally in the structured form. With pre-determined questions.

STRENGTH AND WEAKNESS OF STRUCTURED INTERVIEW Advantage- in this type of interview all the candidates get the equal opportunity to prove their skills. The questions which were pre-structured in such a manner that an interviewer would obtain all the knowledge about the candidate. Disadvantage- It is time consuming because it requires comparison from many candidates. It requires the expert to decide the questions and arrangement for the interview. It is basically data collection so it is not necessarily reliable.

Strength This type of interview helps a interviewer to measure the skills and knowledge of the candidate. It also helps in taking the views of different candidates at the particular topic. It is easy for comparing because all the candidates are asked same questions. It also provides the reliable data because candidate asked face to face. It is relatively quick and easy to create in compare to other interviews. It establishes the formal relationship between the interviewee and interviewer. WEAKNESS If candidate size is large then it becomes time consuming. The quality of data is depending upon the questions asked. Candidate cant modify the questions. Expert is required so also expensive. It requires pre- planning also. It is difficult for the others to compare the candidates for the complex

issues. There is limited scope for the candidates to speak at any topic. They cannot speak in depth.

REASONS OF CHOOSING THE STRUCTURED INTERVIEW This type of interview is generally chosen in the selection because y It is straight forward. it has pre- determined questions so that the candidates can compared easily. y The job-skills can check easily in the candidate. y They can take the different views of the candidate at the different topic. y They can check the skills and core-competencies of the candidate. Such as written and verbal communication, decision making, time management, team building and interpersonal skills. y All the necessary data can be collected in this type of interview. y The data is reliable because data is collected directly from the candidate. y It gives the equal opportunity to all the candidates to show their skills. y It takes less time than other type of interview and is more organized. These are the reasons why structured interview preferred in the selection.