INDEX

Sr. No. PARTICULARS Page No.

CHAPTER I – INTRODUCTION

1.1 ABOUT TCS

1.2 HISTORY OF TCS

CHAPTER II – RECRUITMENT AND SELECTION

2.1 ABOUT RECRUITMENT AND

SELECTION
2.2 TYPES OF RECRUITMENT

2.3 PROCESS OF RECRUITMENT AND

SLECTION

CHAPTER III – ABOUT TCS RECRUITMENT AND SELECTION

3.1 STEPS OF RECRUITMENT AND

SELECTION PROCESS
3.2 ROLES AND RESPONSIBILITIES FOR
THE
RECRUITMENT AND SELECTION
PROCESS OF TCS ASSOCIATES
CHAPTER IV – CONCLUSION

4.1 CONCLUSION
ABOUT TCS

Tata Consultancy Services Limited (TCS) is Software services consulting company

headquartered in Mumbai, India. TCS is the largest provider of information technology
and business process outsourcing services in Asia. TCS has offices in 42 countries with
more than 142 branches across the globe. The company is listed on the National Stock
Exchange and Bombay Stock Exchange of India. TCS is one of the operative subsidiaries
of one of India's largest and oldest conglomerate company, the Tata Group or Tata Sons
Limited, which has interests in areas such as energy, telecommunications, financial
services, manufacturing, chemicals, engineering, materials, government and healthcare.

HISTORY

It began as the "Tata Computer Centre", for the company Tata Group whose main
business was to provide computer services to other group companies. F C Kohli was the
first general manager. JRD Tata was the first chairman, followed by Nani Palkhivala.
One of TCS' first assignments was to provide punched card services to a sister concern,
Tata Steel
(then TISCO). It later bagged the country's first software project, the Inter-Branch
Reconciliation System (IBRS) for the Central Bank of India. It also provided bureau
services to Unit Trust of India, thus becoming one of the first companies to offer BPO
services. In the early 1970s, Tata Consultancy Services started exporting its services. The
company pioneered the global delivery model for IT services with its first offshore client
in 1974. TCS's first international order came from Burroughs, one of the first business
computer manufacturers. TCS was assigned to write code for the Burroughs machines for
several US-based clients. This experience also helped TCS bag its first onsite project -
the
Institutional Group & Information Company (IGIC), a data centre for ten banks, which
catered to two million customers in the US, assigned TCS the task of maintaining and
upgrading its computer systems. In 1981, TCS set up India's first software research and
development centre, the Tata Research Development and Design Center (TRDDC
ABOUT RECRUITMENT AND SELECTION

Recruitment refers to the process of attracting, screening, and selecting qualified people
for a job at an organization or firm. For some components of the recruitment process,
mid- and large-size organizations often retain professional recruiters or outsource some of
the process to recruitment agencies. The recruitment industry has five main types of
agencies: employment agencies ,recruitment websites and job search engines,
"headhunters" for executive and professional recruitment, niche agencies which specialize
in a particular area of staffing, or employer branding strategy and in-house recruitment.
The stages in recruitment include sourcing candidates by advertising or other methods,
and screening and selecting potential candidates using tests or interviews.
There are a variety of recruitment approaches and most organisations will utilize a
combination of two or more of these as part of a recruitment exercise or to deliver their
overall recruitment strategy. In summary five basic models more commonly found are:-
An in-house personnel or human resources function may in some case still conduct all
stages of the recruitment process. In the smallest organisations recruitment may be left to
individual managers. More frequently whilst managing the overall recruitment exercise
and the decision-making at the final stages of the selection process external service
providers may undertake the more specialized aspects of the recruitment process.
Outsourcing of recruitment to an external provider may be the solution for some small
businesses and at the other extreme very large organisations.
Employment agencies are established as both publicly funded services and as commercial
private sector operations. Services may support permanent, temporary, or casual worker
recruitment. They may be generic agencies that deal with providing unskilled workers
through to highly skilled managerial or technical staff or so-called niche agencies that
specialize in a particular industrial sector or professional group.
TYPES OF RECRUITMENT

1) In-house recruitment

Under pressure to reduce costs, both large- and medium-sized employers tend to
undertake their own in-house recruitment, using their human resources department,
frontline hiring managers and recruitment personnel who handle targeted functions and
populations. In addition to coordinating with the agencies mentioned above, in-house
recruiters may advertise job vacancies on their own websites, coordinate internal employee
referrals, work with external associations, trade groups and/or focus on campus graduate
recruitment. Some large employers choose to outsource all or some of their recruitment
process(recruitment process outsourcing) however a much more common approach is for
employers to introduce referral schemes where employees are encouraged to source new
staff from within their own network.

2) Lateral hiring

"Lateral hiring" refers to a form of recruiting; the term is used with two different, almost
opposite meanings. In one meaning, the hiring organization targets employees of another, similar
organization, possibly luring them with a better salary and the promise of better career
opportunities. An example is the recruiting of a partner of a law firm by another law firm. The
new lateral hire then has specific applicable expertise and can make a running start in the new
job. In some professional branches such lateral hiring was traditionally frowned upon, but the
practice has become increasingly more common. An employee's contract may have a noncompete
clause preventing such lateral hiring.

In another meaning, a lateral hire is a newly hired employee who has no prior specific
applicable expertise for the new job, and for whom this job move is a radical change of career.
An example is the recruiting of a university professor to become chairman of the board of a
company.
3) Employee referral

An employee referral program is a system where existing employees recommend

prospective candidates for the job offered, and if the suggested candidate is hired, the
employee who referred receives a cash bonus.
In some cases the organization provides the employee referral bonus only if the referred
employee stays with the organization for stipulated time duration (most cases 3 – 6
months). Referral bonus depends on the grade of the referred employee, higher the grade
higher the bonus however the method is not used for senior level hiring.

4) Outsourcing

An external recruitment provider may suit small organisations without the facilities to
recruit. In typically the largest organisations a formal contract for services has been
negotiated with a specialist recruitment consultancy. These are known in the industry as
Recruitment Process Outsourcing. Recruitment process outsourcing may involve strategic
consulting for talent acquisition, sourcing for select departments or skills, or total
outsourcing of the recruiting function.
5) On-Campus Recruiting

• College recruiting may not be living up to its potential:

• Companies may not be realizing full value from their recruitment programs.

Fewer than half of corporate recruiters receive training in the proper techniques for
interviewing job applicants.
Recruiters tend to form a positive or negative impression about an applicant's
qualifications in the first few minutes of an interview, hardly sufficient time to collect
information on which to base a recruiting decision. Recruiters also tend to spend more
time talking with applicants they consider to be qualified and less time with applicants
they dismiss on the basis of a superficial judgement. Often, recruiters do not follow
the corporate script about:
1) The topics to be covered in an interview
2) Sometimes they fail to discuss important issues with applicants.
All these points reflect a lack of interviewing skills.

6) Employment agencies

Employment agencies operate in both the public and private sectors. Publicly funded
services have a long history, often having been introduced to mitigate the impact on
unemployment of economic downturns, such as those which form part of the New Deal
program in the US, and the Job Centre Plus service in the UK.
The commercial recruitment industry is based on the goal of providing a candidate to a
client for a price. At one end of the spectrum there are agencies that are paid only if
they deliver a candidate that successfully stays with the client beyond the agreed
probationary period. On the other end of the spectrum there are agencies that are paid a
retainer to focus on a client's needs and achieve milestones in the search for the right
candidate, and then again are paid a percentage of the candidate's salary when a
candidate is placed and stays with the organization beyond the probationary period.
7) Traditional agency

Also known as employment agencies, recruitment agencies have historically had a

physical location. A candidate visits a local branch for a short interview and an
assessment before being taken onto the agency’s books. Recruitment consultants then
work to match their pool of candidates to their clients' open positions. Suitable
candidates are short-listed and put forward for an interview with potential employers on
a contract or direct basis.

8) Niche recruiters

'Specialized recruiters' exist to seek staff with a very narrow specialty. Because of their
focus, these firms can very often produce superior results due to their ability to channel
all of their resources into networking for a very specific skill set. This specialization in
staffing allows them to offer more jobs for their specific demographic which in turn
attracts more specialized candidates from that specific demographic over time building
large proprietary databases. These niche firms tend to be more focused on building
ongoing relationships with their candidates as is very common the same candidates are
placed many times throughout their careers. Online resources have developed to help find
niche recruiters. Niche firms also develop knowledge on specific employment trends
within their industry of focus (e.g. the energy industry) and are able to identify
demographic shifts such as aging and its impact on the industry.
9) Executive search firms ("Headhunters")

