Submitted by

SUPRIYA GUPTA

Roll No.-31

CAMPUS RECRUITMENT

A

Necessary Evil

For

Every Organization

It started with a dream…….

Bharat Desai (Founder, Chairman & CEO

Syntel Inc)

( “Follow your passion. Find strong, brilliant mentors to guide, advice and motivate you. Never stop believing in your self or your idea and you will be more successful than you ever imagined…” (Economic Times, Mumbai)

Company ProfileEvolution of Syntel :

THE EARLY DAYS :• After success with a leading Indian technology services firm, Bharat Desai had the

urge to launch his own company. Armed with an M.B.A. from The University of Michigan as well as $2,000 in savings, Desai launched Syntel in 1980.

GOING GLOBAL :• In 1992, when most IT services firms were focused on delivering on-site services,

Syntel was busy launching its first Global Development Center in Mumbai, India. Working closely with its customer, American International Group (AIG), Syntel became the first U.S.-based IT services company to launch a global delivery concept. By leveraging the outstanding pool of technology talent, a 12-hour time zone variance, and economies of scale, Syntel became the first firm to run an around-the-clock IT project approach.

A Public Appearance: In 1997, Syntel launched its initial public offering (IPO) with the sale of 3.45 million

shares of stock, trading on NASDAQ under the symbol SYNT. All Syntel employees at the time became shareholders, and the company began life in the public eye.

Company and Investor BasicsOverview Syntel helps its Global 2000 customers remain at the forefront of their

industries with innovative uses of technology to operate their businesses more efficiently. We deliver flexible, custom Information Technology and Business Process outsourcing solutions through vertical practices and a Global Delivery Service that improve quality and reduce costs.

Year founde

d

1980

Chairman/CEO

Bharat Desai

Number of

employees

6,600+

Number of

offices

27 worldwide

Global headquarter

s

Troy, Michigan, USA

Mailing addres

s

525 E. Big BeaverThird FloorTroy, MI 48083tel: 248/619-2800fax: 248/619-2888

Revenues $226.2 million (FY 2005)$64.4 million (2Q 2006)

Notable customers AIG, Allstate, DaimlerChrysler, FedEx, HCA, Humana, Target Corp., WellPoint 

Notable partners Ab Initio, Actuate, BEA, IBM, Mercury, Oracle, Sun, TIBCO

Vertical practices Financial Services/Banking Health Care Insurance

Services IntelliSourcingSM Applications Outsourcing - Custom Application Development, Maintenance, Platform Migrations/Enhancements 

e-Business - Business Exchanges/Marketplaces, Data Warehousing, Customer Relationship Management (CRM), Enterprise Application Integration (EAI), ERP (PeopleSoft, SAP, Siebel), Web Architecture/Integration 

Business Process Outsourcing (BPO) 

Quality certifications BS 7799, SEI CMMI Level 5, ISO 9001:2000, Project Management Institute (PMI)

Exchange/Ticker  NASDAQ: SYNT

IPO Date August 1997 with 3.45 million shares

Market Cap $847.2 million

2Q 2006 EPS $0.27 diluted

2005 EPS $0.75 diluted

PE 25.23

Debt Ratio 0

Transfer Agent Computershare Investor Services, LLCChicago, ILtel: 312/360-5333

Independent Auditors

Crowe Chizek and Company LLCFort Wayne, IN

Number of Shares Outstanding

40.57 million

Fiscal Reporting Period

Calendar Year (January 1 - December

INVESTOR BASICS  

• “Partner for Life Philosophy”

• Historically, approximately 90 percent of their revenues are from repeat/referred customers, one of the best rates in the IT services business.

• All in all, Syntel is a company committed to exceeding the expectations of their customers, day in and day out. Worldwide, Syntellers are committed to living their brand: Consider IT Done.

SYNTEL’S VALUES 5-S

Synergy

Stretch Speed

Smart

Simple

Stake Holders

Values Definitions

• SIMPLE: Complex problems often have simple solutions. Aim for solutions which can be readily understood and executed effectively.

• SMART: Bright, creative and proactive. Smart people and innovative ideas stand out.

• SPEED: Demonstrate responsiveness; act faster with flexibility, keeping quality and cost in mind.

• STRETCH: Rise beyond expectation. Keep raising the bar and always aim for excellence.

• SYNERGY: The sum is greater than the parts. Solve the problem as a whole, not in isolation.

Syntel Customers in various domains

• BANKING AND FINANCIAL SERVICES:• First Data• JP Morgan• Moody’s• INSURANCE:• AFLAC• Allstate• American International Group (AIG)• CAN• HEALTH CARE:• HAP• HCA• Humana• McKesson• WellPoint

Customers contd….

• RETAIL:• Borders Group• Target Corporation• AUTOMATIVE:• DaimlerChrysler Corporation• Ford Motor Company• General Motors• OTHER CUSTOMERS:• FedEx• Pacifcorp• Tektronix

RECRUITMENTDefinition:

• Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organisation. In other words, it is the ‘linking activity’ bringing together those with jobs and those seeking jobs.

• Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired; even the best plans, organisation charts and control systems would not do much good.

Types of Recruitments:

1.Executive search (also known as headhunting):

• Advertised selection

• Contingent recruitment

2. Online recruitment:

3. Campus Recruitment :

Campus Recruitment

Definition:• The term Campus Recruitment refers to

the system where various organizations come to the college (campus) to recruit bright youngsters to work for them.

• This helps companies to increase the intake of entry level hires to meet the growing demand for technology professionals .

Why Campus Recruitment?

• Campus Recruitment provides a platform for the organizations to meet the aspirants and pickup intelligent, committed youth who have the requisite enthusiasm and zeal to prove them.

• In order to find the right candidates, organizations employ various selection procedures. With the growth in IT/ITES industries, the need for talented young people who can work long hours has grown. So organizations do not confine themselves to only the select institutes but spread their net far and wide.

• Campus recruitment has also spread from professional colleges (like engineering) to colleges offering general degrees like B.Com, B.Sc, etc. Organizations seek to pickup the cream from different colleges.

• “The rationale is to have a common, unified approach to meet the staffing requirements of diverse businesses of a company in the country “

Correction of the papers with the help of Answer Keys

Aptitude Test of 80 mins.Comprises of 3 sections: -

English – 20 mins.Mathematics – 30 mins

Logical reasoning – 30 mins“No negative marking”

Declare the results of students qualifying the Aptitude test.

Campus Presentation by GRC

Getting the Campus Biodata form filled up

CAMPUS RECRUITMENT IN SYNTEL

Interview and Selection Process Followed in Syntel

Conducting the Technical and HR Interview – TogetherRole of technical Panel: Interviewing the basic concepts of their subjects.

Role of HR Panel:Check the communication skills and mark sheets of all the semesters

Simultaneously collecting and verifying the necessary documents (Mark sheets, photographs and resumes )

Declaring the list of Finally Selects

Confirming the list to The Host College by E-mail afterreturning to the office

Issuing the offer letters to the selected candidates

RECOMMENDATIONS REGARDING CAMPUS RECRUITMENT:

Talented Top

Compensation

Enduring Culture

TransparencyNurturing Environment

Responsive-ness

Brand Image

(BUILDING RELATIONS WITH COLLEGES)

SUGGESTOINS REGARDING PAPER/CRITERIA

Lowering the Criteria

• Facts: As part of recruitment team I visited 5 colleges for campus recruitment. Conducted open Campus in Indira Group of Institutes on 21st June for B.E & MCA

students. Number of Colleges participated –4

– Indira Group of Institutes.– IMCC, Pune– IICMR, Pune– IBMR, Pune Total Student appeared –19

Number of students who cleared the written test –10 Number of students short listed after the Technical Interview –5 Conducted Campus in RAJARSHI SHAHU COLLEGE OF ENGINEERING (ROCE) on 22nd

June for B.E& MCA students- Total Student appeared –25

Number of students who cleared the written test - 8 Number of students short listed after the Technical Interview – 5 Conducted Campus in MODERN COLLEGE OF ENGINEERING on 23rd June - Total Student appeared-60 Number of students who cleared the written test- 16 Number of students short listed after the Technical Interview – 8

• Conducted Campus in MODERN COLLEGE OF ENGINEERING on 23rd June for B.E & MCA students.

