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TALENT ACQUISITION STRATEGIES FOR XACTLY INDIA

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EXECUTIVE SUMMARY OBJECTIVE AND SCOPE: The main objective of the project is to help the organization to fit in the right talent for the right job which can be done by using the right strategies. Since the organization is in a growth stage there has been a lot of talent required because of the increase in number of products. At present in Bangalore there are around 50 employees and the organization would like to expand it to 75 by hiring the right talents. Since the organization is in a growth stage and there is only a single Human resource director in Bangalore, there is a lot of scope for me personally handling all the recruitment practices. The organization at present has given me four positions as of now to close which consists of senior software engineer, Technical consultant, Systems administrator and Technical support. The organization has given me an responsibility to close these positions. The role out of this project would be for me to conduct the preliminary round of interview with the experienced candidates ranging from 4-8 years and find out some strategies to attract the talent. Moreover, the company recently gave me an exposure to job fairs where I had to deal with over 100 candidates by conducting interviews. The challenging part of this role would be that I have to be technically strong to interview the experienced candidates. There is a lot of scope in this project as the company is in expansion stage and as a part of the organization if i fulfill the duties and responsibilities given to me promptly then my career path would reach the heights. As a part of this organization I have a

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chance to develop my negotiating skills, convincing skills and interviewing skills which would benefit my career in future. Methodology proposed: To post the job description in various job portals like Naukri, Monster etc. Thereafter we receive resumes of various candidates. Depending on the experience and other achievements I would shortlist the resume and conduct the preliminary round of interview. If the candidate suits the requirements. The next step is to pass on the resume to the department head and senior HR for the technical round of interview. The interview process will go on for a week and I have to regularly follow up with the candidate. Tools and techniques used: The tools and techniques used during this project are the various job portals to source the resume of the candidates. If the job posting which we post doesnt get sufficient replies then i would use keywords in Naukri and Monster to track the right candidates. There are some strategies and solutions to the problems that I have suggested in this project which can help the organization in many ways. Although the strategies are very familiar it can help the company in getting the right talents according to the requirements.

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1) DESCRIPTION OF THE COMPANY/INSTITUTION: Internship department: Human resources Name and position of the supervisor: Haritha Kocherla HR manager Address: #3h, 1st floor, 7th c main, 3rd block, Koramangala, Bangalore-34 2) BRIEF INTRODUCTION OF THE INFORMATION TECHNOLOGY SECTOR The information technology (IT) industry has become of the most robust industries in the world. IT, more than any other industry or economic facet, has an increased productivity, particularly in the developed world, and therefore is a key driver of global economic growth. Information Technology (IT) sector contributes nearly 5% to GDP of the country.

Information Technology sector can be broadly classified into software development, software services, software products, consulting services, BPO services, e-commerce & web services, engineering services off shoring and animation and gaming. The global IT spending increased exponentially for years before the onset of global recession in 2008-09. Riding the wave, Indian IT industry grew at impressive rates of above 30% during that time to the tune of over US$ 60. The global meltdown dented the scene, with businesses across the globe, cutting on discretionary IT budgets. However Indian IT industry managed to weather the storm on back of superior quality and execution efficiency.

Economies of scale and insatiable demand from both consumers and enterprises characterize this rapidly growing sector. Both software development and the hardware involved in the IT industry include everything from computer systems, to the design, implementation, study and
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development of IT and management systems. Owing to its easy accessibility and the wide range of IT products available, the demand for IT services has increased substantially over the years. The IT sector has emerged as a major global source of both growth and employment. The industry is expected to witness sustainable growth over a two-year horizon, going past its USD 60 billion export target in FY2011.

Features of the IT Industry at a Glance

Economies of scale for the information technology industry are high. The marginal cost of each unit of additional software or hardware is insignificant compared to the value addition that results from it. Unlike other common industries, the IT industry is knowledge-based. Efficient utilization of skilled labor forces in the IT sector can help an economy achieve a rapid pace of economic growth. The IT industry helps many other sectors in the growth process of the economy including the services and manufacturing sectors.

