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Internal and External sources of recruitment by

ICICI

Introduction:
Recruitment is the activity that links the
employers and the job seekers. It is a process of finding and
attracting capable applicants for employment. It begins
when new recruits are sought and ends when their
applications are submitted. The result is a pool of
applications from which new employees are selected. It is
the process to discover sources of manpower to meet the
requirement of staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers
to facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the
selection, which helps create a pool of prospective
employees for the organization so that the management can
select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the
selection process. Recruitment is a continuous process
whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even
though specific vacancies do not exist. Usually, the
recruitment process starts when a manger initiates an
employee requisition for a specific vacancy or an anticipated
vacancy.

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Definition:
According to Edwin B. Flippo, “Recruitment is the
process of searching the candidates for employment
and stimulating them to apply for jobs in the
organization.”

Coverage of ICICI:

ICICI Bank is one of the largest private bank in India. The

Bank has 1467 branches & 4721 ATMs across various
cities/towns of India. Similar to the recruitment for jobs in
HDFC bank, ICICI also recruits candidates regularly though
various sources.

ICICI Bank has its own career portal - for interested

candidates to register their profile. As & when requirements
occur, opportunities are listed on the website, which also
enables the registered candidates to apply for the jobs
directly. The recruitment for ICICI Bank PO post
– November 2010 & February 2011 batch were released in
the website.

How to register with ICICI Bank for future Job

Offers?

Candidates looking for jobs in ICICI bank can register their

profile, educational details etc., at their website as below :

* Visit ICICI career site @ www.icicicareers.com

* Click on the link Career Opportunity
* Fill-in the profile form by clicking on the link Talent
Database
* Remember the Login ID and Password , using which
you can Update your profile/Search/Apply for jobs in
ICICI bank.
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OBJECTIVES:
1. To attract people with multi-dimensional skills and

experiences that suit the present and future

organizational strategies.
2. To induct outsiders with a new perspective to lead the

company.
3. To infuse fresh blood at all levels of the organization.

4. To develop an organizational culture that attracts

competent people to the company.
5. To search or head hunt people whose skills fit the

company’s values.
6. To devise methodologies for assessing psychological

traits.
7. To seek out non-conventional development grounds of

talent.
8. To search fro talent globally and not just within the

company.
9. To anticipate and find people for positions that do not

exist yet.

RECRUITMENTPROCESS:
The recruitment and selection is the major function of the
human resource department and recruitment process is the
first step towards creating the competitive strength and the
strategic advantage for the organizations. Recruitment

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process involves a systematic procedure from sourcing the

candidates to arranging and conducting the interviews and
requires many resources and time.

A general recruitment process is as follows:

1. Identifying the vacancy:
The recruitment process begins with the human
resource department receiving requisitions for
recruitment from any department of the company.
These contain:
•Post to be filled
• Number of persons
• Duties to be performed
• Qualifications required
2. Preparing the job description and person specification.
3. Locating and developing the sources of required
number and type of employees (Advertising etc).
4. Short-listing and identifying the prospective employee
with required characteristics.
5. Arranging the interviews with the selected candidates.
6. Conducting the interview and decision making.

SOURCES OF RECRUITMENT:
Every organization has the option of choosing the candidates
for its recruitment processes from two kinds of sources:
internal and external sources. The sources within the

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organization itself (like transfer of employees from one

department to other, promotions) to fill a position are known
as the internal sources of recruitment. Recruitment
candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of
recruitment.

SOURCES OF RECRUITMENT

INTERNAL SOURCES OF RECRUITMENT:

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1.TRANSFERS:
The employees are transferred from one department to
another according to their efficiency and experience.

2.PROMOTIONS:
The employees are promoted from one department to
another with more benefits and greater responsibility based
on efficiency and experience.

3. Others are Upgrading and Demotion of present

employees according to their performance.

4. Retired and Retrenched employees may also be

recruited once again in case of shortage of qualified
personnel or increase in load of work. Recruitment such
people save time and costs of the organizations as the
people are already aware of the organizational culture and
the policies and procedures.

5. The Dependents and relatives of Deceased

employees and Disabled employees are also done by
many companies so that the members of the family do not
become dependent on the mercy of others.

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Advantages:
1. Motivated employees and Higher morale.