Total Student appeared-60 Number of students who cleared the written test-16 Number of students short listed after the Technical Interview –8

• Conducted Campus in D.Y. PATIL INSTITUTE OF MANAGEMENT & RESEARCH. On 27th June for B.E& MCA students.

Total Student appeared-25 Number of students who cleared the written test-9 Number of students short listed after the Technical Interview –5

• Conducted open Campus in CUMMINS COLLEGE B.E students Number of Colleges participated-4 Total Student appeared-30 Number of students who cleared the written test-10 Number of students short listed after the Technical Interview-8

Following changes should be made regarding paper criteria -:

• 1. Everybody should be given a chance to sit in the campus. • 2. According to me, the Company should hold the Technical Interview first (Without

any criteria), then aptitude test for IT –related streams. For Non –IT streams a reverse approach can be followed.

This approach helps in identifying students who have excellent technical knowledge but who are not well prepared for aptitude tests thereby ensuring that talent is not lost.

Before accepting or rejecting this idea I think Company can just give it a try or can perform an experiment visiting 1 or 2 college following both the procedures and comparing the outcome.

• If company intends to follow the same procedure, then to make it more effective following steps can be followed: – Students should be given one month prior information of the campus recruitment

drive.– Company should provide them with the syllabus & pattern of the test so that

students appear with full preparation.– Students should be free at the time of campus i.e no University examination

should be there, at least there should be gap of 20-days.

Changes regarding the selection process:Some other rounds should also be included in the selection process.

– Group discussion (G.D):A GD is conducted to test the following skills of candidates –• Inter personal - listening, speaking, receptiveness, team spirit, etc.,• Clarity of thought - Knowledge and the ability to link known facts• Communication skills – Coherence.

– Psychometric Test:• As the name suggests, a psychometric test is a way of assessing a person's ability or

personality in a measured and structured way.• It is designed to measure certain psychological variables like intelligence, aptitude and

personality traits.• A psychometric test evaluates attitude of the candidate and consistency of answers for similar

questions. Some of the areas which a personality test can be used to evaluate an employee's ability include • Team working• Communications skills• Decision-making• Organisation and planning skills• Sales ability• Strategic thinking • Motivation • Pressure

Suggestion Regarding selected Students & their Joining • Regular contact with the selected students

• 1)Keep students updated with Company’s achievement & performance.

• 2)Send them regular friendly mails or birthday cards.

• 3)Make general calls once in 3-months to help them in solving their queries.

• 4)Send some company magazine to their college or can get some material published in their college magazine regularly, this will not only help company to keep in touch with selected students but also help in generating interest among the juniors students who can be later be recruited from the college.

• 5) There is one more way in which company. can remain connected with the selected students. They can ask the colleges to dedicate one notice board to Syntel, which will contain all happenings & achievements of the company. Also company can give shirts & caps to the selected students ,this will incur a sense of belongingness among the students and also help in building loyalty towards the company. This wonderful idea was given by Mr Vasant Kudva(Head of GRC Recruitment).I think it should be implemented as soon as possible. One should always try to become leader & not just the follower in this competitive world.

• These all small efforts will not only help the company to incur sense of belongingness among the students but also help in building Company Image (Branding)

PLANNING– Everything should be planned in advance like:

• Number of batches joining in a year.• Number of candidates per batch.• Which streams to be joined first?Training department has fair idea in advance regarding the

requirement of the company in the following year. • Candidates should be informed 1-month or 15 days in advance

about their joining • In case of emergency joining, company should provide them

compensation & accommodation.• (Company should provide accommodation for at least 15 days to all

candidates, or can make arrangements for their accommodation.)This year the process followed was not planned at all..

Problems regarding Batch Formation

The candidates are selected for a batch randomly i.e one from one college & other from other. Procedures that should be followed to overcome such situations:• Joining dates should be given accordingly to the selection order i.e

Students who are selected first should be given joining first.• Joining dates for students of same college should be given together, in

case the grouping is done stream wise,TPO & other selected students of the college should be informed accordingly as this helps in handling & avoiding rumours.

