Project Stuti
Project Stuti
Project Stuti
ON
TALENT ACQUISITION PROCESS
AT
TO THE NEW
A report submitted to
Asian School of Business, Noida
as a partial fulfillment of Full time
Bachelor of Business Administration (BBA)
Affiliated to Ch. Charan Singh University, Meerut
CERTIFICATE
This is to certify that the dissertation entitled Talent Acquisition and Campus
Recruitment at TO THE NEW is submitted to Asian School of Business, in partial
fulfillment of the requirements for the award of the Bachelor of Business
Administration, and is a record work by Tomar Stuti Ashok, Enrollment No.-
ASB/BBA/2017-20/134. The project has been done under my supervision &
guidance and the project has not formed the basis for the award of any degree
or other similar title to any candidate.
SIGNATURE SIGNATURE
Internal Examiner External Examiner
DECLARATION
I, the undersigned solemnly declare that the project report titled Talent
Acquisition and Campus Recruitment at TO THE NEW is based on my own
research work. The work contained in the report is original and has been done by me
under the supervision of Mr.Jyoti Swaroop Mohanty. The work has not been
submitted to any other Institution / University for any other
degree/diploma/certificate or by any other candidate in this institution. I have
followed the guidelines provided by the institution in writing the report. Wherever I
have used materials (data, theoretical analysis, and text) from other sources, I have
given due credit to them in the text of the report and given their details in the
references.
SIGNATURE
I express my warm thanks to Ms.Manisha Bisht and Ms.Charu Balani for their
support and guidance at TO THE NEW.
I would also like to thank my project guide Mr. Jyoti Swaroop Mohanty from ASIAN
SCHOOL OF BUSINESS, NOIDA and Ms.Sahar Yaqoob from TO THE NEW and
all the people who provided me with the facilities being required and conductive
conditions for my BBA project.
Thank You,
The purpose of this internship was to explore and learn the various
HR practices that the company follows.
Objective:
Methodology:
Various methods or tools used for completing the work assigned is:
1. Telephonic Interview
2. Use of Checklist
3. Portals :-
Naukri.com
Linked in
4. Questionnaire
Key Observations/ Findings:
Limitations:
TCS
INFOSYS
WIPRO
Wipro, founded in 1945 entered into IT domain in the year
1980 and since then has become one of the biggest IT
Company in the world. The company is headquartered in
Bengluru, India and is headed by Azim Premji. It was the
first software company to get SEICMMI Level 5 back in
2002. The CEO of the company is Abidali Z Neemuchwala.
HCL
TECH MAHINDRA
1. Mind Tree
2. Mphasis
1. Bangalore:
Bengaluru is known as the Silicon Valley of India. Notable
tech park are Electronics City Phase I &
II, ITPL, Bagmane Tech Park, Embassy Golf Links,
Manyata Tech Park, Global Village Tech Park, Embassy
TechVillage.
2. Chandigarh:
3. Chennai:
4. Hyderabad:
5. Kochi:
6. Pune:
1. Paytm
2. Tally
IT in Hospitals
IT in Educational Places
IT in Railways
IT in Research
IT in Medical Shops
Future Aspects
The CEO of the company is Deepak Mittal and Raman Mittal. The
Company deals with entire gamut of product engineering including user
experience including user experience design ,web & mobile application
development, cloud, devOps, testing and infrastructure managed services to
transform business digitally.
The company attributes its success to belief in its philosophy. To The New
was well known as “IntelliGrape Software” and from a modest beginning
in 2008 by opening its first branch in Noida (U.P.).the organization evolved
into a center of excellence, employing 900-950nos.(approx) consisting of
officers, staff, workers. The company has emerged as one of the most
recognised companies in providing technical assistance in form of various
services that it provides domestically as well as globally.
To The New sevices from an integral part of the portfolio of many leading
companies in India as well as abroad Multinationals giants.
Geographical Spread:
TO THE NEW provides services to a large geographical area covering-
Noida
Gurugram
Singapore
Malaysia
Indonesia
Dubai
1) Technical
2) Non-Technical
Vice President
Senior Manager
Manager
Deputy Manager
Assistant
Senior Executive
Executive
Trainee
Hierarchy of Non-Technical Domain is as follows:
Team Manager
Trainee
COMPANY’S PARTNERS:
The partner with forward thinking cloud service providers and other
businesses Venture such as:
DOMESTIC CLIENT –
TATA Sky
GLOBAL CLIENTS –
Viacom 18
SONY
Times Internet
MX Player
ZEE TV
HDFC
Toyota
Make in India
LG
The other plan for future is that the company will increase the head
count by 500 by the end of year 2019.