2. Employees familiar with the organization.

3. Higher probability of success.

4. Industrial Peace.

5. Relatively inexpensive.

6. Training and skill enhancement.

7. Overcoming surpluses and shortages.

Disadvantages:
1. Reduced scope for fresh talent.
2. Employees may become lethargic if they are sure of

time bound promotions.

3. Spirit of competition may be hampered.

4. Frequent transfers of employees may reduce the

overall productivity of the organization.
5. Political infighting for promotion.

EXTERNAL SOURCES OF RECRUITMENT:

1.PRESS ADVERTISEMENTS:
Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment. The main
advantage of this method is that it has a wide reach.

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2.EDUCATIONAL INSTITUTES:
Various management institutes, engineering colleges,
medical Colleges etc. are a good source of recruiting well
qualified executives, engineers, medical staff etc. They
provide facilities for campus interviews and placements. This
source is known as Campus Recruitment.

3.PLACEMENT AGENCIES:
Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee.
These agencies are particularly suitable for recruitment of
executives and specialists. It is also known as RPO
(Recruitment Process Outsourcing)

4.EMPLOYMENT EXCHANGES:
Government establishes public employment exchanges
throughout the country. These exchanges provide job
information to job seekers and help employers in identifying
suitable candidates.

5.LABOUR CONTRACTORS:
Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers.
This source is used to recruit labor for construction jobs.

6.UNSOLICITED APPLICANTS:

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Many job seekers visit the office of well-known companies on

their own. Such callers are considered nuisance to the daily
work routine of the enterprise. But can help in creating the
talent pool or the database of the probable candidates for
the organization.

7.EMPLOYEE REFERRALS / RECOMMENDATIONS:

Many organizations have structured system where the
current employees of the organization can refer their friends
and relatives for some position in their organization. Also,
the office bearers of trade unions are often aware of the
suitability of candidates. Management can inquire these
leaders for suitable jobs. In some organizations these are
formal agreements to give priority in recruitment to the
candidates recommended by the trade union.

8.RECRUITMENT AT FACTORY GATE:

Unskilled workers may be recruited at the factory gate these
may be employed whenever a permanent worker is absent.
More efficient among these may be recruited to fill
permanent vacancies.

Advantages:
1. Qualified Personnel.

2. Wider Choice.

3. Fresh Talent.

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4. Competitive Spirit.

Disadvantages:
1. Dissatisfaction amongst existing staff.

2. Lengthy process (Increased adjustment period).

3. Costly Process.

4. Uncertain Process.

FACTORS AFFECTING RECRUITMENT:

The recruitment function of the organizations is affected and
governed by a mix of various internal and external forces.
The internal forces or factors are the factors that can be
controlled by the organization. And the external factors are
those factors which cannot be controlled by the organization.

THE INTERNAL FORCES I.E. THE FACTORS

WHICH CAN BE CONTROLLED BY THE
ORGANIZATION ARE:

1.RECRUITMENTPOLICY:
The recruitment policy of an organization specifies the
objectives of recruitment and provides a framework for
implementation of recruitment programme. It may involve
organizational system to be developed for implementing
recruitment programmes and procedures by filling up
vacancies with best qualified people.

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FACTORSAFFECTINGRECRUITMENTPOLICY:
•Organizational objectives.
• Personnel policies of the organization and its competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING:

Effective human resource planning helps in determining the
gaps present in the existing manpower of the organization. It
also helps in determining the number of employees to be
recruited and what qualification they must possess.

3. SIZE OF THE FIRM:

The size of the firm is an important factor in recruitment
process. If the organization is planning to increase its
operations and expand its business, it will think of hiring
more personnel, which will handle its operations.

4. COST:
Recruitment incur cost to the employer, therefore,
organizations try to employ that source of recruitment which
will bear a lower cost of recruitment to the organization for
each candidate.

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5. GROWTH AND EXPANSION:

Organization will employ or think of employing more
personnel if it is expanding it’s operations.

THE EXTERNAL FORCES ARE THE FORCES

WHICH CANNOT BE CONTROLLED BY THE
ORGANIZATION. THE MAJOR EXTERNAL FORCES
ARE:

1. SUPPLY AND DEMAND:

The availability of manpower both within and outside the
organization is an important determinant in the recruitment
process. If the company has a demand for more
professionals and there is limited supply in the market for
the professionals demanded by the company, then the
company will have to depend upon internal sources by
providing them special training and development programs.

2. LABOUR MARKET
Employment conditions in the community where the
organization is located will influence the recruiting efforts of
the organization. If there is surplus of manpower at the time

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of recruitment, even informal attempts at the time of

recruiting like notice boards display of the requisition or
announcement in the meeting etc will attract more than
enough applicants.

3. IMAGE / GOODWILL:
Image of the employer can work as a potential constraint for
recruitment. An organization with positive image and
goodwill as an employer finds it easier to attract and retain
employees than an organization with negative image. Image
of a company is based on what organization does and
affected by industry. For example finance was taken up by
fresher MBA’s when many finance companies were coming
up.

4.POLITICAL-SOCIAL- LEGAL ENVIRONMENT:

Various government regulations prohibiting discrimination in
hiring and employment have direct impact on recruitment
practices. For example, Government of India has introduced
legislation for reservation in employment for scheduled
castes, scheduled tribes, physically handicapped etc. Also,
trade unions play important role in recruitment.

5. UNEMPLOYMENT RATE:
One of the factors that influence the availability of applicants
is the growth of the economy (whether economy is growing

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or not and its rate). When the company is not creating new
jobs, there is often oversupply of qualified labor which in
turn leads to unemployment.

6. COMPETITORS:
The recruitment policies of the competitors also affect the
recruitment function of the organizations. To face the
competition, many a times the organizations have to change
their recruitment policies according to the policies being
followed by the competitors.

HEAD HUNTING
Headhunting refers to the approach of finding and attracting
the best experienced person with the required skill set.
Headhunting involves convincing the person to join your
organization.

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Headhunting Process

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RECRUITMENT POLICY OF ICICI

In today’s rapidly changing business environment, a well
defined recruitment policy is necessary for organizations to
respond to its human resource requirements in time.
Therefore, it is important to have a clear and concise
recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of

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the right candidate at the right place quickly. Creating a

suitable recruitment policy is the first step in the efficient
hiring process. A clear and concise recruitment policy helps
ensure a sound recruitment process. It specifies the
objectives of recruitment and provides a framework for
implementation of recruitment programme. It may involve
organizational system to be developed for implementing
recruitment programmes and procedures by filling up
vacancies with best qualified people.

Components of the Recruitment Policy

 The general recruitment policies and terms of the
organization.
 Recruitment services of consultants.
 Recruitment of temporary employees.
 Unique recruitment situations.
 The selection process.
 The job descriptions.
 The terms and conditions of the employment.

A recruitment policy of an organization should

be such that:
 It should focus on recruiting the best potential people.
 To ensure that every applicant and employee is treated
equally with dignity and respect.
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 Unbiased policy.
 To aid and encourage employees in realizing their full
potential.
 Transparent, task oriented and merit based selection.
 Weightage during selection given to factors that suit
organization needs.
 Optimization of manpower at the time of selection
process.
 Defining the competent authority to approve each
selection.
 Abides by relevant public policy and legislation on
hiring and employment relationship.
 Integrates employee needs with the organizational
needs.

Factors Affecting Recruitment Policy:

 Organizational objectives
 Personnel policies of the organization and its
competitors.
 Government policies on reservations.
 Preferred sources of recruitment.
 Need of the organization.
 Recruitment costs and financial implications.

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RECENT TRENDS IN RECRUITMENT:

OUTSOURCING:
In India, the HR processes are being outsourced from more
than a decade now. A company may draw required
personnel from outsourcing firms. The outsourcing firms help
the organization by the initial screening of the candidates
according to the needs of the organization and creating a
suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human
resource pool by employing people for them and make
available personnel to various companies as per their needs.
In turn, the outsourcing firms or the intermediaries charge
the organizations for their services.

Outsourcing the human resource (HR) processes is the latest

practice being followed by middle and large sized
organizations. It is being witnessed across all the industries.
In India, the HR processes are being outsourced from nearly
a decade now. Outsourcing industry is growing at a high
rate.