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2.1)

INDUSTRY ANALYSIS USING PORTERS FIVE FORCE MODEL

COMPETITIVE RIVALRY WITHIN AN INDUSTRY Rivalry is more intense where there are many small or equally sized competitors; rivalry is less when an industry has a clear market leader. There would be constant fight in the market between the companies to stay alive in the market. There is rivalry between our company and callidus to be the best market leader in sales performance management solutions. The rivalry can be competitive in various ways such as marketing of products, product quality, pricing strategies and various features which can attract the customers in many ways. Companies would constantly try to read the customers mind to attract or retain them.
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THREAT OF NEW ENTRANTS Profitable markets that yield high returns will attract new firms. This results in many new entrants, which eventually will decrease profitability for all firms in the industry. As the software industry is booming day by day there is enough competition in the industry. There are lot of startup companies evolving off late and are giving stiff competition to the well established brands. For instance, if we look in to the organization which I am currently working has grown rapidly in a span of six years. As the technology grows all organizations have to update themselves to stay in the market. However there are barriers to entry as well like financial barriers where the entrants have to invest huge money, Legal barriers wherein new companies will have to deal with different legislation issues. Customer loyalty is another barrier because a customer doesnt want to risk buying a new product. THREAT OF SUBSTITUTE PRODUCTS

Threat of substitutes exists when a product's demand is affected by the price change of a substitute product. A product's price elasticity is affected by substitute products - as more substitutes become available, the demand becomes more elastic since customers have more alternatives. A close substitute product constrains the ability of firms in an industry to raise prices. If we consider the organization where I am working, it is into on demand sales compensation software which has modules on sales, finance and analytics. The competitors of us Callidus software also are into the same service. So there are chances that customers might

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deviate to another product. It is important to always update the product and keep it user friendly to make sure the customer is loyal.

BARGAINING POWER OF CUSTOMERS

The power of buyers is the impact that customers have on a producing industry. In general, when buyer power is strong, the relationship to the producing industry is near a market in which there are many suppliers and one buyer.

3) COMPANY PROFILE

Founded in 2005, San Jose, California-based Xactly Corp. (www.xactlycorp.com) began its operations by targeting the high end of the midmarket (companies with up to 2,000 payees) with its flagship on-demand sales compensation application solution, Xactly Incent. The vendor has received $27 million in venture funding, closing its "C" round in April 2007, and plans to be profitable in 2008. It has just over 100 employees, with its sales operations, including 25 direct salespeople, focusing primarily on North America, with a growing presence in Europe, the Middle East, and Africa (EMEA) and partnerships in Asia/Pacific. The company intends to expand its presence in both EMEA and Asia/Pacific in 2008. Xactly sells across a variety of industries and has met with success in selling its applications to software and technology, media
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and entertainment, manufacturing and distribution, telecommunications, and financial services firms. Notably, salesforce.com and Success Factors are both customers and partners of Xactly.

Since its founding, Xactly has moved from providing a sales compensation management solution to a broader, sales performance management offering. Sales performance management systems include functionality for incentive compensation management, quota management, territory management, and price management, all leveraging post sales business data that Xactly aggregates and hosts in a secure, on demand repository. The Xactly Incent sales performance management product portfolio today comprises Xactly Incent, Xactly Analytics, Xactly Modeling, Xactly Credit Assignment, Xactly Rewards, and Xactly Data Management. Xactly has made available a set of open APIs called Xactly Connect, the world's first on-demand incentive compensation management integration platform that provides connectivity to any system, resulting in transparent integration for end users., Intuit, Paychex, and Ultimate Software) for payment processing.

VISION: Every Company Incents Right. MISSION: Evangelize, Enable and Ensure. FOUR CORE VALUES: C- Customer Focus A- Accountability R-Respect E-Excellence

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PRODUCTS Xactly Incent

Xactly Incent is the smart way to manage incentive compensation. It's web-based, automated approach replaces tedious manual processes to make any compensation program easy to manage and error free. With Xactly Incent, you can:

1. Deliver real time visibility across the organization 2. Calculate compensation quickly and accurately 3. Reduce costs associated with sales compensation 4. Provide audit trails for transactions

Incent Modules i. ii. iii. iv. Analytics E-docs Modeling Territories

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Features of the product Managerial reports Full integration with all major crms Instant and automatic software updates Reduced errors Built in compliance