ACHIEVEMENTS:
1. Data like implementation using Open Source Tech Stack & AWS
Services
2. TO THE NEW was engaged to capture descriptive and shot level
metadata for movies and TV Shows
3. Zee TV engaged TO THE NEW to optimize the video content from its 12
different regional channels and publish it on OTT Platforms like YouTube
and Ditto TV.
4. Delivered improved shipment traceability and performance through real
time customizable, interactive and actionable dashboards for delivery
5. TO THE NEW was engaged in creating content for both wen and mobile
platforms
6. Developed an integrated channel- centric cloud marketplace that enables
resellers and channel partners to seamlessly sell & promote cloud
products and services
7. TO THE NEW was ranked 47th- India’s best Companies to work for
2019, by the Great Place to work.
SERVICES:
1) DIGITAL TRANSFORMATION:
Digital Strategy:
Experience Design:
They work with the best of the web content management systems: Adobe
Experience Manager (AEM) and Drupal. AEM, a powerful suite of products
for delivering amazing digital experiences by adobe and drupal, a powerful
CMS with new versions and suite of tools for creating value in your content
supply chain by Acquia are the Global Leaders in the Web Content
Management Space.
Drupal:
The company helps you with Drupal consulting,
development and migration services including Drupal 8, a
powerful new suite with over 200 new features for building
scalable, robust and highly engaging websites and
applications. We deploy best-in-class Drupal engineering
practices for faster CMS implementations.
3) MOBILITY:
To The New cover the entire gamut of mobility solutions
including UX Design, Native and hybrid development and
mobile application testing.
Metadata Services
5) DIGITAL MARKETING:
The dedicated team of experts leverage the best-in-class marketing tools &
technology to create brand recall for your business. TO THE NEW
collaborates with its customers with a range of services that include Creative
& Design, Social Media Marketing, SEO, Media Planning & Buying, and
Digital Analytics & Marketing Automation. The Services provided by
Digital Marketing section of the company are:
Content Marketing
Digital Analytics
Social Listening
Marketing Automation
6) DevOps SERVICE:
DevOps Automation:
After auditing the existing setup and drawing the ideal
workflows, we set-up & automate your continuous delivery
pipeline. While automating the pipeline, we prevent risky
deployment and increase productivity using our robust
ecosystem of open source & licensed tools.
DevOps Management:
Apart from automating your processes, we help you to
manage the health of your continuous delivery pipeline. We
take care of release management, continuous deployment,
replica environment, new server setup, change
management and performance optimization on an ongoing
basis.
CSR INITIATIVES TAKEN BY THE COMPANY
Pahal Funds –
To The New aims to support causes that gives a meaningful impact on
the lives of the people. Pahal is a TO THE NEW's one of the initiatives
that works on monthly basis. They are partnered with NGOs and
contribute funds on the month basis. This is how they keep the CSR
wheel oiled and continue to contribute in the society.
Prayas -
TO THE NEW is also in partnership with Prayas Vidyalaya to provide
maximum aid in terms of time and money for the underprivileged
children.
Apart from the above mentioned practices, TO THE NEW performs
various other works like Tree Plantation on 27th April, Blanket
Distribution, did donations to the families of Pulwama Attack and
various other works.
3. OBJECTIVES OF THE PROJECT REPORT
1. I was responsible for the entire Recruitment Process starting from sourcing to
on boarding for various profiles like Account Directors, Digital Strategist,
Sales, Social Media Managers, Content Managers, 2D Animators, etc. For
sourcing I used different portals like Linked in, Naukri.com and on daily basis
I was performing the same activity.
Another process of job posting was through JOB POSTING on Naukri.com
and Linked In. I had gone through hundreds of applications on naukri.com and
linked in on daily basis. After shortlisting the candidates a telephonic
conversation was done to understand more clearly about the candidate’s
candidature for the required post. Along with this details like Marital status,
Current Company, Current Location, Current CTC, Expected CTC, Notice
Period, Reason for a job change, any other offer in hand, any extra
certifications, Time availability for the interview, etc were the things asked.
2. I was also responsible for Campus Recruitment Process starting from
searching of the colleges connecting to the TPOs for majorly profiles like 2D
Animators, Motion Graphic Designer, Digital colouring artist, Digital Line
Artist, MBA – Marketing, Human Resource. Herein details like Batch Size
and joining details were asked. This recruitment basically included three
stages – Online Assessment, Group Discussion and Personal Interview
(MBA). Also for hiring the interns the particular tool used by me was of
Internshala and Lets intern where in Job posting was done.
3. I was given the responsibility to manage and update the enrire database of the
company like:
Preparing the questionnaires for the interviewers so that they can give
a feedback after taking the interview
The company has the data from year 2014. My job was to update the
Database Tracker of the company by creating folders into OLD DB
TRACKER and NEW DB TRACKER.
I changed and maintained the nomenclature of all the dataof the
company. Other than this E-mail responses, creating different tabs on
fresh data was also done.
