Rise India Enterprises Manpower PVT Ltd is a recruitment agency that has been successfully matching job seekers to corporate clients since 2011. They pride themselves on thoroughly understanding both client and candidate needs to make mutually beneficial matches. Rise India uses a proprietary recruitment process including sourcing candidates through their database and network contacts, evaluating candidates based on client requirements, conducting interviews and reference checks, and assisting with final selection and onboarding. They work across many industries including engineering, banking, IT, pharmaceuticals and have successfully placed over 6,800 candidates domestically and internationally in the last 5 years. Rise India aims to deliver a satisfactory experience for every recruitment project through professionalism, integrity and accountability.

1. ONE-STOP TALENT
ACQUISITION
SOLUTIONS FOR
CUSTOMERS
R I E M
RISE INDIA
ENTERPRISES
MANPOWER PVT.LTD.

2. INTRODUCTION
• Since 2011, RISE INDIA ENTERPRISES MANPOWERS PVT LTD has brought employers
and jobseekers together with results that speak for themselves! Our experience, insights
and attention to detail enable us to identify top talent across a broad range of professional
levels, industries and companies throughout the India.
• We pride ourselves on making mutually beneficial matches between job
seekers and our corporate clients, and go to great lengths to ensure that each satisfies the
needs and expectations of the other. We do so by taking the time to thoroughly understand
the specific needs of each of our clients, and then using proprietary recruitment techniques
to pinpoint the most suitable job candidates.
• RISE INDIA ENTERPRISES MANPOWERS PVT LTD is committed to delivering a
thoroughly satisfactory experience with every recruitment project. We hold ourselves to
extremely high standards of professionalism, integrity and accuracy, and we invite you to
put us to the test!

3. OUR GROUP/TEAM
 WE ARE HIGHLY QUALIFIED AND HAVE PRESCRIBED EXPERIENCED IN THE
FIELD OF HUMAN RESOURCES RECRUITMENT.
 OUR HUMAN RESOURCE COMPRISES OF PROFESSIONALS WITH ACADEMIC
PROFICIENCIES.
 GRADUATES, POST GRADUATE, CERTIFIED AND DIPLOMA HOLDER’S,
ANALYSTS, CONSULTANTS WITH WORK EXPERIENCE RANGING FROM 1-8
YEARS IN DIVERSE FIELDS.

4. INFRASTRUCTURE/SURROUNDING
S
1. HIGH END SERVERS AND WORKSTATIONS.
2. HIGH-SPEED BROADBAND CONNECTIONS, WHICH ACCELERATES OUR
RESPONSE TO VARIOUS CLIENTS.
3. INDIVIDUAL INTERNET, MOBILE AND LANDLINE PHONES FOR ALL
RECRUITERS TO FACILITATE TIMELY AND ROUND THE CLOCK SMS AND
VOICE BASED COMMUNICATION WITH CANDIDATES EVEN AFTER OFFICE
HOURS.
4. A SOPHISTICATED SOFTWARE TOOL TO FACILITATE TOTAL AUTOMATION OF
RESUME MANAGEMENT AND CANDIDATE / CLIENT TRACKING.

5. OUR FORTITUDE/QUALITY/EXPERTISE
1. EXPERT APTITUDE: FIRST PRIORITY TO PROVIDE
A QUALITY SERVICE AND PROVIDING
CONSISTENCY OF PERFORMANCE.
2. RAPID PROVOCATION TIME: YOUR HUMAN
RESOURCES REQUIREMENT BECOME OUR
DUTY.OUR EFFICIENCIES WORK TO YOUR
MERITS.
3. TEAM SYNERGY- RELATES YOU FROM
SUBORDINATE TO SPERIOR OF OUR
ORGANISATION.
4. LONG TERM RELATIONSHIP: EXPERTISE
CONSULTATIONS HELPS TO BUILD ONGOING
LONGTERM RELATIONSHIPS IN BETWEEN
CLIENTS AND ORGANISATION. TO ENSURE THAT
THE CANDIDATE SETTLES SEAMLESSLY IN THE
ORGANISATION.
5. BUSINESS ETHICAL STANDARDS/PROPER
CLOSER: CONFIDENTIALITY! WE CREATE