An executive search firm or "headhunter" are industry terms for a third-party recruiters
who seeks out candidates often when normal recruitment efforts have failed. Headhunters
are generally considered more aggressive than in-house recruiters or may have preexisting
industry experience and contacts. They may use advanced sales techniques. They may
also purchase expensive lists of names and job titles but more often will generate their
own lists. They may arrange a meeting or a formal interview between their client and
the candidate and will usually prepare the candidate for the interview, help negotiate the
salary and conduct closure to the search. They are frequently members in good standing
of industry trade groups and associations. Headhunters will often attend trade shows and
other meetings nationally or even internationally that may be attended by potential
candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate
placements (sometimes more than 30% of the candidate’s annual compensation). Due to
their higher costs, headhunters are usually employed to fill senior management and
executive level roles. Headhunters are also used to recruit very specialized individuals;
for example, in some fields, such as emerging scientific research areas, there may only
be a handful of top-level professionals who are active in the field.

10) Executive research & resourcing firms

These firms are the new hybrid operators in the recruitment world able to combine the
research aspects (discovering passive candidates) of recruiting and combine them with the
ability to make hires for their clients. These firms provide competitive passive candidate
intelligence to support companies' recruiting efforts. Normally they will generate varying
degrees of candidate information from those people currently engaged in the position a
company is looking to fill. These firms usually charge a daily rate or fixed fee.
11) Internet recruitment services

(i) Recruitment websites

Such sites have two main features: job boards and a résumé/curriculum vitae (CV)
database. Job boards allow member companies to post job vacancies. Alternatively,
candidates can upload a résumé to be included in searches by member companies. Fees
are charged for job postings and access to search resumes

(ii) Job search engines

The emergence of meta-search engines allows job-seekers to search across multiple

websites. Some of these new search engines index and list the advertisements of
traditional job boards. These sites tend to aim for providing a "one-stop shop" for
jobseekers. However, there are many other job search engines which index solely from
employers' websites, choosing to bypass traditional job boards entirely. These vertical
search engines allow job-seekers to find new positions that may not be advertised on
traditional job boards, and online recruitment websites.

(iii) Recruitment Agency Directories

With the emergence of the Internet, also came the functionality to provide recruitment
agencies with a low-cost alternative to advertising. Unlike a standard directory, these
niche directories have helped those searching for employment representation, a way to
narrow down their requirements based on their own job-searching requirements.
Recruitment agencies are then able to showcase their services directly to those looking.
12) Social recruiting

Social recruiting is the use of social media for recruiting including sites like Facebook,
Twitter, and LinkedIn. Social recruiting falls into two different categories. The
first is internet sourcing using social media profiles, blogs, and online
communities to find and search for passive candidate data and information.
The second is social distribution. This involves using social media platforms
and networks as a means to distribute jobs either through HR vendors or
through crowd sourcing where job seekers and other influencers share job
openings within their online social networks.

13) Talent Acquisition

Talent acquisition is the targeted recruitment/acquisition of high performing teams for

example; in sales management or financial traders into a company from a competitor or
similar type of organisation. Organisations requiring external recruitment or head-hunting
firms are now employing "talent acquisition" specialists whose job it is to identify,
approach and recruit top performing teams from competitors. This role is a highly
specialised role akin to that of a traditional recruiter/headhunter specialist but carrying
greater visibility and strategic importance to a business. In many cases the talent
acquisition person is linked directly to a company's executive management, given the
potential positive impact a company can benefit from by getting high performing sales
people into the business, whilst removing the same performing sales people from
competitors.
PROCESS OF RECRUITMENT AND SELECTION

1) Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the
actual or intended requirement of the job to be performed. This information is captured
in a job description and provides the recruitment effort with the boundaries and
objectives of the search. Oftentimes a company will have job descriptions that represent
a historical collection of tasks performed in the past. These job descriptions need to be
reviewed or updated prior to a recruitment effort to reflect present day requirements.
Starting recruitment with an accurate job analysis and job description ensures the
recruitment effort starts off on a proper track for success. Job analysis defines the
duties and human requirements of the company’s jobs. The next step is to recruit and
select employees. We can envision the recruitment and selection process as a series of
steps i) Decide the positions to fill, through personnel planning and forecasting.
ii) Build a pool of candidates or these jobs, by recruiting internal or external candidates.
iii) Have candidates complete application forms and perhaps undergo initial screening
interviews.
iv) Use selection tools like tests, background investigations, and physical exams to
identify viable candidates.
v) Decide who to make an offer to, by having the supervisor and perhaps others
interview the candidates.

