The document evaluates the effectiveness of job profiles in fulfilling staffing mandates, suggesting that a data-driven approach could yield better fulfillment insights. It analyzes various dimensions—such as job profiles, salary, and company industry—affecting fulfillment rates and concludes that using job profiles alone is inadequate for optimal staffing outcomes. Key findings indicate significant variances in fulfillment conversion rates across different profiles and highlight the importance of matching salary levels with candidate profiles for improving recruitment effectiveness.

1. Job Profile Fulfillment Analysis
a sneak peek

2. The case for evaluating Fulfillment



Job Profiles are considered a key indicator of
Fulfillment  Going by Job Profiles, more or less,
decides if a mandate can be fulfilled
This is a single dimensional, and wholly intuitive,
approach of choosing and acting on staffing
opportunities >> prone to bias and human error
There is a need to revisit this approach and check
if a data oriented approach can locate fulfillment
drivers [other than just Job Profiles]

3. Analysis objectives
The objective of this exercise, therefore, is –
To explore the following dimensions affecting
Fulfillment: Job Profiles, Salary (CTC), Company /
Industry and Delivery Location, and


To evaluate their effect on Fulfillment

4. Methodology



Data sample used: Open positions and closures for
one month considered
Open positions and closure trends explored across
profiles, companies and delivery locations and
salaries mapped against each of these dimensions
Throughputs (computed as the ratio of Closures to
Open positions) evaluated on all of these
dimensions and conclusions arrived at

5. 

Conversions vary
widely
No apparent
pattern to
fulfillment
achieved across
profiles
• No two profiles,
therefore, are
alike in terms of
fulfillment
patterns
Admin Assistant
Agent
Assistant Manager
BDE
Business Development Associate
Business Development Executive
Canvassers.
Canvassor
CCE
Contract Administrator
Counter Sales
Data Entry Operator
District Coordinator
DSE
Field Sales Executive
Graduate Trainee
Instore Sales Executive
ITI Fitters
Junior Associate (OFF ASST)
Management Trainees
Marketing Executive
Marketing Executive
Marketing Executives
MIS Executive
Office Assitant
Operations Personal
Primary Sales Representatives
Processor
Promoter
Promoters
Promotional Executives
Pure Water Expert
Pure Water Experts
Purit Water Expert
Receptionist.
Relationship Officer
Retail Executive
Rider
Sales Engineer
Sales Executive
Sales Incharge
Sales Manager
Sales Promoter
Sales Trainee
service Advisor
Site Engineers
Site Supervisor
Smart Care Exe
Store Front
Store Sales Executive
Survey Executive
Team Leader
Technical Helper
Technician
Tele Caller
Telecaller
Toll Collector
TPWE
Trainee
Trainee Pureit Water Expert
Fulfilling open positions
# of positions (open v/s closed) - profile-wise
400
Good conversion for select profiles
350
300
250
200
150
100
50
0
Poor for some others
# of positions
# of actual closures

6. Mapping salaries against conversions
Do salaries matter for conversions?

7. 400
• The best salary
data points >>
small numbers or
low conversions
• The best
conversion cases
>> modest salary
levels
• No clear
correlation
between salary
and conversions
0
Admin Assistant
Agent
Assistant Manager
BDE
Business Development Associate
Business Development Executive
Canvassers.
Canvassor
CCE
Contract Administrator
Counter Sales
Data Entry Operator
District Coordinator
DSE
Field Sales Executive
Graduate Trainee
Instore Sales Executive
ITI Fitters
Junior Associate (OFF ASST)
Management Trainees
Marketing Executive
Marketing Executive
Marketing Executives
MIS Executive
Office Assitant
Operations Personal
Primary Sales Representatives
Processor
Promoter
Promoters
Promotional Executives
Pure Water Expert
Pure Water Experts
Purit Water Expert
Receptionist.
Relationship Officer
Retail Executive
Rider
Sales Engineer
Sales Executive
Sales Incharge
Sales Manager
Sales Promoter
Sales Trainee
service Advisor
Site Engineers
Site Supervisor
Smart Care Exe
Store Front
Store Sales Executive
Survey Executive
Team Leader
Technical Helper
Technician
Tele Caller
Telecaller
Toll Collector
TPWE
Trainee
Trainee Pureit Water Expert
Salary distribution against conversions
Small numbers / low conversions
# of positions
Good conversions
# of actual closures
25,000
350
300
20,000
250
15,000
200
150
10,000
100
5,000
50
Sal_ave
0

8. • The relationship
between market
rates and
conversions
mirrors the one
between salaries
and conversions
0
Admin Assistant
Agent
Assistant Manager
BDE
Business Development Associate
Business Development Executive
Canvassers.
Canvassor
CCE
Contract Administrator
Counter Sales
Data Entry Operator
District Coordinator
DSE
Field Sales Executive
Graduate Trainee
Instore Sales Executive
ITI Fitters
Junior Associate (OFF ASST)
Management Trainees
Marketing Executive
Marketing Executive
Marketing Executives
MIS Executive
Office Assitant
Operations Personal
Primary Sales Representatives
Processor
Promoter
Promoters
Promotional Executives
Pure Water Expert
Pure Water Experts
Purit Water Expert
Receptionist.
Relationship Officer
Retail Executive
Rider
Sales Engineer
Sales Executive
Sales Incharge
Sales Manager
Sales Promoter
Sales Trainee
service Advisor
Site Engineers
Site Supervisor
Smart Care Exe
Store Front
Store Sales Executive
Survey Executive
Team Leader
Technical Helper
Technician
Tele Caller
Telecaller
Toll Collector
TPWE
Trainee
Trainee Pureit Water Expert
Salaries benchmarked against Market
• Salary trends fairly 400
comparable across 350
profiles – clients 300
paying market
250
rates
200
25,000
20,000
15,000
150
10,000
100
50
5,000
# of positions
# of actual closures
Sal_ave
Sal_SP
0