6. TECHNIQUES/METHODOLOGY
TECHNIQUES/
METHODS
Step 3: Develop
Recruitment
Plan AND Select
Search
Committee
Step 4: Post
Position and
Implement
Recruitment
Plan,
Review
Applicants and
Develop Short
List
Step 5: Conduct
Interviews
AND
Select Hire
Step 6: Finalize
Recruitment
Step 1: Identify
Vacancy and
Evaluate Need
Step 2: Develop
Position
Description

7. OUR METHODOLOGIES/STRATEGIES
RECRUITMENT CYCLE
*CONTRACT
SING-UPS.
*INTERNAL
TEAM /CLIENT
BRIEFING.
*MANDATE
EXECUTION.
*SOURCING
FOR
CANDIDATES.
*CANDIDATE
ASSIGNMENT
*CANDIDATE
VALIDATION.
*NEGOTIATIONS
& CLOSURE
*FINALIST &
BACK UPS.
*JOINING
FORMALITIES.
*REFERENCE
CHECKS.
STAFFING CYCLE
*CONTRACT
SIGN-UPS
*RELATIONSHIP
MANAGEMENT
.
*INTERNAL
TEAM/CLIENT
BRIEFING
*TRANSFER/R
ECRUITMENT.
*SOURCING
FOR
CANDIDATES.
*ASSOCIATES
JOINING.
*SALARY
SETTLEMENTS.
*STATUTORY
ADHERANCE.
*AUDIT /
REPORTS.
*EXIT
PROCESSING
OF
ASSOCIATE.
PROCESS
FLOW
PROCESS
FLOW

8. DECISION ANALYSIS

9. PREPARATIVE LEVEL / PREPARATORY STAGE
 THOROUGH UNDERSTANDING OF EACH
OPEN POSITION, REQUIREMENT SPECS,
i.e., SCOPE AND RESPONSIBILITIES,
COMPENSATION PACKAGE,
REPORTING,RELATIONSHIPS ETC
 UNDERSTAND THE CLIENT'S BUSINESS,
MANAGEMENT TEAM, PRODUCT, AND
WORK CULTURE.
 BUILDING A BLUEPRINT(ANY DETAILED
PLAN) FOR THE IDEAL CANDIDATE
RELATIONSHIP
MANAGEMENT
PAYROLL
PROCESSING
AND
STATUTORY
ADHERANCE
 CONTRACT
SING- UP
 CANDIDATE
ASSIGNMENT
 BACK UPS

10. EVALUATIONS TO THE CANDIDATES
 SEARCH FOR THE
TARGET CANDIDATES
USING PROPRIETARY
DATABASE AND
REACHING OUT TO OUR
NETWORK OF
CONTACTS.
 IDENTIFY THE RIGHT
CANDIDATES MATCHING
THE CLIENT’S
REQUIREMENTS.
 SHORTLIST AND
EVALUATE CANDIDATES.
 NARROW DOWN THE
LIST OF CANDIDATES.
 PREPARE BACKGROUND
PROFILES.
 REVIEW PROFILES WITH
CLIENT.
 GET CLIENT FEEDBACK.

11. TREATMENTS TO THE CANDIDATES
 EVALUATE FOR THE TARGET
APLICANT USING
COLLECTIVE DATABASE
AND EXTENDING OUT TO
OUR NETWORK OF
CONTACTS.
 ASSOCIATES THE
ELIGIBLE CANDIDATES
EQUIVALENT TO THE
CLIENT’S
REQUIREMENTS
 SHORTLIST AND
EVALUATE
CANDIDATES
 PREPARE
BACKGROUND
PROFILES
 NARROW DOWN THE
LIST OF CANDIDATES.
 OVERVIEW
PROFILES WITH
CLIENT.
 ASSESSMENT CLIENT
FEEDBACK.

