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COMPANY PROFILE
‡ Oracle Corporation is an American multinational computer
technology corporation.

‡ Headquartered in Redwood Shores, California, United States


and employing 105,000 people worldwide.

‡ Oracle had the third-largest software revenue, after Microsoft


and IBM.
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ÊEFINITION OF RECRUITMENT

‡ According to Edwin B. Flippo,´ Recruitment is


the process of searching the candidates for
employment and stimulating them to apply for
jobs in the organisation µ.
RECRUITMENT NEEÊ

‡ PLANNED

‡ ANTICIPATED

‡ UNEXPECTED
OURCE OF RECRUITMENT

  
‡ Transfer
‡ Promotion
‡ Demotion
‡ Upgrading
‡ Retired employees
‡ Retrenched employees
‡ Relatives
OURCE OF RECRUITMENT

 
‡ Advertisements
‡ Employment Exchanges
‡ Campus Recruitment
‡ Walk-Ins, Write-Ins and Talk-Ins
‡ Consultants
‡ Contractors
‡ Displaced persons
‡ Acquisitions and Mergers
‡ Competitors
TRENÊ ARE BEING EEN IN
RECRUITMENT
‡ Outsourcing.

‡ Poaching.

‡ E-Recruitment.
TAGE INVOLVEÊ IN RECRUITMENT

‡ Identifying a need
‡ Analysing the job
‡ Attracting candidates
‡ Pre-selection
‡ Selection
‡ Appointment
‡ Induction
ÊEFINATION OF ELECTION

‡ According to Thomas stone ´Selection is


the process of differentiating between
applicants in order to indentify and hire
those with a greater likelihood of success on
the jobs. µ
ELECTION PROCEÊURE

SCREENING
PRELIMINARY RECEIVING
OF
INTERVIEW APPLICATIONS
APPLICAITONS

REFERENCE EMPLOYMENT
INTERVIEW
CHECKING TESTS

MEDICAL FINAL
EXAMINATION SELECTION
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Recruitment Targets for Oracle


O   
O O

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ources of
Man Power
upply

INTERNAL EXTERNAL
INTERNAL

Present Employee Previous


employees referrals applicants
Y Present employees
‡ First choice.
‡ Present employees by way of promotions and transfers

[ Employee referrals

‡ Employees can develop good prospects for their families & friends by
acquainting them with the advantages of a job with the company

‡ furnishing cards of introduction,

‡ and even encouraging them to apply.


r Previous applicants
‡ Those who have previously applied for jobs can be
contacted by mail.

‡ A quick & inexpensive way to fill an unexpected opening.

‡ This is possible through a master database that the


company maintains containing the details of all the
previous applicants for the various vacant posts
EXTERNAL

CAMPU OFF OB


CAMPU FAIR

ENGINEERI MANAGEM
NG ENT
 

‡ Posts of technicians, engineers, floor managers etc.


‡ Agencies: TAPL
‡ Institutions: Like B Schools, degree colleges,etc.
‡ Most widely used by the Oracle Websites & success rates:
www.indiatimesjob.com * ‰0%
www.monster.com * 80 %
www.naukri.com * 50%
‡ External recruitment enables the company to get the best candidate.
‡ Orcale prefers external recruitment from agencies and institutions as
it·s a giant company and internal recruitment proves to be
inadequate as its yearly targets are very high.
TYPE OF RECRUITMENT
CAMPU
‡ Placement officer to handle recruitment functions.

‡ Expensive process, even if recruiting process produces job offers and


acceptances eventually.

‡ A majority leave the organization within the first five years.

‡ Major source of recruitment for prestigious companies.

‡ Campus recruitment programs in most major engineering institutes


such as IITs, RECs etc. and at premier management institutes such as
the IIMs.
Engineering Institutes
‡ To bring on board the next generation of bright, young and
talented leaders for the company.
‡ Student Interaction with the Orcale recruitment teams.
‡ Oracle hires graduates from all disciplines, and MCA students at
the campuses.
Management Institutes
‡ Hire from all disciplines with or without prior work experience in
software or other fields.
‡ All applications are pre-screened based on academic credentials.
‡ Short-listed candidates are usually invited for an interview as part
of the selection process.
OFF CAMPU

‡ It is the event for those candidates who do not get selected


during campus recruitment.