2) Sourcing
Sourcing involves Advertising, a common part of the recruiting process, often
encompassing multiple media, such as the Internet, general newspapers, job ad
newspapers, professional publications, window advertisements, job centers, and campus
graduate recruitment programs; and Recruiting research, which is the proactive
identification of relevant talent who may not respond to job postings and other
recruitment advertising methods done in #1. This initial research for so-called passive
prospects, also called name-generation, results in a list of prospects who can then be
contacted to solicit interest, obtain a resume/CV, and be screened.
3) Screening and Selection

Suitability for a job is typically assessed by looking for skills, e.g. Communication,
typing, and computer skills. Qualifications may be shown through résumés, job
applications, interviews, educational or professional experience, the testimony of
references, or in-house testing, such as for software knowledge, typing skills, numeracy,
and literacy, through psychological tests or employment testing. Other resume screening
criteria may include length of service, job titles and length of time at a job. In some
countries, employers are legally mandated to provide equal opportunity in hiring.
Business management software is used by many recruitment agencies to automate the
testing process. Many recruiters and agencies are using an applicant tracking system to
perform many of the filtering tasks, along with software tools for psychometric testing.
In addition to the above selection assessment criteria, employers are likely to recognize
the value of candidates who also have the so-called 'soft skills', such as interpersonal or
team leadership and have the ability to reinforce the company brand through their
behavior in front of customers and suppliers. Multinational organizations and those that
recruit from a range of nationalities are also concerned candidates will fit into the
prevailing company 'culture'.

4) Onboarding
"Onboarding" is a term which describes the process of helping new employees become
productive members of an organization. A well-planned introduction helps new employees
become fully operational quickly and is often integrated with a new company and
environment. Onboarding is included in the recruitment process for retention purposes.
Many companies have onboarding campaigns in hopes to retain top talent that is new to
the company; campaigns may last anywhere from 1 week to 6 months.
 About TCS’S Recruitment & Selection Process

Recruitment at TCS take place at all levels – i.e. entry and various experience levels.
The hiring of experienced professionals take place through the year, while campus offers
for freshers joining next year are conducted according to placement seasons at colleges.
The main sources of recruitment are:-

1) Internal promotions and internal introductions (At times desirable for moral
purposes ) 2) Career Officers
3) University Appointed Boards
4) Agencies for the unemployed
5) Advertising (Often via agencies for specialist posts) or use of other local media.

Off-campus recruitments for fresher are conducted periodically for any additional
requirements. For this, TCS undertakes recruitment drives through walk-in-interviews,
announcements for which are made in the media. The Selection Procedure consists of a
written test and those who clear written test will face technical and HR Interview. The
written test usually consists of four sections - Verbal, Quantitative Aptitude,
Comprehension and Psychometric test.

STEPS OF RECRUITMENT AND SELECTION IN TCS

1) Written Test
Verbal Section consists of 15 questions and is to be attempted in 6 minutes. These are
usually based on English words and their synonyms. Quantitative section consists of
basic mathematics questions based on percentages, multiplication, and simple algebra. It
consists of 15 questions and the time allotted is 10 minutes. Comprehension Section
consists of 60 questions with 50 minutes. Psychometric test contains 150 questions with
30 minutes. These are general personality based questions and are yes/no based. Among
other, these questions test candidate’s ability to answer consistently.

2) Interview
The written test is followed by interviews- technical and HR. The technical interview is
based on subjects candidates have already studied in their curriculum. Candidate need to
select their favorite subjects out of what they have studied. The HR Interview is very
general to test candidate’s temperament. General questions based on current affairs,
general awareness, trends in IT etc. may be asked. TCS also employs a lot of fresh
graduates. To help identify new talent, they are engaged with more than 300 academic
institutions globally. They have built robust holistic programs, which includes faculty
development programs, workshops and annual conclaves for the professors and teachers.
Through their work with these institutes, they identify with and cultivate new talent. This
helps them to groom freshers at the entry level itself.

3) Qualifications
It depends on the position and role recruited. For example, at the entry level, TCS
recruit engineering graduates and postgraduates in computer science, engineering.
Experienced professionals or laterals (professionals with work experience) maybe
engineering graduates or postgraduates if recruited for technical roles, or management
postgraduates if recruited for business or sales roles. TCS also recruit functional
experts for specific practices; for example, the healthcare practice recruits doctors as
functional experts, or the financial services practice hires bankers and other finance
professionals for their domain knowledge. TCS periodically advertises in the
newspapers for the positions and roles available. Within TCS, the intranet will have
announcements about the various positions and requirements. The TCS web site also
lists the jobs. One can also upload one’s resume there.