Outsourcing organizations strive for providing cost saving

benefits to their clients. One of the major advantages to
organizations, who outsource their recruitment process, is
that it helps to save up to as much as 40 per cent of their

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recruitment costs. With the experience, expertise and the

economies of scale of the third party, organizations are able
to improve the quality of the recruits and the speed of the
whole process. Also, outsourcing enables the human
resource professionals of organizations to focus on the core
and other HR and strategic issues. Outsourcing also gives a
structured approach to the whole process of recruitment,
with the ultimate power of decision making of recruiting with
the organization itself. The portion of the recruitment cycle
that is outsourced range from preparing job descriptions to
arranging interviews, the activities that consume almost 70
per cent of the time of the whole recruitment process.

Outsourcing the recruitment processes for a sector like BPO,

which faces an attrition of almost 50-60 per cent, can help
the companies in BPOsector to save costs tremendously and
focus on other issues like retention. The job seekers are also
availing the services of the third parties (consultants) for
accessing the latest job opportunities.

In India, the trend of outsourcing recruitment is also catching

up fast. For example: Vodafone outsources its recruitment
activities to Alexander Mann Solutions (RPO service
provider). Wipro has outsourced its recruitment process to
MeritTrac. Yes bank is also known to outsource 50 per cent
of its recruitment processes.

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Outsourcing Process:

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How to Select a Recruitment Consultant:

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If an organization decides to outsource its recruitment

processes or activities, it is very important to find and select
a suitable recruitment consultant or consultancies, which can
deliver results according to the needs of the organization.
Today, there are thousands of consulting firms
(consultancies) as well as freelance consultants working
independently. An organization looks for various
considerations and qualities before selecting the
suitable recruitment consultant.
 The reputation of the consulting firm in the
job market (based on expertise and experience).
 Who are the consultant’s or firm’s past and
present clients?
 Consultant’s expertise and experience (from
how long has he/firm been in the business)
 Does the recruitment consultant have the
requisite resources to complete the targets on
time?
 Get the idea of the effectiveness and the
services of the recruitment consultant from its
current and past clients.
Qualities of an independent recruitment
consultant:
 Marketing skills.
 Flexibility and adaptability.
 Wisdom.

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 Exuberance.
 Ability to prioritize.
 Ambition.
 Resourcefulness.
 Diplomacy/ delicacy.
Selecting the right recruitment consultant is essential for the
effective recruitment processes. A successful Recruitment
consultant is someone who is determinative, focused, and
able to create opportunities for him, works harder and
smarter than competitors and continually set and achieve
higher standards.

Advantages of outsourcing are:

Outsourcing is beneficial for both the corporate
organizations that use the outsourcing services as well as
the consultancies that provide the service to the corporate.
Apart from increasing their revenues, outsourcing provides
business opportunities to the service providers, enhancing
the skill set of the service providers and exposure to the
different corporate experiences thereby increasing their
expertise.

The advantages accruing to the corporate are:

1. Turning the management's focus to strategic level
processes of HRM.
2. Accessibility to the expertise of the service providers.

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3. Freedom from red tape and adhering to strict rules and

regulations.
4. Optimal resource utilization.
5. Structured and fair performance management.
6. A satisfied and, hence, highly productive employees.
7. Value creation, operational flexibility and competitive
advantage.

1.POACHING/RAIDING:
“Buying talent” (rather than developing it) is the latest
mantra being followed by the organizations today. Poaching
means employing a competent and experienced person
already working with another reputed company in the same
or different industry; the organization might be a competitor
in the industry. A company can attract talent from another
firm by offering attractive pay packages and other terms and
conditions, better than the current employer of the
candidate. But it is seen as an unethical practice and not
openly talked about. Indian software and the retail sector are
the sectors facing the most severe brunt of poaching today.
It has become a challenge for human resource managers to
face and tackle poaching, as it weakens the competitive
strength of the firm.

2.E-RECRUITMENT:
Many big organizations use Internet as a source of

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recruitment. E- recruitment is the use of technology to assist

the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using
the Internet. Alternatively job seekers place their CV’s in
worldwide web, which can be drawn by prospective
employees depending upon their requirements.
The two kinds of e- recruitment that an organization can use
is –
 Job portals – i.e. posting the position with the job
description and the job specification on the job
portal and also searching for the suitable resumes
posted on the site corresponding to the opening in
the organization.
 Creating a complete online recruitment/application
section in the companies 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.
Resume Scanners: Resume scanner is one major benefit
provided by the job portals to the organizations. It enables
the employees to screen and filter the resumes through pre-
defined criteria’s and requirements (skills, qualifications,
experience, payroll etc.) of the job.

