1. A collection of a few ideas to enhance the talent
pool, efficiency and the engagement levels.

2. Doing the Homework:
Following are the pre-requisites of starting the TA cycle:
 Work or revisit the Org Position chart to know the manpower
requirements.
 Keep the list of functional & behavioral attributes required for each
position; this will make it easier to find the right fit. Hire for the
balance of right attitude & right skill.
 Keep a tab of all the past practices that has resulted in the current
team. Use the ones that have worked before.
 Become a great place of work. Become the employer of Choice.

3. Influx of the Required Talent
 Competitor Mapping – Identify potential talent houses in the industry to tap from,
call in employees for dummy interviews and create their org map by collecting info from
interviewees.
 Careers Page & Social Media - Focus on social media hiring via
following channels:
 Build the careers page tab on Official website.
 Create or revive a FB page for Employer branding and apart from other features
introduce a call-to-action button which directs candidates to call directly to the
recruiter.
 Add employee testimonials telling how the company is a happy workplace as
pictorials and videos.
 Create or revive a LinkedIn page, with information on workings and projects of the
company. Keep Recruiter contacts on the page.
 Job Fairs : A day affair in a new (easily access) venue. Short listing of various profiles,
further rounds later at office.

4.  Utilize your Current Team:
 Bring your buddy concept, incentivize employee referral to build a great team.
Higher incentives for employees who get candidates from different industries.
Not only will this bring in good talent but also will make the company a happy place.
 Start a sort of contest between employees to get more number of valuable candidates.
Every employee who gets a successful candidate who finishes 3 months in the company will
be rewarded.
 High performers or team leads of the current teams, eg. Engineers, architects, financial
accountants can be involved in the hiring process by giving them a round of interview in
the whole process.
This will make them feel engaged to the process, to their teams and overall to the company.
Also, this can be viewed as growth opportunity for the current team who want to enhance
skills of public speaking, interviewing new talent, leadership skills etc.
 Salary Benchmarking :
 Salaries given to the right talent should not only be comparatively more than the
competitors in the industry, it should also be a further little higher. This additional
‘Premium’ would make the new employee happy & would keep the employee in the
company for a longer duration.

5. An Engaged Employee is an
Efficient one :
 Current Hygiene check:
 Employee Facilities': Work timings, Cafeteria facilities, Transport, unique benefits, Fun
@work, transparent environment, Growth Opportunities etc.
 Publish the Mission and Vision statements where all employees can see it. The employee
needs to know the organizational objective to align his own goal.
 HR policies : More employee friendly. For example, Work timings - Change from
In- Out timings to Flexi Hours with minimum hours of work. For employees who are on
out door duty, make a mandate of minimum 3 hours in office for report making etc.
 Employee Recognition: Set the KRAs to reward the efforts along with the results. For
example, various titles can be ‘Superstar ’ – highest revenue generator of the quarter , ‘Hulk
the bulk’ - Maximum number of client visits, ‘ Fit Champ’ - least number of leaves etc.
 Sense of Ownership: Involve the employees in the new policy making process. Take their
inputs and consider the doables of them. This will make them feel empowered and part of
the company.

6. Brushing on the Efficiency
 Leadership Training:
Various training programs to make them better leaders.
Transformational Trainings, Team Management trainings etc.
 Mid & Lower level Training:
Various Trainings like skill development, enhancing the current knowledge with new
technologies in the market etc. We could also focus on behavioral trainings like
motivation, team building, sales force workshop. Also, there could be trainings arranged
for Etiquette, grooming , how to dress for a meeting etc as some meet high end clients.
 Trainers :
We could look at trainers who could visit us as Guest trainers. These can be Professionals
who have certifications in Training but are not full time trainers, retired army officer who
train army cadets for motivation and leadership etc.

7. Feedback:
 Every 6 months conduct a employee satisfaction
survey.
 Benchmark it with a rating . Any employee whose
rating is below, can be an area of concern.
 Conduct 1-1 session with such employee and
understand what is not working for them.