Hire Train Deploy Case Study

ManpowerGroup | Friday, October 16, 2015 1
ManpowerGroup – Humanly Possible
Graduate Hire Program

Experis IT - Graduate Hire
Case Studies

The Client required:
1. A flexible Workforce model to meet Organizational needs.
2. A partner firm with global reach and brand value to Attract & Retain
best of talent.
3. A partner with prior experience in executing large scale innovative
hiring along with demonstrated investment capability.
4. Significant Pan India presence to help you achieve these goals.

Past Experience: Graduate SSP Program
• Experis IT has an exemplary track record of fulfillment of graduate hires/ELTPS.
• Experis IT was exclusively selected by Client to do a PeopleSoft ELTP Program.
We got 20 candidates trained by Oracle India on curriculum co-developed by
Experis IT - Oracle - Client. The batch was very successful, with majority
candidatures being converted into Client payrolls after completion of 12 months.
• Experis IT was exclusively selected by Client to do the Siebel ELTP program.
Batch was successfully trained and placed into Client projects within all stipulated
timelines.
• Experis IT was exclusively selected by Client for ELTP program for Test
Administrator and Application User support Competency in 2008.
• In 2010, Experis IT also bagged T&H program for AIX skill for Client where Fresh
BE/Engineering Graduates were trained on AIX skill and deployed at Client post
training.

Case Study 1: Graduate SSP
Client Situation Client required highly skilled resources on various technologies
across multiple locations.
Model Up skilling of engineering graduate resources with a programming
skill of typically 2+ Years required to be project ready in 2 straight
months.
Outcome of the Program 90+ resources were up skilled and deployed across Client
locations successfully over the period of 3 months
Technology Areas:
J2EE
Java Software Testing
Open Systems
Database Management System
Mainframe
.NET
1. Degree or a post graduate degree in engineering/technology
(BE, B Tech, ME, M Tech) from any recognized university in
India with average marks (of all semesters/years) equal to
or above 65%
2. For candidates passed out from university in Maharashtra
the average marks shall be 60% or above
3. The year of graduation should be 2013 or later
Eligibility Criteria

Case Study 2: PeopleSoft/Siebel
Outcome of the Program
20 highly skilled resources trained on HTH /Niche skills were
deployed across Client locations successfully in 45 days
Client Situation Client required 20 highly skilled resources on HTH/ Niche skills across
multiple locations in 2 months
Model Cross training of resources with a programming skill of typically 2+ Years.
Execution Flow 1. Experis IT India & Client short listed 50+ resources for each skill
2. Experis IT India conducted written tests to screen on
aptitude/programming skills
3. Experis IT India & Client short listed 20+ resources for each skill to go
through a training program by Oracle university.
The resources underwent a training on PeopleSoft /Siebel modules for which Experis IT India incurred
the cost on commitment from Client on absorbing the resources after successful completion of the
program

Case Study 3: AIX Train & Hire Program
Outcome of the Program
30 highly skilled resources were deployed across Client locations in 60 days
Client Situation Client required 30 AIX resources for their IT BU
Objective To provide AIX (L0-L1) trained resources for 6 months - 24
months years under AIX stream; trained based on curriculum
shared. The committed period of deployment at Client, after
successful training, was 18 months.
Model Train and hire model where fresh BE/Engineering graduates
were trained on AIX skill and were deployed in Client post
training
Experis IT India Solution Experis IT up-skilled L0 resources on AIX skill and deployed
them in Client post training as L1 resources

Why Experis IT – Employer Benefits
We lead in the creation and delivery of innovative
workforce solutions and services that enable our
clients to win in the changing world of work.
Our Campus Readiness Program
Experis IT is committed to fulfill and match the fresher /
campus hiring needs of corporate India . Through this
program , Experis IT will help our country’s young talent
adapt to the corporate environment and improve
employability skills. This will help in building a vast “skill
ready” talent pool both for the country and corporate
India.

Our solution helped Client identify and hire
dispersed and hidden resources from
campus and beyond.
We along with Client aimed towards
improving the employability of the fresh IT
Engineering Graduates and made them
deployable in Projects.