‡ The process remains the same; it just aims at giving those


candidates a chance that were not able to go through the
process before.

‡ These candidates also go through the same two rounds,


here only the scale and basis on which they are evaluated
changes.
OB FAIR 

‡ Job fair is where several companies come under one roof


for seeking eligible candidates who can join their
company, after going through certain recruitment process
followed by them.
RECRUITMENT PROCE FOLLOWEÊ
BY ORACLE

Advertising in local
newspapers of all the states Oracle banners are put up, 3
specifying the venue & date to 4 counters used
of the job fair.

After the test , registrations


for the next group start. A logic test of 45 minutes ,
Simultaneously previous English test of 15 minutes,
papers are evaluated & the where in one is suppose to
candidates are selected for write an essay, to check their
interview based on the cut- handwriting, vocabulary and
off marks. sentence framing ability.
Selected candidates
are informed then The process is
and there by repeated for the next
displaying the list and set of candidates.
are given the offer.

Job fair takes place


for 3 to 4 days.
AÊVERTI EMENT
 
‡ News papers
‡ Magazines
‡ Web

‡ Advertisements contain proper information like the job content,


working conditions, location of job, compensation including
fringe benefits, job specifications, growth aspects, etc.

‡ The advertisement sells the idea that the company & job are
perfect for the candidate.
WALK-IN , WRITE-IN & TALK-IN

‡ - * Common and least expensive approach . Job


seekers submit unsolicited application letters or resumes. Direct
applications provide a pool of potential employees to meet
future needs.

‡ -
 * send written enquiries. They are asked to complete
application forms for further processing.

‡   involves the job aspirants meeting the recruiter (on an


appropriated date) for detailed talks. No application is required
to be submitted to the recruiter.
CON ULTANT
‡ Seeks help of consultants who are in the profession for recruiting &
selecting managerial & executive personnel.
‡ Nationwide contacts and lend professionalism to the hiring process.
They also keep prospective employer and employee anonymous.

INÊU TRIE
‡ Orcale also hires experienced professionals from the industry at
various mid-level and senior positions.
 
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teps Involved

   

 

 
 
   
 
 

 

 



   

Background
Information
Y Initial screening of interviews

‡ A preliminary interview is conducted so as to select the suitable


candidate who can go through further stages of interviews.

‡ Post of engineers degree * ‰0% cutoff on an average.


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‡ 

‡   
 
‡ 2011 pass out - B.Tech / MCA / M.Sc.
‡ B.Tech
[CS/IT/EE/EC/Instrumentation/Mechanical/Production
/Civil/Chemical] / MCA / M.Sc [Maths].
‡ ‰0% in X, XII, 55% in UG [for MCA / M.Sc] and ‰0% in
B.Tech / MCA / M.Sc.
‡ Not be more than 1 year gap between Class XII and
Undergraduate / Engineering.
‡ Not be more than 1 year gap between Undergraduate and
MCA / M.Sc.
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‡  






‡     

 
 

   
     
‡   
 
‡ 8-12 years of experience in good understanding of the
banking backend processes
‡ Good communication & presentation skills, quick learner,
result oriented, multitasking & good team player.
‡ MBA [Finance/Marketing]
[ EMPLOYMENT TE T

   


   

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V Background Information

‡ ORCALE requests names, addresses, and telephone numbers of


references for the purpose of verifying information and perhaps,
gaining additional background information on an applicant.
‡ References are not usually checked until an applicant has
successfully reached the fourth stage of a sequential selection
process.
‡ Previous employers are preferable because they are already
aware of the applicant·s performance.
‡ It normally seeks letters of reference or telephone references.
4      
‡ Blood test
‡ Urine test
‡ Blood pressure
‰ Final Employment decision
‡ After all these processes follow up is done i.e., the selected
person is induced and placed at the right job.

‡ Training is provided on regular basis that is monthly,


quarterly.

‡ These trainers have the experience of about 15-20 yrs.

‡ In one batch there are ‰0 employees who are sent for


training.
@ Special thanks
@ Priyanka Kumbhat HR executive  Oracle