Xactly Express

Xactly Express is software designed on salesforce.com's force.com platform to meet the dynamic needs of growing companies; built around industry best practices, Express is the only tool you need to automate sales compensation, get better visibility, improve commissions accuracy, and motivate your sales team. Features of the product Commission Estimator Sales rep commission dashboard Compensation management tools Audit controls for compensation Accurate commission payments

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COMPENSATION MANAGEMENT SUPPORT AND TRAINING At Xactly every customers are valued as a top priority. Any point of time the customers can get in touch with the support team for case requests etc.

Xactly University provides a range of training options to help you get the most out of Xactly products and services by showing you how to take full advantage of the features Xactly's applications offer. With classes available on a full range of topics from beginning orientation to advanced analytics, Xactly University offers something for everyone. There are three options provided by Xactly:

Training over web Classroom instruction On-site training

PARTNERS
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Microsoft dynamics Oracle Salesforce Mercer New sigma

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Big machines Cloud computing America Compensation analytics

AWARDS AND RECOGNITION 2010 CRM market winner 2010 winner of codie awards conducted by the software and information industry association. Named one of the top 20 coolest productivity apps along with Google, oracle. 2009 winner of CRM excellence awards. 2008 influential CRM leader Named worlds best new company by international business awards and American business awards.

PRODUCT STRATEGIES

The products which are mentioned above is mainly only for the USA customers and the development center is in Bangalore. The sales of our products are mainly focused in the Americas since the sales team is located there. The Company doesnt fall into backward integration or outsourcing.

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The markets where we have our customers are from financial services, Manufacturing industries, Media and entertainment industries, Communications, Software industries, Business services and Life sciences. Since our product is mainly into sales compensation we have positioned ourselves in all the industries which have sales team as their pillars. We have positioned ourselves in the minds of the customers by providing quality products which would motivate the sales reps to perform better.

The target market for our products is the Americas as mentioned above. The main focus of our product is for sales team across all the industries since they have a vital role in contributing towards organizations success.

4) COMPETITORS ANALYSIS The closest rivals of our company at present in SPM (Sales performance management) suite is Callidus software Inc. COMPANY PROFILE

Callidus Software (NASDAQ: CALD) is the market and technology leader in Sales Performance Management (SPM). Callidus customers gain a competitive advantage by maximizing sales cost efficiencies and driving improvements in sales effectiveness. Callidus is the market leader in the
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sales performance management space with some really great products that are beginning to evolve into an incredibly strong product suite. The product quality is steadily improving and customers are getting tremendous value.

STRENGTHS The company completed changed their product quality from their traditional methods. Callidus is currently shifting from a traditional software vendor model to a software-as-a-service model and investors are anxious because it has taken longer than expected. It also said Callidus has been approached by several private equity firms. The recent product of them which is Monaco spm suite is gaining high attention because of its various features which enables the business to efficiently recruit, onboard, and track progress toward the agent and producer capacity required to meet revenue targets on time. The companys quality product saw them teaming up various leading companies. The Callidus SPM suite drives sales channel performance at 6 of the top 10 insurance companies and 5 of the top 10 telecommunications companies in the world, handling up to a billion transactions a month from channels with more than one half-million payees. As I mentioned earlier in the five force model updating the technology according to the market scenario will achieve success. Callidus is following the same formula to grab the eye balls in the market and that is certainly their strength.

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WEAKNESS There are ample opportunities to move both up within Callidus and to progress your career. Management did a mediocre job at communicating what was going on. A lot of people got spooked and some good people did end up leaving of their own accord.

Traditionally, the product quality has been average, at best. While that is now improving, there are still product issues to deal with and it is not always a painless process.

Communication is still challenging. While the high level goals of the company are clear (become profitable, release new and better products), it is not always clear on what the day-today objectives are. Communication can always be improved upon, but that is one area of weakness for Callidus. One of the key things that management fails is to communicate frequently on how the company is tracking toward the high level goals, and what worker bees can do to make those goals happen quickly says an employee from callidus. From the above comments from the employees and further research suggests that their management is clearly letting down the company.

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5) SWOT ANALYSIS

HR DEPARTMENT OPPORTUNITIES

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HR AS A STRATEGIC PARTNER Post recession which had happened way back in 2008, HRs role has become crucial. The HR function and activities were intended to ensure the organization's financial success. Some of them includes: to increase productivity of the labor force and thus, profitability of the organization, Competency and talent management, Effect of globalization on the business landscape. These are some of the opportunities which an HR can utilize and make the people understand the value of HR. HR leaders will find opportunities in these developments and must put programs and practices in place today to meet the challenges of tomorrow.

THREATS OUTSOURCING OF HR Firms continue to buy-in HR expertise, and replace that which was once developed and operationalized internally. Companies are looking for cost cutting by removing HR and outsourcing all HR activities. The top three wholly outsourced areas include legal activity (69%), payroll (66%) and pensions (64%). The areas partially outsourced the most include training (49%) and recruitment and selection (47%). UNDERSTANDING THE BUSINESS In this new HR, professionals are expected to know the business well enough to align human capital with business needs, either developing the needed talent or going outside the organization to get it. Everybody should have a line of sight between their goals and

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those of the business. All HRs should know finance, market strategy, technology, staffing and training needs, managing change, managing culture to be an good HR leader. SMARTEST WINS THE RACE Smart graduates without any HR qualifications may replace HR in recruiting. Companies are trying to pull in graduates without any HR knowledge to reduce the cost.

XACTLY CORPORATION

STRENGHTS In a small company you are able to connect with upper management as well as your peers. The management team is in constant touch with all the employees interacting personally. The atmosphere is fun yet hard working and the employee population is young, smart and real "go-getters". The employees are smart and intelligent which in turn led the company to achieve the heights. The company takes valuable feedback from the customers to improve the product which the company considers as innovation.

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The product quality has been appreciated by various organizations and has been backed by several venture capitalists.

The company was named one of the 20 coolest cloud productivity app vendors along with Google, Oracle and Taleo which in turn shows the companys strength in quality.

WEAKNESS Some employees are not ready to take initiatives which creates dissatisfaction among the workforce. The companys brand in India is not as recognized in the USA. The companys interview process is lengthy which will make the candidates wait for too long.

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6) ANALYSIS OF PRODUCT PROFILES XACTLY PRODUCTS

I.

Smart Sales Compensation Management Save Time, Eliminate Commission Errors and Gain Compensation Visibility
Xactly Incent is the smart way to manage incentive compensation. It's web-based, automated approach replaces tedious manual processes to make any compensation program easy to manage and error free. Deliver real time visibility across the organization Calculate compensation quickly and accurately Reduce costs associated with sales compensation Provide audit trails for transactions

INCENT FOR SALES: Automated commission calculation ensures timely and accurate commission payments. Web-based, real time visibility of commissions (earned and potential) keeps your sales reps motivated.
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Managers can easily introduce bonuses or special performance incentive funds (SPIFs) to guide sales behavior, as well as use reports to gauge sales performance and fine tune their compensation programs.

INCENT FOR COMPENSATION ADMINS: Easy Compensation Plan Creation Full Integration with All Major CRMs

Instant and Automatic Software Updates

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INCENT FOR FINANCE Real Time Visibility Reduced Errors Built-in Compliance

MODULES OF XACTLY INCENT

Xactly has developed a dynamic set of modules to expand the capabilities of Incent. Modules can be added in any combination depending on your organization's specific needs.

1. XACTLY ANALYTICS: Compensation Management Insight A single, unified view of all sales compensation management (SCM) metrics delivers amazing clarity. While, powerful ad hoc analysis and prebuilt SCM analytic content offers the ultimate in

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data slice-and-dice flexibility. Together, they take decision making to a new level. And that's exactly what you get with Xactly Analytics. KEY FEATURES: 2. Executive Dashboards Pre-Built Analytics Ad Hoc Reporting Dashboard Editor Data Analysis XACTLY

DOCS:

Track Plan Documents and Approvals

Xactly Docs is an expansion module for Xactly Incent that allows you to use customizable workflows to automate compensation document generation, routing, review, and approval helping you and your organization save time and resources.

KEY FEATURES:

Customizable Workflow Processes Automatically Route Compensation Documents Make Documents More Visible Easy Administration

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3. XACTLY MODELING: Test-Drive Commission Plans

Xactly Modeling is an expansion module for Xactly Incent that helps companies increase their profits and more effectively manage cash flow. Modeling allows you to preview the effects of changes made to compensation plans or the structure of the sales organization in order to minimize risk, optimize sales compensation, and confidently respond to changing market conditions.

KEY FEATURES:

Predict the Future Make Informed Choices

4. XACTLY TERRITORIES: Automate Sales Territory Management and Credit Assignment

Territories is part of Xactlys Incent suite, providing an end to end solution for automating territory management and credit assignment processes. With Xactly Territories, companies can optimize the coverage of sales territories, balance workloads, and assign sales professionals to the most appropriate territories using a variety of attributes, including: geography, product, product line, strategic accounts, and more. With Xactly Territories, you can:
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Easily define and manage sales territories

Efficiently assign credits for processed orders based on mapped territories

Increase sales revenue and reduce operating costs

Territories, along with Xactly Incent increases sales visibility, assures accuracy and timeliness of commission payments, and increases collaboration among finance, sales, and operations. The solution can be seamlessly integrated with industry leading CRM and other backend systems to work with the already available system data for a seamless end to end experience.

KEY FEATURES:

No More Complexity No More Missing Credits

II.

Compensation Management for Growing Businesses

Xactly Express is software designed on salesforce.com's force.com platform to meet the dynamic needs of growing companies; built around industry best practices, Express is the only

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tool you need to automate sales compensation, get better visibility, improve commissions accuracy, and motivate your sales team. EXPRESS FOR SALES

On-Demand Access to Commission Statements Motivates Sales Teams

Express helps keep sales reps motivated and on track by always keeping them up to date on their compensation. See potential earnings on any opportunity, or use personalized dashboards to get a snapshot of compensation. Built-in managerial reports and dashboards make it easy for sales managers to monitor sales performance and fine-tune their programs

Commission Estimator
The Express Estimator "shows you the money" for deals yet to close. Estimate commissions on any salesforce.com opportunity, or change up product and service mixes to see how to maximize earnings.

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Compensation Management Tools

Manager specific dashboards and reports let you easily get a snapshot of your team's performance. Immediately see top and bottom performers, or look at a general view to gauge the effectiveness of your comp plan.

XACTLYS CUSTOMERS There are around 340 customers of xactly. Some of them include

.
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XACTLY PARTNERS

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7) TRAINING PROGRAM

a. The department that I currently work for is the Human Resources Department. HR Roles
in our organization include: Recruitment and Staffing Payroll HR policies and documentation Performance appraisals Maintaining employee records.

Recruitment activities Evaluate the job to determine current needs for the position. Does the position meet the mission, goals and objectives of the work unit? Preparation of job description Determine recruitment strategy Write the vacancy announcement including a brief description of work, required knowledge, skills, and abilities, and training and education requirements and advertise the needs.
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Shortlist candidates who meets the job description by screening the resumes of various applicants.

Depending on the performance of the candidates, the selection panel would come to a conclusion and select the candidates.

Making an offer to the selected candidates. Reference checks of the selected candidates. An overall background verification would be done to cross check the candidates qualifications.

Since I am in the earlier stages of my career, I have been handled the recruitment department of the company. The responsibilities in the recruitment department include: Know and understand companys recruitment needs. Create, maintain and manage databases relating to hiring talent. Develop and implement full lifecycle recruiting core issues in hiring talent. Hire and recruit talent based on needs. Develop strategies to hire the best of talent. Develop and implement interview criteria. Conduct interviews to determine talent. Provide placement to software professionals. Consult & Interact with various teams to understand Technical Requirements.

