The document provides tips for attracting top talent to Mera Medicare. It recommends implementing remote work to access a larger talent pool, offering competitive salaries and incentives, and highlighting great career opportunities with interesting projects, leadership potential, and an innovative culture. The recruitment process should involve internships, campus drives, referrals, and focusing on retention through job enrichment.

1. www.meramedicare.com

2. How to bring best talent for Mera Medicare
By Sayantan Bhattacharjee

3. Solution- Mera Medicare
• Implement Remote Work
• Offer good salaries & Incentives
• Offer great opportunities
• Culture is King
• Innovation
• Offer scope for leadership
• Plan recruitment process

4. Implement Remote Work
• Process of working from a location other than the traditional office
• They work without being asked to do it. The term “self-starter” is overused,
but that’s what a remote worker needs to be. They possess the ability to get
stuff done without anyone breathing down their neck
• Less Costly
• Helps to take on board some best talents from a different talent pool present
in a different location

5. Offer good salaries & Incentives
• Pay above market value because good people are expensive
• Provide proper incentives which would act as a motivating
factor
• Low salary can be compensated with added facilities/ESOPs

6. Offer great opportunities
• Offer them good opportunities. Only fat salary can attract wrong kind of
people
• Opportunities involve:
 Kind of projects they will be working upon. The challenges involved.
 People they will be working with
 Style of leadership they will be working under
 Information about the nature of business
• When a top-notch candidate looks at your offer, he/she is smart enough to
see past the base salary, and recognize the chance of a lifetime to work for an
amazing company
• Make them feel the fact that its not just a job but an entire opportunity to
shape a career and to form a future

7. Culture is King
• Just like every individual has a personality, so every company has a culture.
What kind of culture do you have? Is it unique? Energizing? Compelling?
• Creation of right culture determines that the right people will apply
• Build an intentional culture where everything including organisational goals
are very clear
• Build an employee growth friendly culture
• A culture which celebrates learning also serves as a talent attractor

8. Innovation
• I think that people are tired of business status quo. There’s a general nausea
that enters the atmosphere when people talk about “vacation time” and
“cubicles.” Visions of flickering fluorescent tubes and gray carpet spread thin
over concrete floors are the last thing in people’s mind as they keel over from
disgust
• We’re in an era when top talent flees from traditional corporate
environments
• Build a Results-Only Work Environment (ROWE)
• A ROWE is a work culture that gives people the power to take control of
their lives. As long as they get their job done, they’re free. On the personal
side, ROWE has transformed people’s lives
• That’s the kind of innovative, mold-shattering, paradigm-shifting change that
characterizes a great company. Who seeks out companies like these? It’s
smart people with killer skills
• Like attracts like. Kind attracts kind. And if you want to attract innovators,
you’ve got to be innovative

9. Offer scope for Leadership
• Small team, many hats. This would help a person to enhance & diversify
his/her skill set
• Offering candidates a broad experience and opportunities to learn will open
them up to new skills and career paths
• Additionally, allow your talent to lead. Hold internal monthly meetings for
the entire team to identify problems, set goals and recognize team members.
Doing this shows trust in your employees and their voice, which in turn gives
them a sense of ownership of what the company produces
• When employees feel like they own something, they become invested in the
company’s success
• Let the employees take up corporate social responsibility issues, giving
lectures at colleges etc. It will add value to employees plus get the company
noticed

10. Plan recruitment process
• Go for Summer Placements, Internships & Live Projects to increase the
company’s visibility and provide people with a demo of the culture & the
challenging assignments/projects on which they can work upon
• Go for campus drives in targeted institutions
• Have a good employee referral programme where u reward the referee
• Engage with Job Portals & Head Hunters
• Focus on retention through job enrichment
• Find the perfect fit for job roles

11. Overall a Smart Choice
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