5. The Company organises a special Saturday drive for mass recruitment whether
it be for campus or for the experienced ones. This was also specially organised
for the applicants who were not able to appear for interviews on week days.
My responsibility was to manager the overall Interview process and keep
updating the current scenario, sending them to the correct panel for interview
and overall managing the drive.
6. Also the company provided the various training sessions and boot camps for
the required for different technical profile groups of the company. My
responsibility was to manage them being a part of the HR Team.
4. SCOPE OF THE RESEARCH
The Human Resource is the most important asset of an organization. The success or
failure and growth & future of an organization depends completely on quality of
humans HR acquires. The HRM (Human Resource Management) function was very
changing for the last decades due to lack of structural bundling and the outsourcing
of HR processes. But nowadays commencing HRM is having different impacts upon
organizations. Where Talent Acquisition is a foremost priority which needs much
broad strategic approach in the organization.
Talent Acquisition become more varied productivity levels in IT service since a good
employee with better efficiency can produce better result than an average employee
which has to be kept in mind while acquiring.
What is Talent Acquisition?
In the process of talent acquisition (TA), the mail goal is to recognize and meet all
the labor requirements a company may have. When used in the context of the
recruiting and Human Resources (HR), talent acquisition usually refers to the talent
acquisition department or team within the Human Resources department.
Talent Acquisition teams are usually responsible for finding, acquiring, assessing,
and hiring candidates to fill open job position.
Today's candidates go through different stages of candidate journey than they used
to few years back. When looking for jobs, they now have a lot of information
available. It is not enough to just show them open positions and expect them to
apply. Candidates now, after they become aware of your company and job opening,
need to be attracted to choose you as their employer of choice.
Recruiting and hiring the right people is by far the most important part of any
organization’s business plan. People are the largest investment of a company. Talent
acquisition is not only about filling open position; it’s about taking a long-term
strategy view for future positions as well. It’s about collecting relevant data and
keeping in touch with candidates until the right position open up. For this I have
prepare tracks and pipelines of the resumes and details about them which can help
later for any job opening.
5) On Board: The onboarding phase includes all of the activities that need to
occur during the first few days of employment. This includes completing the
company forms, enrolling in the employee in benefits programs, and
providing policies and other information. It also includes conducting an
initial employee orientation to the company (i.e. policies, practices,
departmental procedures).
Requisition
Sourcing
and Planning
Assess Hiring
On Board
Therefore in order to assess there are certain stages which are as follows:
Screening
Telephonic round
Written Test
Technical Round 1
Technical Round 2
HR Interview
Description of Activities:
2) Linked In
Strong Relationship
The process herein takes place with lot of activities that should be planned and
executed accordingly. The activities checklist is as follows:
Again sharing the updated results with the TPOs and the
Internal hiring team as well.
We would like to conduct the final placement process for candidates specialising in
B.Tech/MCA/MBA, who can join us in January 2020.
1. Java
2. Mobile Application Development (Android/iOS)
3. Front End Development / MEAN stack
4. Quality Engineering
5. Adobe Marketing Cloud
Eligibility Criteria:
Recruitment Process:
Essential Details-
Salary package, Shuttle Facility, Insurance, etc.
Chapter No.2:-
LITERATURE REVIEW
REVIEW OF LITERATURE:
Primary Data
Secondary Data
Primary Data:
The survey method is used to collect the primary data in this research as it is the
Analytical research to find out the shortcomings and area of improvements according
to the skill required for recruitment team. The data that is collected first hand
specifically for the purpose of facilitating the study is known as primary data. So in
this research the data is collected from respondents through QUESTIONNAIRE.
Primary Source of data:
Personal Interview
Questionnaire technique
Secondary Data:
The secondary data is also used in a lesser proportion to find out the name
and designation of the employer who are working with this organization and
the company profile. Secondary data refer to information gathered by
someone other than the researcher conducting the current study. Such data
can be internal or external to the organization and accessed through the
Internet or perusal of recorded or published information.
Secondary data provides a lot of data for research and problem and problem
solving. These are quantitative in nature.
Secondary source of data are:
Company Brochure
Internet
Websites
Business Magazines
Journals etc.
Sample Size:
The no. of respondents was 50.
Chapter No.4:-
Data Analysis &
Interpretation
Interpretation
This can be interpreted from the above chart that 71.4 % individuals prefer face to
face interviews rather opting for Telephonic or Skype Interview. This may help the
recruiters in understanding more about the knowledge, skills and experience of the
candidate clearly. The interviewer can gain a deeper insight to specific answers by
treating the questionnaire like a meaningful discussion and deducing the validity of
each response. Body language and facial expressions are more clearly identified and
understood.