4) Age limit
Being an equal opportunities employer, the suitability of candidates is judged on
competency. TCS understand competency as critical knowledge and skills producing key
outputs in performance.

5) Selection process
For trainees and persons with less than two years of experience, TCS conduct written
tests, technical and management interviews. For laterals, TCS do not have written tests.
The process includes short listing based on certain eligibility criteria pertaining to the
students' academic track record and domain/ specializations, aptitude test and a two-tier
competency-based interview. In management institutes, TCS replace the aptitude tests with
group discussions. The attributes TCS typically look at include technical excellence,
professionalism, good communication skills, willingness to work beyond boundaries and
the inclination to teamwork.

6) Application for the job:

Interested applicants can apply through TCS recruitment portal. TCS also advertise
available positions on their Web site, on job boards such as Monster, Naukri and
newspapers and, for niche positions, in technical magazines.
7) Interview
It is important to maintain consistent academic records while developing strong technical/
functional skills. The ability to adapt and innovate, willingness to learn and ability to
collaborate are important attributes that TCS looks for, along with a mindset to be
mobile.

8) Post-interview
TCS has a process of background checks undertaken by professional agencies. As part
of this process, we check for authenticity, educational background and work experience.
Typically, background checks are completed prior to joining. On joining, the employee is
given a letter of appointment. All terms and conditions of service are enumerated in the
letter of offer made once the candidate is successful in the management interview. All
candidates, including those who have been rejected, are intimated about their status.
Candidates also have the option to call our office and get an update on the progress and
status of their application. Although TCS normally recruit for a role, if alternatives are
available and the candidate is deemed suitable, HR pursues the application for the same.

9) Postings
As a global company, TCS has about 169 offices in 35 counties with operations across
India, North America, APAC, Latin America, Europe, Middle East and Africa.

10) Growth prospects

TCS offer careers across five streams i.e. sales, delivery, practice, technology, corporate
roles and specialists in nearly 4 areas --Engineering and Manufacturing, Infrastructure
Services, BPO, IT Services and Global Consulting. TCS value proposition to employees
is for an aspiration-based career across project management, technology, domain and sales
streams. This is enabled by ongoing competency development, differentiated compensation
and various work-life balance initiatives, as well as the chance to work in different
markets and geographies in our network of 169 offices in 35 countries. This is what has
helped TCS attract and retain employees at all levels.

11) Remuneration
TCS offer remuneration based on the number of years of experience and the nature of
the experience in terms of skills, technology, etc. The compensation is benchmarked
regularly with the industry.

12) Add-ons
In addition to remuneration, some of the add-ons include canteen facilities with
subsidized meals, health insurance for self and family at subsidized rates, subsidized
transport at some of their locations, gymnasiums and recreational facilities at some of
their locations. TCS also has other add-ons such as leave without pay for pursuing
higher studies, joining spouse overseas, part-time/ work from home facility, holiday
homes across the country, welfare trust facilitation for higher education, membership in
Tata Sons Welfare Trust, Consultancy Employees Welfare Trust, etc. Also, as employees
of Tata Group, TCS associates get discounts on products and services from other group
companies -- for example, Westside, Titan, Tata Motors and the Taj Group of Hotels.

13) Global Exposure

Global exposure at TCS extends beyond geographical boundaries. Employees get the
opportunity to work on world-class projects on a global scale, interact with people
having diverse cultural backgrounds and organizational functions and explore cutting-edge
technologies fresh out of the world-renowned research labs.
14) Focus on Freedom
TCS have established an environment that focuses on individual aptitude, talent and
interests. As a proven practice, TCS promote cross-domain experience that allows an
employee to function across different industry verticals, service practices, and functional
domains as well as varied technology platforms. At the same time, TCS continuously
present employees with the opportunity to explore the domain where they believe they
would fit the best. These factors not just help hone employees skills across platforms, it
also provides their customers a talent pool with expertise that exceeds their industry
benchmarks.

15) TCS Graduate Program at Australia- Initial Learning Programme

(ILP)
Selected graduates will travel to their world-renowned Initial Learning Program(ILP) in
India for two months. The ILP consist of two phases: In the first phase the candidates
will learn the concepts of program design and development, process models and next
generation technologies such as Cloud Computing, Green IT and Web 2.0. The second
phase is specifically tailored to candidate and their project requirements. Depending on
candidates skill sets and the projects that they will be working on, a curriculum will be
structured for them. Following two-month training, they will work at their Australian
customers’ offshore center for 2-4 months. Here they will understand how TCS’
offshore center works and build their competencies before they return to Australia and
work onsite for their client.
.

