hr recruitment and select big bazaar

7/27/2019 HR Recruitment and Select Big Bazaar

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RECRUITMENT AND SELECTION - BIG BAZAAR

Recruitment is resorted for induction of talent from outside, when suitable candidates are not

available from within the organization or upon a specific demand of the post is such that it has

to be filled up from the open market.

SOURCES OF RECRUITMENT

Through Employment Exchanges

Through Placement agencies/ Consultants

From Engineering /Management / Educational Institutes

Through referred cases, relatives / friends etc

All recruitments are done exclusively on merit basis only.

JOB SPECIFICATIONS/ AGE AT ENTRY LEVEL

Each person is expected to fulfill the requisite job specifications / as required for the position

before his candidature is considered for the post. Age requirement at entry point with 10+2

qualification shall be around 20 years and for Graduate / Post graduate / Professional

Qualification shall be between 21 years to 25 years for a fresher. The upper age limit for

recruitment of experienced personnel shall normally be not more than 45 years.

AGE OF SUPERANNUATION

Normally the age of superannuation shall be 60 years for all classes of employees. In order to

streamline the recruitment age and to ensure that no person is retiring on his birthday, all

employee shall be retiring only on first day of the next month in which he attains the age of

superannuation.

EXTENSIONS IN SERVICE

In case any employee requests for extension of services on attaining the age of superannuation,

i.e., 60 years, or management wishes to retain his service in the interest of the organization,

subject to medically fitness, the management at its sole discretion, may grant such extension of

service for one year at a time, However, a management may also consider reappointment of a

retired employee on a contract basis. However such a person shall be entitled to a consolidated

amount and contracted facilities/ perquisites only. He shall not be entitled to any other

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facility/perquisite as applicable to other regular Executives/ Employees of the company of his

cadre

REQUISITION FOR RECRUITMENT OF PERSONNEL

All HODs / Sectional Heads shall raise a requisition in the prescribed format, as per

sanctioned manpower and duly approved by competent authority.

STANDARD APPLICATION FORM

Candidates application screened / short listed are required to fill in the prescribed application

form in their own handwriting and submit the same to HR Department along with a passport

size photograph, photocopies of certificate and testimonials etc, in support of their Age,

Qualification, Experience conduct etc

ANTECEDENT VERIFICATION

Each Candidate should state names along with contact address Telephone number etc of at least

2 persons (not in relation), who can be referred by the employer to verify candidate antecedents

etc, in the application form itself, out of which one should be preferably of immediate past

employer.

SCRUITINY OF APPLIACTION

All application received from the candidates, shall initially be screened by HR Department

Recruitment section to ensure that candidate fulfills the job specifications and there after send

the screened applications to respective HOD / Requisition authority for detailed screening and

ensuring that the candidate meet their requirement and return such screened applications back

to H R Department for further action to request and fill the vacancy.

APPLICATION BLANK FOR EMPLOYMENT

All applicants, who have been short listed for an appointment in the Company, shall be

required to complete an Application Blank for Employment in his own handwriting.

RECRUITMENT AND SELECTION POLICIES FOR EXECUTIVE AND

MANAGEMENT TRAINEE

SCOPE & OBJECTIVES

Keeping in the view the existing and expansion needs as well as to meet the competition BIG

BAZAAR needs well qualified, and talented personnel in various discipline of Retail business

Viz, Merchandizing, Sales, Supply chain, Warehousing, HR and Finance & A/cs, General

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Management etc. In view of that it has been considered desirable to induct fresh entrants as

ETs/ MTs so as to mould and develop them as per organization need and to frame guidelines

to Recruit, Select and provide effective Training to new entrants, so as to ensure that each one

of them shoulders appropriate responsibility and produce desired results.

TITLE & APPLICABILITY

This scheme shall be called as ET/MT scheme which interlaid include CAs, MBAs, ICWA,

Engineers. IT Professionals and Commerce discipline candidates. All such Trainees recruited

shall be placed in Executive Cadre (E- Cadre)

Recruitment of MTs/ET/s is done on a continuous basis. However, campus recruitment may be

encouraged for this level of personnel. During recruitment specific emphasis is laid on the

overall personality, IQ, EQ, academic performance and to fit in organizational culture.

Candidates to be recruited are evaluated through written Tests, Group Discussions and

Interviews by the expert committee, candidates selected for recruitment should be physically fit

and mentally alert and each trainee have to qualify in medical standards as laid down by the

company.

FLOW CHART FOR RECRUITMENT AND SELECTION IN BIG BAZAAR

Manpower planning

Requirement Generation (Allotted Vs Actual Basis)

Internal Fitment(Job Rotation)

Recruitment (CVs screened by HR Department along with Business Head)

Selection Procedures(Initial interview by HR Department/Finalization by Business

Head/Executive Committee/CMD)

Joining and Induction

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Orientation

Placement

Appraisal

Following steps are followed in Big Bazar to ensure effective search process:

1. Assess the Need For and Establish the Purpose of the Position

The goals and mission statement are clearly defined and understood prior to conducting a

search for qualified individuals. It also emphasizes the people oriented nature of the

organization.

2. Perform a Position Analysis

Characteristics, requirements of the vacant position and the personality traits that would most

benefit the individual who assumes the position are identified.

Whether the position is new or recently vacated, is careful determined as to why the position isneeded, precisely how it will assist the division and the institution in achieving its goals and

mission, how it relates to other positions in the division, and what skills and other abilities are

necessary to carry out its responsibilities.

Finally, the position analysis includes a judgment as to whether other positions in the division

should be reconfigured in light of the vacancy.

3. Prepare the Position Description

The division first establishes a hiring profile, consistent with the idea of choosing the person

who would best fit the position. It is imperative that a position description clearly defines the

goals of the company and that employees are selected based on personality and interaction to

meet the defined services and goals.

The position description takes heed of ethical consideration in regards to ethnic, gender, and

minority bias. It is written so that it does not systematically eliminate members of

underrepresented groups such as women and minorities.

At a minimum a position description should include:

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Position title

Credentials or position specifications

Administrative location of the position

Physical and working conditions

Goals for the position

Work activities

Procedures and conditions of employment

Institutional and divisional performance expectations

4. Appoint and Empower the Search Committee

The integrated staffing model suggests the use of a search committee to recruit and select staff.

Search committees are most frequently the mechanism used to carry out recruitment and

selection processes. Composition of committees varies depending on the functional area and

level of the position. Persons frequently included in search committees were:

Staff outside the department with the vacancy

Staff in the area/department with vacancy

Support staff in the area/department with vacancy

Following are the responsibilities of the search committee members:

Select a search committee chairperson

Prepare the position description (this responsibility is sometimes fulfilled prior to

appointment of the search committee)

Determine the timeline of the search process

Prepare the position announcement

Advertise the position

Manage the overall search process

Determine the finalists

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Make arrangements for interviews

Make or recommend the final decision

5. Prepare the Position Announcement

This crucial step informs all who are interested in the position precisely what the search

committee is looking for in clear and unambiguous language. The announcement should

include such information as:

Title

Location and demographics of the institution

Supervisor

Mission of institution and division

Contributions expected by the staff member toward the accomplishment of these missions

Goals and work requirements of the position

Minimum education

Experience and knowledge requirements

Conditions of employment

Date for beginning of review process

Individual and office to contact for further information

If stated clearly, the position announcement can unencumbered the overall search process by

encouraging self-elimination of candidates who clearly do not fit the announced requirements.

6. Advertise the Position

The student affairs division should evaluate all possible avenues for advertising a position

vacancy. Limited budgets may determine the means by which a position vacancy is advertised.

Therefore, it is important to consider carefully which advertising medium is most likely to

target the audience most important to reach. Possibilities to consider are

Campus resources such as publications, offices, employee referrals, web-sites, or electronic

bulletin boards

Local newspapers

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Word-of-mouth

Employment agencies

Mass media advertising (radio, television, etc.)

Professional lists

Professional journals and web-sites.

Professional placement conferences and exchanges.

7. Conduct the Search

The individual and office listed in the position announcement receives all applications from

candidates. Acknowledgment of the application is sent to the applicant. All correspondence and

activity is recorded in a log to ensure careful tracking of the candidates' materials and status.

8. Screen the Applicants

Screening of applications is conducted from the beginning of the search process, and reviews

begin immediately following the announcement. The division tests to ensure that each

applicant fits the profile and hire a person who fits the profile remembering that good selection

reduces turnover, training and recruitment costs, and thereby produces stability, consistency,

low operating costs and an ability to increasingly reward desired behavior.

Selection methods that focus both on crucial requirements and organizational culture include:

Interviews

Biographical data

Work samples

Self-assessment

Personality tests

Cognitive abilities

Physical abilities

9. Arrange the Candidate Interviews

Once the applicant pool has been screened and individuals to be considered are identified,

interviews should be arranged with those candidates. Often, the size of the departmental

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recruitment budget will determine both the type and the number of interviews that will be

conducted. Many times, with limited budgets Big Bazar conduct telephonic interviews.

Telephone interviews can be held with either an individual or a group of people as the

interviewer.

Sometimes to narrow down the pool of candidates company conducts office interviews after

conducting phone interviews. Regardless of what method of interviewing is used, certain

arrangements are necessary prior to the interview:

Arrange and confirm dates and times with candidate

Develop the interview schedule and confirm with all individuals who will be involved in

the interview process (provide a final copy of the schedule to the candidate, the

interviewers, and the search committee members)

Arrange for escorts to and from all interviews

Arrange overnight accommodations if necessary

Arrange for transportation if necessary

Arrange for a campus host (and pick up from airport, train station, etc. if necessary)

Arrange for any meals provided outside of the interview schedule if necessary

Develop an evaluation tool for all interviewers to use upon completion of the interview

10. Conduct Reference Checks

The company also carries out the reference checking for specific cases, generally at top level.

But it is avoided at middle ans lower level as it can be a frustrating exercise that yields little

useful information about a candidate

11. Make the Offer

After the search committee has completed all of the interviews and has evaluated the candidacy

of the finalists, the committee will submit a recommendation to the hiring authority. The

committee may submit one of the following types of recommendations, depending upon the

charge that was originally given to the search committee:

The name of one candidate

The names of two or more candidates in order of hiring preference

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Some important issues that are addressed in the job offer are:

Starting salary

Starting date

Length of contract

Employee benefits

Moving expenses (if applicable)

Living accommodations (if applicable)

Any other points of negotiation

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hr recruitment and select big bazaar

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