• Good students don’t like to sit idle for long time, since the company does not maintain any contact with the selected students for months, the result is that

selected students start hunting for better opportunities & drop the Syntel offer. This year also there were many dropouts for the same reason. Training department needs to do something in this regard. This is a serious issue and needs to be addressed because

“Company is facing the problem of attrition even before an employee joins the company.”

High Attrition Rate: A Big Challenge

• Defining attrition: "A reduction in the number of employees through retirement, resignation or death"

•Defining Attrition rate: "The rate of shrinkage in size or number"

• Problem faced by IT sector:

The IT enabled services industry is being looked upon as the next big employment generator (Nasscom predicts 1.1 million job requirement by the year 2008). It is however no easy task for an HR manager in this sector to bridge the ever increasing demand and supply gap of professionals.

Costs Due to a Person Leaving: Recruitment Costs Training Costs:Lost Productivity Costs:New Hire Costs Lost Sales Costs Conclusion: It is clear that there are massive costs associated with attrition or turnover

SUGGESTIONS REGARDING EMPLOYEES One thing I observed during my training period was that the attrition rate is very high in SYNTEL

• WHY EMPLOYEES LEAVE ORGANISATIONSCase Study

• The answer lies in one of the largest studies undertaken by the Galliup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called First Break All The Rules.

• It came up with this surprising finding. If you’re losing good people, look to their immediate supervisor.

More than any other single reason, he is the reason people stay and thrive in an organization.

And he’s s the reason why they quit, taking their knowledge experience and contacts with them often straight o the competition.

“People leave Bosses not companies”

Other simple Steps that can be taken in this regard :-

1. Different cell should be made to tackle employee grievances in which an employee will get a chance to speak his/her mind, can share what problems they are facing (both personal & professional), what is bothering them.

2. Company’s top people can have meeting with their employees once in every 6- month to discuss important issues & ask for their suggestion & give weight age to their ideas, this will really incur sense of belongingness within them & they will become more loyal towards company.

3. Company can keep track of everybody’s birthday & send cards to him or her on behalf of CEO of the company, this will really make them feel that they are part of the organization & they are valued.

4. Every religion/caste should be given due respect, so no body should feel out of place or neglected.. One of the most important and broad-based challenges currently facing organisations is adapting to people who are different i.e is challenge is workforce diversity ,it addresses differences among people within given countries. Managing this diversity has become a global concern.

Lunch and Learn, A Program To Help Employees Grow

From F. John Reh What Is Lunch and Learn?• At its simplest, a lunch and learn program is a training event scheduled during the

lunch hour. Employees who attend bring their lunches and eat them during the training session. The training is usually less formal and less structured than normal

• Typical Lunch and Learn programs include: • Skills training

This can range from teaching Customer Service reps how to answer the phone correctly to providing leadership training to first line managers.

• Product trainingIf your company have many products or services, a program of lunch and learn sessions can help all employees better understand the product differences.

• Professional developmentGive people an opportunity to learn what people in other departments do. Do you have someone in IT who could teach a course in programming basics or someone

• in accounting who could explain hoe financial forecasting works? Maybe someone in HR could teach a session on how to interview better.

• Personal DevelopmentA lunch and learn program does not have to be strictly business. You could offer an occasional session on any talent any of your employees is willing to teach, from wood carving to painting or drawing.

• Life SkillsYou could bring in a guest speaker to explain to your employees the different types of insurance and the benefits of each. Or have a class in household budgeting, first aid, or fire safety, anything that helps your employees learn.

Benefits of A Lunch and Learn

The biggest benefit of a lunch and learn program is that you are able to get more training delivered to your

employees at minimal additional cost. • A lunch and learn program doesn't make more hours in

the day, but it makes better use of the time you have. • Employees appreciate the voluntary nature of the

training. Treating them like adults, makes them feel better about the company.

• The trainers enjoy the spotlight of being able to share their expertise with others in the company.

Bottom line is – “A lunch and learn program will give you better

trained employees who are more motivated.”

THANK YOU