9. Conversions and Companies
Are conversions better for some
companies / industries than for others?

10. •
Conversions good
for companies
with open
positions <= 200
Open positions
well below this #
mostly; few
among these
companies where
fulfillment is poor
Open and Closed positions by Company
800
700
# of positions
•
Position status by Company
600
500
400
300
200
100
0
# of open positions
# of closed positions

11. 800
700
• Average salary
within a narrow
range of Rs.5,000
to Rs.12,000
• Number of
positions and
conversions
relatively better at
the lower end of
average salary
600
0
Andrew Telecommunication Pvt. Ltd
APC India Pvt. Ltd
Aster TeleServices Pvt Ltd
CIPL EASY TRANSPORT SOLUTIONS PVT
Connaught Plaza Restaurants Pvt Ltd.
Dawnay Day AV India Advisors Pvt. Ltd.
Franklin Templeton Asset Management (India)
GE Money Financial Services Limited
GE Money Financial Services Limited ..
GE-SBI Cards & Payment Services Private
Godrej & Boyce
Hindustan Lever Ltd
HP E Global
HP e Global Business Operation
ICICI Lombard
IL&FS Education and Technology Services
ITC LIMITED
JK Cements Ltd
Kotak Mahindra Asset Management Company
L&T Finance Limited
L&T Panipat Elevated Corridor Ltd
LG ELECTRONICS INDIA LTD (SOUTH)
Living Media India LTD.
Nand Consultancy
NARCINVA DAMODAR NAIK
Orange Business Services
Pan India Network Infravest Pvt Ltd
Pentair
Prakruti Industries Pvt. Ltd
REC Power Distribution Company Ltd
Reliance money
Reliance Money Limited
Reliance Money Ltd.
Sankirtan Seva Trust
SAS Machine Tools (P) Ltd
Sellwell Food & Beverages Pvt. Ltd.
Shakti Enterprise
Shriram General Insurance Co. Ltd
Sphinax Chemical Industries (P) Ltd
Sphoorti Machine Tools Pvt Ltd
Sterling Holiday Resorts India Ltd.
Sterling Holiday Resorts India Ltd. - Kochi
Sterling Holiday Resorts Pvt .Ltd
Sun Consultancy
Tarang
Tata Consultancy Services
Tata Consultancy Services Ltd
Tata Consultancy Services Ltd.
Tata Motors (Thane)
tata Motors Ltd
Tata Motors Lucknow
Tata Motors Lucknow1
Total Home Expressions
Vodafone
Vodafone Essar - Ltd - Mumbai
VODAFONE ESSAR SOUTH LTD
Salary / conversions by company
# of open positions
# of closed positions
Ave_Salary
500
400
300
100
30,000
25,000
20,000
15,000
10,000
200
5,000
0

12. Diagnosing Conversions
how to pick dimensions to decide on
fulfillment

13. Profile-wise throughputs
Throughput: actual closures/total active positions
• Throughput plot
helps differentiate
between profiles on
overall fulfillment
rates
• Throughput ratio =
1: exact fulfillment
of open positions
(no spillover).
Throughputs << 1:
poor fulfillment
Throughputs >> 1:
spillover
Profiles with optimal throughputs are marked with a black dashed line; those with inefficient
throughputs (throughput >> 1 or << 1) are marked with a red dashed line.

14. Throughput plot for Salary
•
•
Plot for salaries
illustrates variance
in conversions for
different salary
values
In comparison with
previous plot, helps
identify
combination of
profiles and salaries
that have good
throughputs

15. Conversions for a salary range
• Profiles sliced by
Rs.5,500 – Rs.8,600
salary band >
Canvassers, DEOs
exactly match the
throughput plot for
profiles
Match
• BDE, PureIt Water
Expert, Promoter
throughputs do not
match this salary range,
however – must have a
match elsewhere on
salary
• Points to the need for
profiles to be accurately
matched against salary
Mismatch

16. Conclusions




Irrespective of profiles, and volumes afforded by the various
profiles, Salary, Industry and Company are dimensions that could
significantly influence the choice of opportunities to be tapped
A single dimensional approach – by profile – is inward looking and
completely misses the candidate and the client points of view
Choosing better paying jobs increases the chances of attracting
better talent and improve on conversions
Prioritizing companies helps improve profitability of engagements

17. Sweet Spots across Dimensions
Company / Industry
More profitable engagements
Sweet spot
PureIt Water Expert/Communications/
-5,000 to -1,000
Delivery Locations
Communications
Preferred Destinations
Ahmedabad
Admin Assistant/Mumbai/IT
IT
Mumbai
BDE/Bangalore/BFSI
BFSI
Bangalore
-5,000
PureIt Water Experts
Admin Assistant
Profile
BDE
Wider variety of profiles
0
+500
Salary (market
benchmarked)
Better paying jobs

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