From the above result of questionnaire 55.4% of individuals prefer Campus
Placements for the recruitment and selection process which ultimately raises a bulk
hiring option for the organisation. Campus Placement majorly contributes to the bulk
hiring, helps in reducing the cost and efforts of the organisation, promotes the brand
name and also builds up a strong relationship amongst the institutions and the
organisations.
Screening from the job portals may not be give appropriate results and a lot of
profiles at a time. Thus, Recruiters usually opt for Campus Placements so that young
minds can get an opportunity and then go for the other options for experienced
candidates such as Advertising agencies, Job Portals and Employee Referrals.
This can be interpreted from the above result that individuals prefer mostly two
rounds of interview for the selection process of an organisation. 71.4% individuals
have opted for two rounds.
Any organisation majorly conducts two to three rounds or maximum four rounds for
the selection process of the candidates which consists of-
Group Discussion
HR Round.
2. Interviews for Experienced Candidates –
HR Round
The main focus of the Talent Acquisition is on the essentials that are to be provided
to the candidates so that they get convinced as well as get interested for the Job
profile and turn up for the Interview. From the above result it can be concluded that
candidates usually gets attracted towards a good Salary Package and Brand Name
which also plays an important role in building the career of an individual. 35.7%
opted for salary package and 32.4% opted for the brand name.
The Essentials somewhat would be – Job Description or the Job Profile, the tasks of
the job, Designation, Salary Package and obviously the brand name.
This can be interpreted from the above result that 37.5% of recruiters select a
candidate on the basis of the knowledge of the project and how much the candidate
is updated with the recent trends and technology, rather teaching and training them
right from the starting. The other aspect of shortlisting the candidates is of the past
experience which again plays an important role in the selection process of the
Recruiter.
The Talent acquisition team has its various aspects and requirements for different
profiles in the organisation that they consider while interviewing an individual. They
do face many constraints in the hiring and selection process. From the above result
it can be stated that 43.6% recruiters face a problem when an individual gets selected
and because of the reasons like another offer letter, Notice Period, Salary constraint,
etc. they back out from the process. This affects the whole recruiting process and
thus, recruiters need to start from the scratch. Second reason is the talent that needs
to be judged whether the candidate is suitable for the profile or not.
It can interpreted that 61.1% recruiters think that technical rounds should be
mandatory for the interview process in the campus placement. Freshers’ do not have
any massive experience which can be further considered for their shortlisting. Thus,
Technical rounds helps recruiters to evaluate the candidates for their hiring process
which may further help the candidates as well as to refresh their practical and
theoretical skills.
Freshers’ are the young talents that recruiters majorly look for because they will
become the future faces of the organisation. Recruiters in the Talent Acquisition
team look for the internships and the live projects of the candidates and evaluate on
the basis of it as organisations and the corporates have been looking for such students
who have experienced the practical knowledge and exposure. From the above pie-
chart, it can be concluded that 67.9% individuals have opted for the Internships and
Live Projects.
Probation period means the “trial period” that you serve as a new employee in an
organization. It lets both the employee and the employer get to know each other
better before the organization can offer him/her a regular or permanent position.
Usually, the probation period is the training period and the period in which the
performance can be evaluated on the basis of the tasks being assigned to the
individual. Thus, 50% individuals have voted for the first option that is the probation
period should be of 3 months. So, that it becomes easy for the HR team to evaluate
that how much the individual would be contributing for the organisation.
44.6% individuals have opted the first option from the survey that has been done
that a candidate should possess technical skills as the basic skill because every
organisation needs a candidate who is majorly through with basic MS-Software that
are being used in every field.
Chapter No.5:-
Findings, Conclusions and
Limitations
Key Observations/ Findings:
To attract the best match for the company and assessing the
candidate according to the Job Description and Job
Specification.
http://www.forbesindia.com/article/leaderboard/indian-it-
services-sector-time-for-a-reboot/49671/1
https://targetstudy.com/articles/it-revolution-in-
india.html
http://www.economywatch.com/india-it-
industry/economic-progress.html
http://www.tothenew.com/about-us
https://in.linkedin.com/company/tothenew
ANNEXURE
(QUESTIONNAIRE)
Name –
E-mail Address –
1. What type of Interview do you prefer?
Telephonic Interview
Skype Interview
Campus Placement
Employee Referral
Job Portals
Recruitment Agencies
One
Two
Three or more
Job Description
Salary Package
Job Location
Brand Name
5. What factors do you think recruiters majorly look for selecting a candidate?
Effective Communication
Work Experience
Budget
Notice Period
Yes
No
Theoretical Knowledge
Effective Communication
9. According to you how long should be a probation period for any trainee or an
employee?
3 Months
6 Months
1 Year
10. What basic skills a candidate should possess for entering into an organisation?
Technical Skills
Theoretical Knowledge
Effective Communication