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Job sites provide a 24*7 access to the database of the

resumes to the employees facilitating the just-in-time hiring
by the organizations. Also, the jobs can be posted on the site
almost immediately and is also cheaper than advertising in
the employment newspapers. Sometimes companies can get
valuable references through the “passers-by” applicants.
Online recruitment helps the organizations to automate the
recruitment process, save their time and costs on
recruitments.

Online recruitment techniques:

1. Giving a detailed job description and job specifications
in the job postings to attract candidates with the right
skill sets and qualifications at the first stage.
2. E-recruitment should be incorporated into the overall

recruitment strategy of the organization.

3. A well defined and structured applicant tracking system
should be integrated and the system should have a
back-end support.Along with the back-office support a
comprehensive website to receive and process job
applications (through direct or online advertising)
should be developed.
Therefore, to conclude, it can be said that e-recruitment is
the “Evolving face of recruitment.”

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Advantages of recruitment are:

1. Low cost.
2. No intermediaries.
3. Reduction in time for recruitment.
4. Recruitment of right type of people.
5. Efficiency of recruitment process.

FORMS OF RECRUITMENT:
The organizations differ in terms of their size, business,
processes and practices. A few decisions by the recruitment
professionals can affect the productivity and efficiency of the
organization. Organizations adopt different forms of
recruitment practices according to the specific needs of the
organization. The organizations can choose from the
centralized or decentralized forms of recruitment, explained
below:

Centralized Recruitment:
The recruitment practices of an organization are centralized
when the HR / recruitment department at the head office
performs all functions of recruitment. Recruitment decisions
for all the business verticals and departments of an
organization are carried out by the one central HR (or
recruitment) department. Centralized from of recruitment is
commonly seen in government organizations.

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Benefits of the centralized form of recruitment

are:
 Reduces administration costs.
 Better utilization of specialists.
 Uniformity in recruitment.
 Interchangeability of staff.
 Reduces favoritism.
 Every department sends requisitions for recruitment to
their central office.

DecentralizedRecruitment:
Decentralized recruitment practices are most commonly
seen in the case of conglomerates operating in different and
diverse business areas. With diverse and geographically
spread business areas and offices, it becomes important to
understand the needs of each department and frame the
recruitment policies and procedures accordingly. Each
department carries out its own recruitment. Choice between
the two will depend upon management philosophy and
needs of particular organization. In some cases combination
of both is used. Lower level staffs as well as top level
executives are recruited in a decentralized manner.

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HR CHALLENGES IN RECRUITMENT:
Recruitment is a function that requires business perspective,
expertise, ability to find and match the best potential
candidate for the organization, diplomacy, marketing skills
(as to sell the position to the candidate) and wisdom to align
the recruitment processes for the benefit of the organization.
The HR professionals – handling the recruitment function of
the organization- are constantly facing new challenges. The
biggest challenge for such professionals is to source or
recruit the best people or potential candidate for the
organization.
In the last few years, the job market has undergone some
fundamental changes in terms of technologies, sources of
recruitment, competition in the market etc. In an already
saturated job market, where the practices like poaching and
raiding are gaining momentum, HR professionals are
constantly facing new challenges in one of their most
important function- recruitment. They have to face and
conquer various challenges
tofindthebestcandidatesfortheirorganizations.

The major challenges faced by the HR in

recruitment are:
1.Adaptability to globalization:
The HR professionals are expected and required to keep in
tune with the changing times, i.e. the changes taking place

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across the globe. HR should maintain the timeliness of the

process.

2.Lack of motivation:
Recruitment is considered to be a thankless job. Even if the
organisation is achieving results, HR department or
professionals are not thanked for recruiting the right
employees and performers.

3.Process analysis:
The immediacy and speed of the recruitment process are the
main concerns of the HR in recruitment. The process should
be flexible, adaptive and responsive to the immediate
requirements. The recruitment process should also be cost
effective.

