Abstract

The purpose of this report is to ascertain the status of current practices and to identify the
problems relating to the recruitment and selection process being followed in Accenture. The
findings and the information are based on the data collected through telephonic interviews
with the managers, current and ex-employees of Accenture. These findings help us to know
about different procedures adopted by Accenture in recruitment and selection methods and to
analyse their expectations and the outcome of the procedures. A design of well- structured
questionnaire was made. The feedback from the questionnaire has findings based on primary
researches. The study includes the feedback from mid-level managers, fresher and exemployees of Accenture.

Introduction
Recruitment and selection process is very important as it directly affects the effectiveness of
an organisation. The first step involved in recruitment and selection is human resource
planning and forecasting. Human Resource planning is the process of deciding what positions
the firms need to fill and how to fill it. The planning also includes whether to recruit
candidates from within or outside the organisation. Hence, there are three different
approaches to hire and select candidates:
Build: Recruiting candidates from within the organisation. It may require training,
development and coaching plans
Buy: Recruiting candidates from outside the organisation. The firm has to decide the source
they will use for recruitment
Mixed: It includes both recruiting candidates from within and outside the organisation

There are several simple tools available for forecasting the number of employees required by
a firm for a particular job
Trend Analysis: Study of firms past employment needs over a period of years to
predict future needs
Ratio Analysis: It is a method of making forecasts based on the historical ratio
between, for example, sales volume and number of employees needed
Scatter Plot: It is a method to identify the relationship between two variables
However there are few drawbacks of using these simple tools:
They generally focus on historical sales and assume that the firms existing activities
will continue as in.
Even in the face of change, they tend to institutionalize existing ways of doing things

Recruitment

Recruitment means finding and attracting applicants with appropriate skill-sets for the
employers open positions. Recruitment consists of a sequence of steps that needs to be
followed in order to select candidates with appropriate knowledge and skills. This involves
seeking for actual and potential job seekers, inviting them to have a go at the opportunity and
convincing them to work for an organisation. Some employers use a recruiting yield pyramid
to calculate the number of applicants they must generate to hire the required number of
employees. Recruiting individuals for particular posts can be done in two ways:

Internal recruitment: People are recruited from within an organisation. There are several
advantages of internal recruitment
Company is already aware about the strength and weakness of candidates.
Current employees may be more committed towards the company
Employees can be motivated be seeing promotions as rewards for loyalty and
competence.
Less training and orientation is required for internal candidates
There are certain disadvantages of internal recruitment:
Employees who apply for jobs and do not get them may become discontented
Inbreeding
Internal recruitment is also a waste of time. The process require managers to take the
interview of all candidates even though the manager often knows whom to hire.
External recruitment: It helps to attract wider range of talent and provides the opportunity to
bring new ideas and experience into the company. But this method is very costly and may end
up hiring someone who proves to be less effective. There are different sources of recruiting
the candidates from outside:

Recruiting via the Internet

Temp Agencies and Alternate Staffing
Offshoring and Outsourcing Jobs
Executive Recruiters
On-Demand Recruiting Services
Referrals and Walk-Ins

Needs of Recruitment:
Planned : Company wants to hire candidates when there is change in organisation and
retirement policy
Anticipated: This needs can be anticipated by an organisation by studying trends in
internal and external environment.
Unexpected: This needs can arise unexpectedly where there is death, illness, accidents

Factors affecting recruitment:

External
factors

Internal
factors

Competitors

Recruitment
Policy

Suppply and
Demand

Size of the
firm

Image

Cost of
recruitment

Labour
market

Growth and
expansion

Benefits and Importance of recruitment:

It helps to attract candidates with required skill and knowledge
It create a talent pool of potential candidates at minimum cost
Increases the success rate of selecting appropriate candidates for the job
Helps in identifying and selecting candidates who will be appropriate for the job
Recruitment is the process of placing right person in the right place at the right time,
which directly increases the effectiveness of an organisation
Help reduce the probability that candidates once selecting for a job will leave the
company in a very short span of time

Many firms have centralised the recruitment efforts due to following reasons:
Centralisation makes it easier to apply the company strategy strategic priorities
company-wide
Recruiting centrally reduces duplication
It helps in ensuring uniformity and conformity with the law

Recruitment process include following steps:

Identify
Vacancy
Conducti
ng
interview
and
decision
making

Prepare job
description
and person
specificatio
n

Advertisi
ng the
vacancy

Arange
interviews

Short
listing

Managin
g the
response

Selection:

It is the second step in the process of man power planning after recruitment. It is the process
of differentiating between applicants and to select the best candidates for the job. It is not just
about selecting the candidates but is a balance between what the applicants wants and can do
and what the company requires. The process is lengthy for larger organisations and it varies
from industry to industry. Various screening tools like tests, assessment centres and
background and reference checks are used to select the candidates with appropriate skills and
knowledge. Selecting candidates is very important for three main reasons:
Performance: Employees with right skills will perform better and will contribute in the
growth of the company. Candidates without the requisite skill will not perform better and the
performance of the company will suffer.
Cost: Its very costly to recruit and hire employees. Cost involve search fees, interviewing
time, reference checking, and travel and moving expenses. It is necessary to consider the

cost-benefit ratio in order to avoid any wastage of money. It has been found that total cost of
hiring a manager could be 10 times more than one add search fees, travel and moving
expenses.
Legal Obligations: Mismanaging the process may lead to legal implications. There are two
legal implications of incompetent hiring. Firstly, as per equal employment law, there should
be non-discriminatory selection procedures for selected groups. Secondly, when employees
with criminal records get access to clients house and commit crimes then the court will be
held liable. So in order to avoid incompetent hiring, it is necessary to follow systematic
approach, get all the relevant information about the candidates and should verify the
documents.

Prerequisite for selection:

Attracting individuals with relevant qualifications
Matching candidates profiles with job requirements
Using multiple tools like tests, assessment centres, background and reference check to
select most appropriate candidate for the job
Of achieving success on the job

Recruitment and selection process:

Person
specification

Job
description
Single recruitment
specification
Identify suitable
candidates
Review and
shortlist

Select candidate

Sell the job

Negotiate employment
contract

Common challenges associated with recruitment and selection process:

Lack of training for interviewers

 High cost associated with incompetent hiring and selection

Personal agendas of recruitment and selection officials
Evaluators are sometimes prone to bias and there is lack of diversity in assessment,
evaluation.
Poor standardisation of interviews
Lack of knowledge about labour legislation
Literature Review:
Analysis of Recruitment and Selection Process (May 2015) - The purpose of this journal is
to find out the challenges and difficulties that organisations face during selection and
recruitment of candidates. The findings and the conclusions are purely based on the data and
feedback received from the Human Resource Department of English Heritage. The
questionnaire was designed and was circulated to executives from different organisations in
order to provide the author with the results based on that questions. The research is based on
some on the major problems that HR face during recruiting process. The sample was derived
from the Managers and staff of English Heritage and National Trust. It also includes
respondents who were new joinees to the organisation. This report helped us to deeply
analyse the recruitment and selection methods of both small and large organisation. The study
revealed that the recruitment and selection process vary from organisation to organisation.
For small firm, the recruitment and selection process is small and might get influenced by
others whereas in large organisation influence is not there but the process is lengthy.

A Study On Recruitment & Selection Process With Reference To Three Industries,

Cement Industry, Electronics Industry, Sugar Industry In Krishna Dt Ap,India (Jan
2014) : Sudhamsetti.Naveen, 2Dr.D.N.M Raju: The main objective of this paper is
to identify the general practices that an organisation use to recruit and select
employees. It also focusses on how these practices affect the organisation
outcomes and also provides some suggestions that can help different companies
located in Krishna. The questionnaire was designed and was circulated to three
different industries: Cement industry, Electronics industry and Sugar industry.
The result and findings are based on primary and secondary research. The study
reveals that the recruitment and selection process being followed in the three
companies were effective and the HR have to focus on selecting right persons
through various sources like campus placement , data banks etc. The selection is
done based on the skills the person have, and what is the requirement of the job.

A Study of the Recruitment and Selection process: SMC Global (2012) : Neeraj
Kumari - The paper reveals that how recruitment and selection process affects
the organisation effectiveness and success. The paper identify the general
practices that are being followed in SMC Global Securities Ltd. Exploratory
research Methodoly was used. A well-structured questionnaire was designed. The
findings and results were based on primary and secondary research with the
sample size of 30. It was found that different sources were used in SMC Global
Securities for hiring employees like portals, employee reference . SPSS tools was
used to analyse the data. Through the study it was found that company is

following an effective recruitment and selection method. It also reveals that the
best source for hiring candidates is giving references via references and
networking. The study identify that the company focus on short term
performance rather than long term persistent performance. It was also found
that the most important the most important feature in companys recruitment
and selection process is that into consideration the ratio between line-up and
turn up candidates. The ratio of candidates selected and who all finally joined the
organisation is also very effective and is highest as the employees were analysed
and examined carefully and effectively.

Effect of Recruitment and Selection of Employees on The Performance of Small

and Medium Enterprises in Kisumu Municipality, Kenya (August 29, 2012): Rev.
Dr. Jonathan W. Omolo , Dr. Moses N. Oginda, Dr. Willis Yuko Oso The study
investigated the effect of recruitment and selection on the performance of SMEs
in Kisumu Municipality, Kenya. The performance of SMEs has been poor last
decade and hence there is a need to find suitable and effective recruitment and
selection process. It revealed that the overall performance of SME in Kisumu is
60.71% and sourcing, attracting and screening are major determinants of the
performance of SME.

Objectives: