Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates

for jobs (either permanent or temporary) within an organization.

The Reliance Group of Industries is a Indias largest and leading private sector enterprise with
expanded businesses in the various sectors like oil and gas, retail, telecommunication, petrochemicals,
textiles etc. Reliance Industries Ltd is the global 500 fortune company. Reliance hires people with
capabilities to transform the lives of millions.
RECRUITMENT AND SELECTION PROCESS OF RELIANCE
The candidates who have got minimum 60% aggregate over all eight semester are eligible for the
recruitment of Reliance Company.
Recruitment in RelianceThe selection procedure in Reliance is completed in following three steps1.

Written test (Aptitude)

2.

Technical written test

3.

Technical and HR interview

Lets find out the details of three steps of the recruitment process1.

Written test (Aptitude)

The first step is the written test in which 75 questions are asked and time limit for those questions are
35 minutes. The questions will be from several topics like ratio, simple logics, comparisons, analogy
etc. The cut off marks for this round is 60%.
2.

Technical written test

The next step is the Technical written test in which 50 questions are asked and time limit are 25
minutes. Technical questions will be from electronics, networking subject. For this round the cut off
marks is 50%.
3.

Technical and HR interview

After clearing both written test, the final step is the technical and HR interview. It will take 1 hour and
based on National Merit Test. In this round some technical questions will be asked and in HR round the
questions will be asked about the company, projects, hobbies etc. Candidates are required to produce
original mark sheets/ certificates for verification during interview.
These are three recruitment steps of Reliance Company. Now, lets see what sort of questions asked in
the recruitment process. The Placement papers of Reliance consists of the important questions asked
in the complete recruitment procedure.

The Toyota way of recruitment

As at 31st March 2011, Toyotas total workforce is 317,716 (www.toyota-globle.com, accessed
April 2012). Thus, recruitment activities are vital. The best human resources strategies and best
technology are to be used for the recruitment activities to compete with other major competitors
like General Motors and Volkswagen. The Toyotas human resources policy is in-house
grooming (www.toyota.co.za, accessed April 2012). The essence of this policy is that
employees should grow with the company. According to that Toyota recruit many trainees to
their company and allow them to grow with the company. Learning and development
opportunities are provided for their development. Because of this policy, Toyotas graduate
recruitment programme is very important. Thus, the Toyota graduate recruitment programme will
take as an example to identify the recruitment procedure of Toyota. The main fields of
recruitments are engineering, HR, marketing and IT. As explained above, at the theoretical
background they use the recruitment method of educational institutions for this programme. In
this method Toyota invite students of various universities to make applications for this
programme and it is coordinated by local career centers. The below activities are carried out to
attract students for this programme (www.toyota.co.za, accessed April 2012).
Career exhibitions The main purpose of career exhibitions is to facilitate for students of
universities. In these career exhibitions facilities have been given for students to inquire about
the graduate recruitment programme.
Toyota representative A representative from Toyota has been appointed to discuss the
programme with interested students.
Interested student can apply for this programme at the career exhibition itself.
Apart from the above Toyota recruit many employees from director level to conservancy labour.
For these recruitments Toyota is using many recruitment methods for these recruitments. (Kelly,
2008: p39-40). These recruitment methods can be summarized as advertisements, unsolicited
applications and resumes, internet recruiting, executive search firms, public employment
agencies. The most common method among these are advertisements and internet recruiting
(Kelly, 2008: p39-40). Toyota uses many advertisement methods to attract employees to their
company. News papers, magazine and social media are very popular among them. Also internet
recruiting is widely use as a recruitment method. Candidates can log to the Toyota web site and
submit their resumes. This is a very effective and widely used method at Toyota. Apart from
above Toyota received thousands of thousand unsolicited applications and resumes. These
applications are carefully reviewed and maintained in a job bank for future requirements
(www.toyotauk.com, accessed April 2012). Further executive search firms are playing major role
for the recruitment of Toyota. Especially key positions are recruited through executive search
firms. Because of the extensive competition of the job market, this method is very important for
Toyota. Public employment agencies are also important for the recruitment process of Toyota. In
this method candidate can register at a public employment agency and when a vacancy arise
Toyota can recruit employees through these public employment agencies.
Further, Toyota has an equal opportunity policy and it is described that at the recruitment stage
no candidate will be unfairly treated according to their gender, age, marital status, disability,

sexual orientation, race, religion or belief, ethnic or national origin, or nationality

(www.toyotauk.com, accessed April 2012).

The Toyota way of selection

The selecting process of Toyota is comprehensive since it determines the future talent pool of
Toyota (Burgess-Wilkerson, 2008: p100-102). Also Toyota has two major competitors in the
world market and to compete with them in an effective manner, it is essential a good selection
process. Further, the future of Toyota will be depended on its selection process. The process is
started with the source of information about job candidates. At this stage source of information of
the candidate will be checked. This process is called screening process. The most common tool at
Toyota for source of information is background checks (Burgess-Wilkerson, 2008: p100-102). At
this stage reference check is very important. Toyota checks all references regarding the pervious
employers of candidates. At the next stage candidate test is conducted. For this purpose both
aptitude and achievement test are used. Some jobs at Toyota are highly technical. Thus, these
tests are very important at the selection stage. At the aptitude test persons capacity to learn or
acquire skills are tested. The Toyota Way describes continuous improvement. This continuous
improvement is not only for the production but also for the continuous improvement of the
human resources. Thus, company expects continuous learning and acquired skills of its
employees. On the other hand, achievement test will measure what a person knows. Skills and
knowledge are important to perform at Toyota. The next step is interviews. The interview process
of Toyota is so comprehensive. It involves many steps. Also, interview method is totally
depended on the nature of the job. Almost all interview methods, which include nondirective
interviews, structured interviews, situational interviews, behavioural description interviews,
personal interviews, computer and virtual interviews, are used as per the nature of job. Some
candidates are gone through many interviews according to the nature to job. For an example
some managers will go through structured interviews, situational interviews and behavioural
description interviews before they arrive to a final decision. The final step is reaching the
selecting decision. The Toyota human resources policies will not allow to select any candidate
who does not match with the Toyota culture (Burgess-Wilkerson, 2008: p100-102). Thus,
selecting decision is taken after many considerations. But once they reach to the selecting
decision it communicated to the candidate very fast. By that method they build first impression
about the company.