Ehrmp Company PPT


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Ehrmp Company PPT

  1. 1. We bring objectivity to hiring process EHRMP September 21, 2009
  2. 2. Who We are… <ul><li>Founder, Ajay, has more then 10 years of core IT experience with companies like Rational, Yahoo </li></ul><ul><li>He has strong experience in backend QA, Automation, Build and Release systems, Frontend QA, QA methodologies, Agile QA, Java, Selenium, Unix System Programming, C++ </li></ul><ul><li>Started and participated in various SIGs in the companies </li></ul><ul><li>He has been part of technical interview panels in all his companies </li></ul><ul><li>Team has experienced professionals who have handled IT recruitment before. </li></ul>September 21, 2009
  3. 3. Why EHRMP <ul><li>While working with these technical companies, Ajay found certain deficiencies in the recruitment processes </li></ul><ul><ul><li>Often there is no defined procedure for defining the Job and its requirements </li></ul></ul><ul><ul><li>Resumes are selected/shortlisted by non-IT people (Typically using keywords) </li></ul></ul><ul><ul><li>It wastes lots of productive time of engineers while screening/interviewing these people </li></ul></ul><ul><li>There was a gap in understanding the behavioral aspects of any candidate e.g. </li></ul><ul><ul><ul><li>What are their strengths and limitations? Are they self starters? How do they communicate? What motives them? </li></ul></ul></ul><ul><ul><ul><li>How do you compare your incoming candidates with your existing employees? </li></ul></ul></ul>September 21, 2009
  4. 4. Problems with the Recruitment Current Process <ul><li>Defining the Job Requirements </li></ul><ul><li>It is easy to define the Technical requirements for a particular Job, however, how do you define the non-technical (i.e. Behavioral) requirements? </li></ul><ul><li>e.g. How do you define whether Job Requires a person with more Compliance or Creativity? </li></ul><ul><li>Do you need an assertive person or a good listener? </li></ul><ul><li>Should the person have better communication skills as compared to his/her logical reasoning? </li></ul>September 21, 2009
  5. 5. Problems with the Current Recruitment Process <ul><li>You end up interviewing more people who would not be hired </li></ul><ul><li>As your employees deal with more and more non-hirable candidates, their interests in conducting interviews comes down. It may also affect their productivity. </li></ul><ul><li>How would you assess the following aspects… </li></ul><ul><ul><li>Prospective employee’s behavior under stress? </li></ul></ul><ul><ul><li>The inherent qualities of the prospective employee? E.g. assertiveness, compliance, dependable, influential skills etc. </li></ul></ul><ul><ul><li>Are the qualities of your current top performers present in the prospective employee? </li></ul></ul><ul><li>There is Subjectivity in Behavioral Assessment </li></ul>September 21, 2009
  6. 6. <ul><li>We help you recruit technical resources for your technical teams </li></ul><ul><li>We work with your technical managers to understand the Job. We Define the Job. </li></ul><ul><ul><li>We work with Technical manager, HR and one more Stakeholder to do Job Benchmarking for defining the behavioral characteristics of the job </li></ul></ul><ul><ul><li>We understand what it takes to be a high performer in the given job in your company </li></ul></ul><ul><li>We do the short listing of resumes. We search the resumes. We also work with your existing recruiters (internal or external) for the resumes. </li></ul><ul><li>We do technical interviews. We grill the candidates. </li></ul><ul><li>We do behavioral profiling. </li></ul><ul><li>We bring complete objectivity to the hiring process </li></ul>How we can help? September 21, 2009
  7. 7. <ul><li>We can take care of all you hiring needs </li></ul><ul><li>We prepare the JD </li></ul><ul><li>We Do the Job Benchmarking </li></ul><ul><li>Find the appropriate Candidates using various sources (Portals, Our own network, social networks) </li></ul><ul><li>We conduct technical interviews </li></ul><ul><li>Use Behavioral Analysis to find the best Fit </li></ul><ul><li>Or </li></ul><ul><li>If you already have a consultant or you do not work with consultants, we can work with you to make your recruitment process better and effective </li></ul><ul><li>We work with your technical team to define the job and then work with your recruiters to better screen the candidates by interviewing them </li></ul><ul><li>We Do the Job Benchmarking. </li></ul><ul><li>We Do Behavioral Analysis of Candidates </li></ul>Next Steps… September 21, 2009
  8. 8. <ul><li>Office Address: </li></ul><ul><li>Expert HRM Professionals </li></ul><ul><li>219, Second Floor </li></ul><ul><li>Building no. 2, New Sonal Industrial Estate </li></ul><ul><li>Kachpada, Off Link Road, Malad (W), </li></ul><ul><li>Mumbai-64 </li></ul><ul><li>Email: [email_address] </li></ul><ul><li>Contact Persons: </li></ul><ul><li>Ajay Bansal [email_address] ( ) 9029002425 </li></ul><ul><li>Priti Sharma [email_address] 9987466506 </li></ul>Contact Us September 21, 2009