16) TCS - Academic Interface Programme (AIP)

Following the tradition of India's most admired corporate group TATA, TCS has been
involved in strengthening the Academic Community around the world through TCS -
Academic Interface Programme (AIP). AIP has been involved in various programmes, to
bridge the gap between campus and corporate. Some of these activities are: Workshop
for students, Faculty Development Programs(FDP) for teachers, Student Awards to
encourage healthy competition at colleges, Internship Training opportunity for students,
and Global Internship programme. TCS has taken one step ahead by setting up a portal,
to take this connectivity with students, faculty and the institutes to greater heights. The
Academic Interface Programme initiative by Tata Consultancy Services will act as a
sounding board in strengthening academic relationships and ensuring the entry of ‘right
people’ into the organization. The impetus behind creation of this program is to enable
academic and industry to seek improved ways of working together.

17) Partnering with the community toward health, education

and the planet
Owned in majority by foundations and trusts, the Tata group understands the importance of
serving the community. TCS draws on the longstanding Tata tradition of giving back to society.
As a company, they are committed to improving the quality of life in communities where their
employees live and work by donating our time and resources. They understand the critical role of
the marketplace, workplace and environment to their business. They also recognize the
importance of the community in the work that they do, and they strive to serve their clients
through their services and communities through their CSR initiatives.
They use the IT competencies of their employee base to address large scale societal problems in
the focus areas of health, education and the planet. Globally, employees participate in a multitude
of activities, volunteering their time, sharing their professional expertise and raising funds to
support the work of our non profit partners.

Roles and responsibilities for the recruitment and selection

process for TCS Associates

.A PD8 should be submitted together with the completed advertisement

and further particulars which have been done on the agreed template.

The Personnel Department approve the advert and the relevant

 Personnel Assistant (PA) arranges for it to be recorded in the order
book and sent to the agency as soon as possible for immediate
publication (i.e. post not to be queued if there is a backlog).

The TCS Centre sends a copy of the advertisement to panel members,

and also to jobs.ac.uk, mail bases, other universities, TCD, etc and E-
mail our clerical assistants with a copy of the FP’s when completed
for the web and the IVL.

The TCS Centre ensures that copies of all recruitment correspondence

and documents are sent to the Personnel Department for the recruitment
file.

PA to arrange for the recruitment file to be made up.

Applicants send applications to TCS Centre.

The TCS Centre removes the personal/equal opportunities section of the

application and retains it confidentially. The panel is not to see it.
The TCS Centre must note any cases of disability and contact the
Personnel Department immediately for advice. The Personnel Department to
continue to record disability information.

The TCS Centre to highlight any cases where applicants ask for their
referees not to be contacted.
On the first working day after the closing date, the TCS Centre to
send the applications to the Panel Chair for short listing , together with
form PD48s (Short listing record) for each panel member and a
Selection Programme form PD9 for the Panel Chair.

The TCS Centre to ensure shortlist is received within 5 working days

and send invitations to interview to the candidates using the prepared
template within 2 days of receiving the shortlist. Enclosures: Interview
expenses form, reply paid envelope, map(s).

The TCS Centre to request references at the same time as issuing

interview letters, using the prepared template and the personal details
section of the application form which contains referees’ details, except
where candidates have asked for referees not to be contacted.

The TCS Centre to prepare the panel memo from the template and
circulate it to the panel at least 5 days before the interviews
together with copies of:
Advertisement
Further particulars
Application forms of shortlisted candidates
Selection record forms PD57
Result of interview form PD 21 to the Chair only
Any references received to date to the Chair only

The panel chair offers the job to the successful candidate and notifies
the decision to all other candidates by telephone within a day of
the final selection decision. The TCS Centre receives from the Panel
Chair copies of all application forms, references, selection records, and
form PD21 and immediately forwards them to the Personnel Department.

PA to ensure offer letter and contract are issued within two days of
receipt of result of interview and to undertake all other related,
subsequent actions as normal.

CONCLUSION

TCS is a values-driven organization that not only invests in the success of its people but
also empowers and encourages them to make positive contributions in their communities
across the world. Additionally, by providing a variety of social and mobile platforms for
its employees around the world, TCSers enjoy a collaborative environment across teams
and geographies. As a result of the rewarding culture within TCS, the company has the
lowest attrition rate of its peer set. But the company has the scope to increase the
number of employees to operate for its further establishment and expansion of business
and to acquire the best human resources in this competitive environment.