4.Strategic prioritization:
The emerging new systems are both an opportunity as well
as a challenge for the HR professionals. Therefore, reviewing
staffing needs and prioritizing the tasks to meet the changes
in the market has become a challenge for the recruitment
professionals.

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TYPES OF JOB SEEKERS:

1. Quid Pro Que:
These are the people who say that “ I can do this for you,
what can you give me” These people value high
responsibilities, higher risks, and expect higher rewards,
personal development and company profiles doesn’t matter
to them.

2. I will be with you:

These people like to be with big brands. Importance is given
to brands. They are not bothered about work ethic, culture
mission etc.

3. I will do you what you want:

These people are concerned about how meaningful the job is
and they define meaning parameters criteria known by
previous job.

4. Where do you want me to come:

These people observe things like where is your office, what
atmosphere do you offer. Career prospects and exciting
projects don’t entice them as much. It is the responsibility of
the recruiter to decide what the employee might face in
given job and thus take decision. A good decision will help

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cut down employee retention costs and future recruitment

costs.

RECRUITMENT STRATEGIES:
Recruitment is of the most crucial roles of the human
resource professionals. The level of performance of and
organization depends on the effectiveness of its recruitment
function. Organizations have developed and follow
recruitment strategies to hire the best talent for their
organization and to utilize their resources optimally. A
successful recruitment strategy should be well planned and
practical to attract more and good talent to apply in the
organization.

For formulating an effective and successful recruitment

strategy, the strategy should cover the following elements:

1.Identifying and prioritizing jobs:

Requirements keep arising at various levels in every
organization; it is almost a never-ending process. It is
impossible to fill all the positions immediately. Therefore,
there is a need to identify the positions requiring immediate
attention and action. To maintain the quality of the
recruitment activities, it is useful to prioritize the vacancies
whether to focus on all vacancies equally or focusing on key
jobs first.

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2.Candidates to target:
The recruitment process can be effective only if the
organization completely understands the requirements of
the type of candidates that are required and will be
beneficial for the organization. This covers the following
parameters as well:
 Performance level required: Different strategies
are required for focusing on hiring high performers
and average performers.
 Experience level required: the strategy should be
clear as to what is the experience level required
by the organization. The candidate’s experience
can range from being a fresher to experienced
senior professionals.

 Category of the candidate: the strategy should

clearly define the target candidate. He/she can be
from the same industry, different industry,
unemployed, top performers of the industry etc.

3.Sources of recruitment:
The strategy should define various sources (external and

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internal) of recruitment. Trained recruiters. The recruitment

professionals conducting the interviews and the other
recruitment activities should be well-trained and
experienced to conduct the activities. They should also be
aware of the major parameters and skills (e.g.: behavioral,
technical etc.) to focus while interviewing and selecting a
candidate.

4.How to evaluate the candidates:

The various parameters and the ways to judge them i.e. the
entire recruitment process should be planned in advance.
Like the rounds of technical interviews, HR interviews,
written tests, psychometric tests etc.

RECRUITMENT MANAGEMENT SYSTEM:

Recruitment management system is the comprehensive tool
to manage the entire recruitment processes of an
organization. It is one of the technological tools facilitated by
the information management systems to the HR of
organizations. Just like performance management, payroll
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and other systems, Recruitment management system helps

to contour the recruitment processes and effectively
managing the ROI on recruitment.

The features, functions and major benefits of

the recruitment management system are
explained below:

 Structure and systematically organize the entire

recruitment processes.
 Recruitment management system facilitates faster,
unbiased, accurate and reliable processing of
applications from various applications.
 Helps to reduce the time-per-hire and cost-per-hire.

 Recruitment management system helps to incorporate

and integrate the various links like the application
system on the official website of the company, the
unsolicited applications, outsourcing recruitment, the
final decision making to the main recruitment process.

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 Recruitment management system maintains an

automated active database of the applicants facilitating
the talent management and increasing the efficiency of
the recruitment processes.
 Recruitment management system provides and a
flexible, automated and interactive interface between
the online application system, the recruitment
department of the company and the job seeker.
 Offers tolls and support to enhance productivity,
solutions and optimizing the recruitment processes to
ensure improved ROI.
 Recruitment management system helps to
communicate and create healthy relationships with the
candidates through the entire recruitment process.