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The recruitment process is difficult, and management of the recruitment process needs a clear definition of the unique roles and responsibilities. The recruitment process has many players and employees have to understand their responsibilities and their decision possibilities. The main HR Role in the recruitment process is about setting the correct Recruitment Strategy. The recruitment strategy defines the recruitment channels, responsibilities of managers, costs associated with hiring new employees and recruitment key performance indicators.

b. The main objective is to help the organization to fit in the right talent for the right job.
Since the organization is in a growth stage there has been a lot of talent required because of the increase in number of products. The role given to me is to conduct the preliminary round of interview with the experienced candidates ranging from 4-8 years as well as freshers. The targets that I have been assigned during the last few months would be to get the right talent to fill in the positions of technical support, Q&A engineers, Database consultants and senior software engineers. Since the organization is in a growth stage and there is only a single Human resource director in Bangalore, there is a lot of scope for me personally handling all the recruitment practices. The organization at present has given me four positions as of now to close which consists of senior software engineer, Technical consultant, Systems administrator and Technical support. The organization has given me an responsibility to close these positions. The role out of this project would be for me to conduct the
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preliminary round of interview with the experienced candidates ranging from 4-8 years. Moreover, the company recently gave me an exposure to job fairs where I had to deal with over 100 candidates by conducting interviews. The company also gave me the freedom to set the question paper for the candidates for the aptitude round of interview. The company had asked me to set the question paper which should consists of logical and mathematical questions and some open ended questions to check the candidates written skills. The challenging part of this role would be that I have to be technically strong to interview the experienced candidates. There is a lot of scope in this project as the company is in expansion stage and as a part of the organization if I fulfill the duties and responsibilities given to me promptly then my career path would reach the heights. As a part of this organization I have a chance to develop my negotiating skills, convincing skills and interviewing skills which would benefit my career in future. The methodology that I follow would be: To post the job description in various job portals like Naukri, Monster etc. Thereafter we receive resumes of various candidates. Depending on the experience and other achievements I would shortlist the resume and conduct the preliminary round of interview. If the candidate suits the requirements. The next step is to pass on the resume to the department head and senior HR for the technical round of interview.
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The interview process will go on for a week and I have to regularly follow up with the candidate.

So far I have filled in the positions of technical support and testing. Hiring people for technical support, I consider as one achievement because freshers normally when they hear of tech support, they prefer BPOs. Currently I am on the process of getting talents for our database team. The process is going on for some time because of the lack of talent in the particular field. The organization has given me sometime to fill in the positions of senior software engineers. The interview process for experienced people will go on for a months time as the organization is particular in selecting the best person. For technical support I had to check the communication skills and how active the candidates are while selection. When it comes to QA engineers and Database consultants I have to be technically strong to shortlist the candidates. This will in turn reduce the time constraint for the technical people. The stint that I have had in this organization is been challenging where I had to come across various personalities and deal with them accordingly. Moreover, the company recently gave me an exposure to job fairs where I had to deal with over 100 candidates by conducting interviews. I have maintained a database of around 250 freshers. Among these 250 people I had shortlisted around 80 people for the interviews. The organization is reasonably happy for the achievements that I have done so far. Since the organization is currently has asked me to close the position of database consultant, the senior level position is been currently looked after by my manager.
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STRATEGIES FOLLOWED: Employee referrals: Referrals from current employees are an especially effective way to bring job openings to the attention of people who are not actively looking for a job, but do possess desirable skills, work experience and a work ethic. Job portals: Job portal is another strong instrument to communicate with the candidates regarding job openings. Portals such as Naukri, Monster, freshershome would help in sending mails to the candidates who meet the companys requirements. This is one of the effective ways of communication to the candidates who post their resumes and can be viewed by the employers. Job fairs: Job fair is the best strategy that any company can follow to hire the best talent. The organization attended a job fair by Silicon India to hire candidates for technical support. There were a fair number of respondents for our organization.

Social Networking: Social networking sites such as LinkedIn to bring a job opportunity to the attention of all their contacts, who might in turn further publicize the job opening to their contacts and so on. The employer can advertise their requirements and can get attention from people.