The Industry Academia GAP
• Academic curricular does not prepare individuals adequately for workplace
requirements such as behavioral, communication and performance
management
• Fresh graduates are not able to co-relate the knowledge to which a working
environment presents
• Academia provides knowledge but students find themselves incompetent as soon
as they are hired in various industries – lack of skills set required to perform at
corporate level

While Client was also hiring, Experis IT
attracted talent through:
Detailed interview process that
communicates company culture and
benefits to the interviewee.
Approaching institutions in the tier 2 and
tier 3 cities
Evaluating potential and trainability
rather than past experience
to ensure we hire those that are passionate, fit
culturally with your company, and have a deep
knowledge of their field.
Offering informal professional
development classes to ensure highly
effective entry-level recruitment methods.
1. Soft skill development
2. Industry specialist to
train students
3. Tailor made curriculum
4. Continuous Evaluation
& Assessments
5. Certification options.
Class & Activity based
Training Programs:

Factors that drive the IT Graduates towards Experis IT
KEY DRIVERS: High Impact on Choice of Employer
Technically sound professionals
Work on sophisticated and state-of-the-art
technologies
Learning on the job
Growing industry
‘Hands on’ exposure to projects
Offers good position/ designation
Total salary package offered is good
Provides a clear career path
LOW YIELD: Can be Ignored
Exposure to research and
development/development projects
Overseas projects and assignments
Enhances image among social circles
Has inspiring leadership
Maintains work life balance/ fun place to work
High degree of flexibility in terms of working hours
MINIMUM EXPECTATIONS: Hygiene Factors
Market leader in its field
Offers suitable locations to work
Assurance of job security
Well laid out mentoring program
Ethical Company
Opportunity of working on multiple projects with
different technologies within the 1st
18 months
VALUE ADD: Unspoken Motivators/Delight Factors
Good job content
Good training programs
Large company
Main business is good

Experis IT –
Recruitment Process

Our Ways of Communication
Communication One-on-One Mass
Experiential • Experiment of doing
project work
• Direct e-mail
On Campus
• Pre-placement talk (PPT)
• Business competitions held in campuses
Word-of-mouth • Faculty/ Parents/
Relatives/ Friends
• Classmates/ other
students on campus
On Campus
•Companies’ promotional activities/ Sponsorship of
events on campus
• Discussion about companies in blogs or social
networking sites
• Corporate videos shown to the students during the
time of recruitment/ showcasing the company profile
through corporate videos on campus
• Distribution of company brochures
Impersonal Write-up about companies
in print media
Mass Media
• Information of companies on the website/ internet
• write-up about the company in print
• Discussion about the company on television
• Online job portals: Naukri.com, timesjob.com, etc.

Empanelment
3. Interested Institutions will be empanelled to Experis IT
4. Experis IT will initiate the Training Process
5. Once the Training is completed, Test Dates and Test
Venues for all the empanelled Institutions will be
announced by Experis IT through personalized
e-mails to all the Institutions after consultation
with Client
1. Experis IT acquires the list of engineering colleges (city/state wise) where the
companies conduct their campus recruitments (to avoid any kind of duplicity).
2. Experis IT then contacts all the remaining colleges and tries to conduct a
presentation about our offerings, terms & conditions and process briefing to
the prospective candidates in most of those colleges.

At the core of the test development process is the Competency Framework. The
Competency Framework maps a recruiter's specific requirements into an evaluation
methodology by identifying the skills, abilities and knowledge while evaluating a
candidate.
Some Examples :
Competency Skills/Abilities/ Knowledge Required Evaluation Methodology
Designing Technical reading comprehension/ Mental application/
Logical and analytical reasoning/ Relevant Technology
Skills
Multiple Choice Test
Coding &
Documenting
Logical and Analytical Reasoning/ Learnability/ Relevant
Technology Skills
Coding Standards Attention to details & process orientation Multiple Choice Test
Testing Logical and analytical reasoning/ Attention to details and
Conceptualization
Debugging Relevant Technology Skills/ Attention to details Multiple Choice Test
Communication Email/Business writing/ Spoken English Performance based test
Soft Skills Team skills/ Motivation/ Initiative/ Confidence/ Integrity Personal interview
TEST DEVELOPMENT: The Competency Framework

Job descriptions and discussions with recruiters are inputs to the Competency
Framework. The Competency Framework translates the recruiter's
requirements of skill-sets and competencies into appropriate tests. The test
development process is illustrated below.
JOB DESCRIPTION
&
DISCUSSIONS
WITH RECRUITERS
COMPETENCY
FRAMEWORK
TEST OUTLINE
VALIDATION STUDY STATISTICAL INFERENCE
TEST
Q ----
A) --
B) --
C) --
D) --
TEST DEVELOPMENT: The Competency Framework