How practically recruitment process is applied

by ICICI

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1.Eg: Business Analyst

Location: Mumbai, Hyderabad

Key Deliverables:

To manage and implement project based solutions for

various applications like Core Banking, ATMs, Credit Cards,
Treasury, Payment Systems, Internet Banking etc. To
suggest procedural/ process improvements both from a
technology and a process point of view, advise system
features and propose system amendments. To study the
business requirements, prepare BRS, coordinate
development, UAT, bug-fixing and implementation of
project .To tailor implementation schedules in such a way
that the implementation is a well-coordinated process,
managing the application in its entire life cycle to include
maintenance, bug fixing and enhancements etc. To have
vendor interactions i.e. vetting out solutions given by
vendors , monitoring the work done and maintaining the
relation ship as a whole. Experience with web based
applications/ Java platform. Assist management with
accepting new projects analysis including cost estimates,
system application analysis and design recommendations
based on application knowledge and project experience.

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Key Skills:
-Understanding Business and IT processes.
-Basic understanding of Banking processes.
-Understanding of System Development Life Cycle.
-Awareness of basic compliance issues.
-Skills to establish & maintain collaborative partnership.
-Understanding of workflow based systems.
-DB knowledge (SQL / Oracle).

Project Management experience:

-Knowledge of Finacle/Finone desirable.
-Co-ordination & liaison with internal groups and external
parties.
-Written communication skills.

Qualifications:
MCA / MCS / BCA / BSc (IT)
Certifications in area of specialization like OCP, MCP, CISA,
CCNA etc.

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2.Eg
ICICI Bank is commencing ICICI Bank Probationary Officer
Recruitment Drive for November 2010 & February 2011
Batch. Aptitude Test & Interview is likely to be conducted
across India in July /August 2010. Probationary Officer
Programme is an initiative by ICICI Bank to attract bright
graduate students to pursue a career in banking. It is
designed to develop specialists with banking knowledge and
skills to partially fulfill the future need of trained bankers .
Those selected will undergo a one year intensive
residential classroom training and internship in the
following areas:
-Corporate Banking.
-Private Banking.
-Risk and Credit Management.
-Treasury.
-Branch Management.
-Relationship Management.
The training will be held in Bangalore or any other location in
India as decided by ICICI Bank. During the training, a stipend
will be given to candidates to meet out of pocket expenses.
On successful completion of the program they will be
absorbed as Assistant Manager.

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Eligibility Criteria for Test:

Completed graduation with 55% (Aggregate) in any
discipline.
Up to 25 years of age as on November 01,2010 Ensure you
select your **Preferred Interview Location.
Last date of registration DD/MM/YY

What is the selection procedure?

The selection will be through a multi stage selection
process comprising of:
-Aptitude Test.
-Group Process.
-Profiling.
-Interview.
Who can apply?
-Graduates with 55% in any discipline.
-Up to 25 years of age as on November 01,2010.
If selected, You will undergo a one year intensive residential
classroom training and internship with a stipend. All cost of
the program including fooding & lodging will be borne by
ICICI Bank. On successful completion of the program you will
be absorbed as Assistant Manager – Band I at a gross salary
of more than Rs. 3.5 Lakhs per
annum.

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-ICICI Online registration.

-ICICI PO Exam Pattern:
-ICICI PO selection process consists of following stages:
1. Aptitude Test (Written).
2. Group Discussion (also called as Group Task).
3. Psychometric Profiling.
4. Interview.

Conclusion:

Recruitment is a very important process in any organization,

because it’s related to human resources, of the company,
who have to perform according to their ability and skills, so
every organization have to take care about their recruitment
processes.

Any financial organization like ICICI should take care about

internal or external sources, which related to recruitment
process or the selection process.

Recommendations:

As par the study, I come to know about the recruitment

system of this bank. It’s required to be more flexible, more
effective, or more faster because some time it takes lots of
time to be complete, which isn’t a good sign so they have to

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take cake all or the above segments, and they can also add
more policies like online testing, online result, online exam
preparations etc. They have to follow some more effective
steps for that they can get more suitable employees

Bibliography:

Sites:

www.bankexamsindia.com
www.oyindia.in
www.iupsc.com/icici-bank-recruitment-po-may-
2010- recruitment
www.indianbanksguide.com/bank.../icici-bank-
po-recruitment-2010

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