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Tools and techniques used: The tools and techniques used during this project are the various job portals to source the resume of the candidates. If the job posting which we post doesnt get sufficient replies then I would use keywords in Naukri and Monster to track the right candidates.

c. There are some issues that I had faced during this recruitment spree. During the process
of hiring talents for technical support, I had faced some issues of convincing the candidates to join the organization. The reason being, when the candidates once comes to know the profile is for technical support they prefer Business process outsourcing sectors (BPOs) and also the company is not familiar in India as much as in the USA. These being the two reasons where candidates being a bit reluctant to join the organization. Although the profile is lot more challenging than that of a normal BPO jobs, candidates were not willing to join. There were candidates who cleared the interviews and preferred not to join. Therefore I had to start the process all over. There was pressure from the top management during the tenure. There were problems but I felt it was challenging as well. For database consultants although there was a lukewarm response from the candidates, the candidates are not competitive. The sole reason being the company is in the hunt for freshers who passed out in the year 2010. The quality of the candidates will not be excellent. More than half of the batch would be placed. The good quality students would be missing. So the company expects talents to be extremely strong technically. Therefore

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that according to me is a challenge. The process is still going and should be done within this month.

d. The solutions for the above problems would be:

The companys brand in India is not as recognized in the USA. There can be some measures which can be taken by the company to promote the brand. The company required freshers at the wrong time as most of the quality crowd had got placed. The company could have taken sometime for the positions and concentrated more on the 2011 batch. The companys interview process can be fast, because of the requirement of talents everywhere. There is heavy competition among the companies.

8) CONTRIBUTION OF THE PROJECT TO THE COMPANY

The contribution of the project might help the company in creating proper recruitment strategies. Recruiting the best talent is one of the toughest jobs according to the organizations requirements. There are some strategies that have been followed by the company already still there are some loopholes that can be corrected. Apart from the strategies there are some recommendations that I have suggested that can bring some benefits for the organization. The company is definitely on the right path as a startup. So if they can look at the suggestions and strategies mentioned above I believe it can help the company to grow more than what they are.
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9) RECOMMENDATIONS FOR IMPROVEMENT Like any organization, our organization too faces some problems. Some of the recommendations that I suggest would be: As mentioned earlier the company can take some measures to improve its brand in India. Since the company is in its earlier stages and booming well as a brand and has strong backing from venture capitalists, I feel this is the right time to market the products in India. The company can advertise their products and it might click well because of the increase in number of industries. The company can form a marketing team and market the products. Although it is a risk, as a start up and considering the market position of the brand it is worth taking a risk. Although the companys environment and the management team is very friendly. There can be some steps taken by the management to keep the employees stay interested with the job by conducting some fun events every now and then. This can definitely act as a stress buster for most of the employees. The companys interview process can be fast. There are cases where some candidates are not satisfied with the process. During this process there might be some candidates who will look for another job if it comes across their way. This will definitely cause a loss of talent to the company because of the huge requirement of talents across industries.

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10) CONCLUSION

The experience at Xactly Corporation was really a good exposure. As a fresher the company has helped me to get the knowledge in each and every aspects of the recruitment process carried out in the organization. This kind of exposure has helped me to improve my decision making skills and leadership skills. The exposure has given me lots of confidence personally on dealing with different mind sets of people ranging from freshers to experienced. The exposures like interviewing experienced candidates of 4-8 years and the job fairs where I had to deal with more than 100 candidates has certainly helped my career grooming. The management team has given me the comfort level. As a fresher, the organization gave me additional responsibilities and had trust on me to select the best talents. This project can hopefully help the organization in helping the brand reach its heights. I believe that the suggestions pointed above can help the organization turnaround.

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BIBLIOGRAPHY

http://www.glassdoor.com/Reviews/Employee-Review-Callidus-Software-RVW528320.htm http://3forward.com/wp-content/uploads/2010/02/Sales-Incentive-Compensation-Study-by-IDC.pdf
: http://www.benzinga.com/markets/company-news/10/06/320665/callidus-software-seeing-strength-on-dealreporterstory#ixzz1MOqfAlkf

http://insurance-technology.tmcnet.com/news/2011/05/10/5498874.htm http://www.ehow.com/info_8193865_swot-analysis-hr-practices.html http://howtomanagehumanresources.blogspot.com/2008/01/swot-analysis-strategic-planningtool.html http://findarticles.com/p/articles/mi_m3495/is_5_50/ai_n13721367/ http://www.ilera-online.org/15thworldcongress/files/papers/Track_1/Poster/CS1W_62_LEWIS.pdf http://findarticles.com/p/articles/mi_m3495/is_7_47/ai_89025017/ http://whrppk.com/_files/SFT-007.pdf

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ANNEXURE Name: Mobile Number: Start Time: Email i.d:

INSTRUCTIONS Please read these carefully before attempting the test. The total time allotted is 30 minutes exactly. Please note your start time on the answer sheet. Please fill all the details, as asked on top of the answer sheet.