Job Description & Discussions with Recruiters
The job description is usually developed by conducting a job analysis, which includes
examining the tasks and sequences of tasks necessary to perform the job.
The analysis considers the areas of knowledge and skills needed for the job.
Experis IT adheres to the guidelines laid down by the client and outlines the competency
requirement accordingly.
Why a Competency Framework
Defining which competencies are necessary for success in an organization can help do
the following:
• Ensure that the prospective employees demonstrate sufficient expertise
• Recruit and select new staff more effectively
• Evaluate performance more effectively
• Identify skill and competency gaps more efficiently
• Provide more customized training and professional development
• Plan sufficiently for succession
• Make change management processes work more efficiently

Statistical Inference – How it helps
1. Statistical inference is drawn by studying the test result s
2. Statistical inference can be a highly credible information source on aspects of
demand and supply in relation to the Engineering Graduate Talent Pool in India
3. This will help us understand the candidate demogrpahics and patterns in
individual ability scores and throughput rates
These inference will help us strategize on a recruitment
itinerary that broadly covers hubs that yield either sheer
numbers or quality talent

Validation Study
A validation study generates evidence that the pre-employment tests Experis IT
is using, are good predictors of future job performance.
When a testing program has been “validated” we have documented assurance
that the information used to make hiring decisions is predictive of future job
performance and is thus fair to job candidates.
1. A job analysis
2. A rationale for tests used
3. Information on how employees or job candidates perform on the tests
4. A demonstrated relationship between test scores and some measure(s) of
success on the job --usually supervisor ratings or other objective measures
Typically, a validation study includes:

EXPERIS IT : IT Abilities Test
The IT Abilities Test will be designed to evaluate software developers and
graduates with potential to be future software developers. The test has
sections on Verbal Ability and Analytical Skills.
EXPERIS IT working closely with industry and based on a Competency
Framework, will develop the IT Ability tests .The Competency Framework will
be developed using Job Descriptions, discussions with Recruiters / Trainer /
Operations Managers .
EXPERIS IT : Test Delivery Process
IT Abilities Tests can be administered using offline channels. In that case,
the delivery mechanisms ensure all tests are administered under strict
supervision. Candidates are authenticated to ensure fairness and
credibility, maintaining the integrity of the process.

Client Generates bulk
requirements with lead time of
fulfillment of 2 weeks and shares
the same with Experis IT
SMEs & Experis IT
Shortlisted candidates from preliminary
evaluation is further trained on the gaps
identified and then proposed to Client
for final evaluation/Selection
Experis IT delivery team
analyses the requirement
and shares the same with
SMEs
Under guidance from SMEs and
Experis IT delivery team,
preliminary evaluation is carried
out(on the same lines as laid down
by Client)
Based on Client’s inputs
SMEs prepare the
evaluation guideline
Pre-recruitment Phase
Requirement Analysis and GAP Identification

In Consultation with Client,
Experis IT delivery team rolls out
the final assessment process
which includes logistics planning
and venue support
Experis IT delivery teams check
and certify each candidate’s
original documents and identity
before final evaluation starts
thereby eliminating the risk of
impersonation
Post final evaluation Client
comes back with a list of
selected candidates who need
to join the projects
immediately
1. Technical Ability Test
2. Skill Test
3. Personal & Technical
Interview
Recruitment Phase
Talent Acquisition & Recruitment Process Management

The Selected candidates before
being processed for offer are once
again educated by Client RCM
team & Experis IT about the
project expectations
Selected candidates are offered
and Experis IT HR team ensures
that they accept the same and join
within a week’s time
Experis IT delivery team shares a
detailed report with Client on the
positions filled(skill -wise) and
identifies the need for further
recruitment drives in consultation with
Client
Experis IT operations team
ensures that each candidate
joins Client on the respective
dates and re- check candidate
credentials
If Positions
not filled
Post-recruitment Phase
Offer Management & On-boarding

ManpowerGroup Best Practices
Our Code of Practice has been produced to take account of significant changes that have been
taking place in the worlds of higher education and employment including:
As a world leader in employment services, we ensure that our proven recruitment,
assessment and selection methods identify the talent with the necessary skills and
personal attributes that works to everyone’s advantage - students and graduates,
recruiters and businesses, career advisers and higher education institutions.
• Expansion of and the widening participation in higher education
• Expectations and aspirations of the graduates
• Demands and expectations of employers
• Developments in recruitment practice, such as increasing use of the internet
and external agencies.
The guidance within this code, if adhered to, will ensure a balanced, fair approach to graduate
recruitment for the benefit of all concerned.

