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Round 1: Written test 1.
Verbal: This section will have 15 questions related to synonyms, Antonyms, Analogies, SC, Prepositions and reading comprehension.
2.
Aptitude: These sections will have 15 questions related to aptitude topics like Time
& Work, Time & Distance, Blood Relations, Series Completion, Puzzles, Calendars, Clocks, Percentages, and Ratio proportions, Ages, Pipes and Cisterns.
3.
Technical: This section will have 20 questions related to basic technical concepts from
C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, and Microprocessors etc. Candidates are informed to brush up their technical skills which were covered in their regular academic curriculum.
Round 2: Technical interview This is elimination round candidates should be through with that basic technical skills to clear this round. Candidates are here by informed to be prepared with their core subjects.
Round 3: HR interview Candidates can expect basic HR interview questions like tell me about yourself, why should I hire you, why only Wipro, what is six sigma level. Candidates will be tested in their communication and vocabulary during technical and HR interview.
Round 4: Placement Upon Joining, the candidate shall be given an employee code number by Manager(HR) and he shall fill up the joining forms and shall submit the same to the Manager(HR) for further course of action. Candidates are selected from campus recruitment. Another popular source for Wipros Recruitment is the Online Placement through NSR (National Skill Registry).
RECRUITMENT PROCESS OF WIPRO:
identifying need to recruit
selecting
Identifying job requirements
Shortlisting the candidates
Deciding the sources of potential candidates
Deciding the selection methods
STEPS IN SELECTION PROCESS OF WIPRO:

y y y y y y y y
Receiving application Preliminary interview Application blank Tests Final interview Back ground verification Final selection Physical examination
Recruitment Criteria:
o Technical criteria, i.e. know-how, professional skills, and experience in your
field.
o The candidates personality and charisma are the most influential criteria in
the process of recruitment in France.
o Communication skills and the knowledge of foreign languages are also very
important, to ensure the smooth flow of communication between the company and its subsidiary.
SOURCES OF RECRUITMENT
INTERNAL SOURCES
y
Promotions: The process of elevating a person to higher level job is what is known as promotion.
Transfers: Transfer of an employee may be either from one section to another or from one department to another.
Job rotation: Moving an employee to get specialized in various posts of the organization.
Re-employment of ex-employees: Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.
EXTERNAL SOURCES External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor
contractors, recommendations etc.
o Employment at Factory Level This a source of external recruitment in
which the applications for vacancies are presented on bulletin boards outside
the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.
o Advertisement It is an external source which has got an important place in
recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.
o Employment Exchanges There are certain Employment exchanges which
are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.
o Employment Agencies There are certain professional organizations which
look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.
STEPS IN RECRUITMENT PROCESS

PERSONNEL HUMAN RESOURCE PLANNING RECRUITING NEEDED PERSONNEL SELECTING QUALIFIED PERSONNEL PLACING NEW EMPLOYEES ON JOB
DEVELOPIN G SOURCES OF POTENTIAL EMPLOYEES
SEARCH FOR POTENTIAL EMPLOYEES
EVELUATE RECRUITING
EFFECTIVENES
PERSONNEL RESEARCH INTERNAL SOURCES JOB POSITING
UPGRADINGIN SAME POSITION TRANSFERRIN G TO NEW JOB
PROMOTING HIGHER RESPONSIBILIT
Steps in selection procedure:

y
Receiving application The candidates mar be asked to submit their applications together with their bio data on a plain paper.
Preliminary interview The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job.
Application blank The printed applications contain the details desired by the employer from the
candidate with sufficient space for the candidate to furnish the particulars.
Tests A test is a sample measurement of a candidates ability and interest for the job.
Final interview An interview is a face to face oral examination of a candidate by an employer.
Back ground verification The background verification is done to check the honesty and integrity of the candidate.
Final selection If the employer is satisfied with the candidate, then the selection will be made.
Physical examination It is important that a person selected for the job must also be medically fit to perform it.
Placement
If the employer is satisfied with the medical report of the candidate, he may place in the concern.
SELECTION PROCESS
RECEPTIONS OF APPLICATIONS
PRELIMINARY INTERVIEW
APPLICATION BANK
PSYCHOLOGICAL TESTS
INTERVIEW
BACKGROUND INVESTIGATION
WAITING LIST OF DESIRABLE APLLICANTS
FINAL SELECTION BY INTERVIEWERS
PHYSICAL EXAMINATION
NEGATIVE DECISION
PLACEMENT

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Round 1: Written test 1.

RECRUITMENT PROCESS OF WIPRO:

identifying need to recruit

Identifying job requirements

Shortlisting the candidates

Deciding the sources of potential candidates

Deciding the selection methods

STEPS IN SELECTION PROCESS OF WIPRO:

the process of recruitment in France.

contractors, recommendations etc.

o Employment at Factory Level This a source of external recruitment in

o Advertisement It is an external source which has got an important place in

o Employment Exchanges There are certain Employment exchanges which

o Employment Agencies There are certain professional organizations which

STEPS IN RECRUITMENT PROCESS

DEVELOPIN G SOURCES OF POTENTIAL EMPLOYEES

SEARCH FOR POTENTIAL EMPLOYEES

PERSONNEL RESEARCH INTERNAL SOURCES JOB POSITING

UPGRADINGIN SAME POSITION TRANSFERRIN G TO NEW JOB

PROMOTING HIGHER RESPONSIBILIT

Steps in selection procedure:

Final interview An interview is a face to face oral examination of a candidate by an employer.

WAITING LIST OF DESIRABLE APLLICANTS

FINAL SELECTION BY INTERVIEWERS

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