1. Tell me about yourself?

2. From which college have you graduated and what made you to choose this college?

3. What was the toughest challenge youve ever faced?

4. Brief about your Accomplishments so far?

5. The sentences given in each question, when properly sequenced, form a coherent paragraph. Each sentence is labeled with a letter. Choose the most logical order of sentences from among the given choices to construct a coherent paragraph. 1 A. Surrendered, or captured, combatants cannot be incarcerated in razor wire cages; this war has a dubious legality. B. How can then one characterize a conflict to be waged against a phenomenon as war? C. The phrase war against terror, which has passed into the common lexicon, is a huge misnomer.
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D. Besides, war has a juridical meaning in international law, which has confided the laws of war, imbuing them with a humanitarian content. E. Terror is a phenomenon, not an entity either State or non-State. (1) ECDBA 2 A. Four days later, Oracle announced its own bid for PeopleSoft, and invited the firm's board to a discussion. B. Furious that his own plans had been endangered, PeopleSoft's boss, Craig Conway, called Oracle's offer "diabolical", and its boss, Larry Ellison, a sociopath". C. In early June, PeopleSoft said that it would buy J .D. Edwards, a smaller rival. D. Moreover, said Mr. Conway, he could imagine no price nor combination of price and other conditions to recommend accepting the offer." E. On June 12th, PeopleSoft turned Oracle down. (1) CABDE (2) CADBE (3) CEDAB (4) CAEBD (2) BECDA (3) EBCAD (4) CEBDA

6. A man travels from A to B at a speed of x kmph. He then rests at B or x hours. He then travels from B to C at a speed of 2x kmph and rests at C for 2x hours. He moves further to D at a speed twice as that between B and C. He thus reaches D in 16 hours. If distances A-B, B-C, C-D are all equal to 12 km, the time for which he rested at B could be: (1) 3 hours (2) 6 hours (3) 2 hours (4) 4 hours

7. The sum of 3rd and 15th elements of an arithmetic progression is equal to the sum of 6th, 11th and 13th elements of the same progression. Then which element of the series should necessarily be equal to zero? (1) 1st (2) 9th (3) 12th (4) None of the above.

8. From a circular sheet of paper with a radius of 20 cm, four circles of radius 5cm each are cut out. What is the ratio of the uncut to the cut portion? (1) 1: 3 (2) 4: 1 (3) 3: 1 (4) 4: 3

9. A man has nine friends, four boys and five girls. In how many ways can he invite them, if there have to be exactly three girls in the invitees?
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(1) 320

(2) 160

(3) 80

(4) 200

10. Five women decided to go shopping to M.G. Road, Bangalore. They arrived at the designated meeting place in the following order: 1. Archana, 2. Chellamma, 3. Dhenuka, 4. Helen, and 5. Shahnaz. Each woman spent at least Rs.1000. Below are some additional facts about how much they spent during their shopping spree. i. The woman who spent Rs. 2234 arrived before the lady who spent Rs. 1193. ii. One woman spent Rs. 1340 and she was not Dhenuka. iii. One woman spent Rs. 1378 more than Chellamma. iv. One woman spent Rs. 2517 and she was not Archana. v. Helen spent more than Dhenuka. vi. Shahnaz spent the largest amount and Chellamma the smallest. (A) The woman who spent Rs. 1193 is (1) Archana. (2) Chellamma. (B) (3) Dhenuka. (4) Helen.

What was the amount spent by Helen? (1) Rs. 1193. (2) Rs. 1340. (3) Rs.2234. (4) Rs.2517.

(C) Which of the following amounts was spent by one of them? (1) Rs. 1139. (2) Rs. 1378. (3) Rs.2571. (4) Rs.2718.

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