At ManpowerGroup, we research the career options available via:
•Institutions’ careers service
•Students’ unions
•Job shops
•Recruitment facilities (websites, databases, careers fairs) and
•Academic departments and other sources.
ManpowerGroup Best Practices (…continued)
We understand that acceptance in writing of an unconditional offer forms a
contract. We encourage students who wish to qualify or defer acceptance to
contact their careers service for advice first whether the offer is made in writing or
verbally.
At ManpowerGroup, we define our integrity by:
•Declining all other offers & withdrawing any outstanding applications when accepting an
unconditional offer
•Being aware of what is being signed up to
•Declining an offer ASAP to enable the employer to make alternative arrangements
We encourage our recruitment team to:
•Fully read the employers' information
•Carefully follow employers' or their agents' application procedures
•Acknowledge promptly an invitation to interview
•Be professional in all dealings with employers
•Seek only repayment of reasonable expenses incurred during the selection process
•Be honest in making applications and accept that false claims and statements are not in
anyone’s best interest.

Training Courses: A Snapshot

At Experis IT, we ensure low attrition rates by
offering:
Flexible work arrangements to motivate the young workforce
Technical Certification sponsored by Experis IT
on completion of 6 months of service
Awards & Recognition based on performance
Brand visibility on tier 1 and tier 2 companies
Committed period of deployment with Client
for 18 months and above
Hefty Retention Bonus on completion of 1 year
of service

• Full time permanent employment
• Competitive Salary range
• Increased Employability
• Effective evaluation system
• Training opportunities
• Option of Payroll Conversion
• Better branding
Employee Benefits of Graduate Hiring through Experis IT
Overview
Experis IT provides excellent training opportunities
for its employees to take control of their career.
Our Training and Development Center provides:
1. Access to an extensive range of online courses covering
computer, business, leadership, and technical skills sought
after in today’s market.
2. A convenient way for anyone to update and increase their
skills online – 24 hours a day, every day of the year.
3. Free training and development for all ManpowerGroup
associates, consultants, and employees.
1. Grads fill real roles
within the business
2. Designed to build
leadership and
technical skills
3. Strong performance
result in career
advancement

Retention Policy
National Skills Registry (NSR):
All technical resources are made to register in NSR with Experis IT details post joining which
allows us to blacklist the resource in the database if he/she resigns without proper notice or
absconds from the project.
Resources who complete
1 year of service with
Experis IT are eligible for
a hefty Retention Bonus.
Onsite Agreement:
All deployed Experis IT resources are made to sign an
onsite agreement by which the resource agrees on a
continuity of services for 18 months.
1. Every Month 3 technical resources deployed with Client are selected on
the basis of performance for a Monetary BRAVO AWARD of INR 3k along
with a certificate . This keeps the employees motivated.
2. Employees who completes 6 months of service are pursued to go for a
technical certification which is sponsored by Experis IT.
Experis IT has enforced few steps to ensure retention of resources and to
control attrition:
All Experis IT employees have a 3 Month Notice Period which gives ample time to the client
for proper handover/KT /find a replacement.
Awards & Recognition

Partnerships and Clientele
Technology Partners

Experis IT - Address Book
New Delhi
No.5-A, 5th Floor, Uppals M-6,
N.H. Commercial Centre,
Jasola Distt. Centre
New Delhi – 110076
T +91 11 66497500
Gurgaon
Hyderabad Chennai
#2nd Floor, Gowra Grand,
S.P. Road, Begumpet,
Hyderabad –500003
Andhra Pradesh, India
Qaiser Tower, 1st Floor,
No.19, Khader Nawaz Khan Rd,
Nungambakkam, Chennai – 600 006
Tamil Nadu, India
Mumbai
ManpowerGroup
100 Manpower Place
Milwaukee, WI 53212 USA
Telephone: +1 414-961-1000
Global Headquarters
India Headquarters (Kolkata)
& Development Centre
Plot J3, Block GP, Sector V,
Salt Lake, Kolkata – 700091
West Bengal, India
T +91 33 3018 1111/1158
F +91 33 3018 1155
Sheil State, 1st Floor,
Dani Corporate Park, 158 Kalina, C.S.T
Road, Kalina, Santacruz (East),
Mumbai 400 098 Maharashtra.
T : +91 22 67868400
First Floor, DLF,
Building No. 10-B,
DLF Cyber City,
Gurgoan – 122002
T +91 124 6795400
Bangalore
1/1 Church Street,
Rayan Towers,
Bangalore - 560001
Karnataka, India
T +91 80 30586951 / 65
Pune
1 & 2, 1st Floor,
Amar Avinash Corporate City
11 Bund Garden Road,
Pune - 411001
Maharashtra, India
T +91 20 6724 5800

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