12. INTERVIEW PROCESS
 FACILITATE THE
CANDIDATE’S
INTERVIEW WITH
THE CLIENT.
 GET FEEDBACK
FROM CLIENT AND
CANDIDATE.
 CONDUCT
REFERENCE
CHECKS.
 PREPARE
DETAILED
PROFILES AND
EVALUATION
REPORTS ON
EACH
CANDIDATE'S
STRENGTHS AND
WEAKNESSES.
 CLIENT
FEEDBACK TO
GET THE LIST OF
FINALISTS.

13. THE FINAL SELECTION AND FOLLOW UP
EXPEDITE SMOOTH
TRANSITION OF THE
CANDIDATE AFTER THE
SELECTION
NEGOTIATE THE
SALARY AND THE
BENEFITS.
COORDINATE FINALIST’S
INTERVIEWS

14. WORKING FIELDS
• ENGINEERING.
• BANKING.
• INFORMATION TECHNOLOGY.
• CONSTRUCTION.
• TOURISM AND TRAVEL.
• PHARMACEUTICAL INDUSTRIES.
• AIRLINE AND AVIATION INDUSTRIES.
• OIL AND GAS INDUSTIES.
• HOTEL AND RESTAURANT BUSINESS.
• IRON AND STEEL INDUSTRIES.

15. PROGRESSION IN FIVE LAST YEAR
YEARS NAME OF
FIELDS
NO OF JOBS
PLACED IN
DOMESTIC
NO OF JOBS
PLACED IN
OVERSEAS
2012  ENGINEERING
 PHARMACEUTICAL,
 BANKING,
 IT INDUSTRY.
150-160 20-25
2013  ENGINEERING,
 PHARMACEUTICAL,
 BANKING,
 IT INDUSTRY.
290-300 40-45
2014  ENGINEERING,
 PHARMACEUTICAL,
 BANKING,
 IT INDUSTRY.
460-470 55-60
2015  ENGINEERING,
 PHARMACEUTICAL,
 BANKING,
 IT INDUSTRY.
570-580 70-75
2016  ENGINEERING,
 PHARMACEUTICAL,
 BANKING,
 IT INDUSTRY.
6800-690 90-95

16. • Job Fairs
• Before the internet, job fairs were considered a popular method for
meeting candidates face-to-face. They were used as a vehicle to
promote organizations by promoting the organization’s image and
brand. Job fairs such as those aimed at diverse candidates or specific to
certain industries, are still considered one of the best methods for
meeting potential candidates in a single event.
• Professional Conference and Campus Recruiting
• Conference and campus recruiting events are a great way to market
Rise India Enterprises Manpower PVT Ltd and your department and
provide you with an opportunity to network with potential qualified
candidates for current and future openings.
• Conference and campus career centers may offer to assist you in your
recruitment needs by providing job posting services and interviewing
facilities.
• When utilizing these events for current recruitments, the standard
hiring process is followed to include:
• Posting the Job — Ensure the position is posted on riseindiajob.com
and all applicants are directed to apply on-line
• Conducting Interviews
– All qualified applicants selected for interviews receive short-list
approval prior to being interviewed
– On-site Screening Interviews
• Screening interviews conducted to gather preliminary
information on prospective candidates
• To be conducted by more than one committee member in
attendance
• Screened-in applicants invited to interview with all
committee members
– On-Site Selection Interviews
• Interviews used to make final hiring decisions
• Requires all committee members to be in attendance
• In order to ensure fairness and equity in the hiring process for
interviewees not in attendance, the guidelines set forth in Conducting
Virtual Interviews (see Step 7) are to be followed.

17. TERMS AND CONDITIONS
 THE PROFESSIONAL FEES, TILL THE MANAGERIAL LEVELS (OR OTHERWISE TILL THE WORK
EXPERIENCE LEVEL 0-3 YEARS), WILL BE EQUAL TO THE 8.33 % ( EIGHT POINT THREE
THREE PERCENT ) OF THE ANNUAL GROSS SALARY ( DEFINED AS COST TO THE CO: BASIC,
HRA / LEASE, CONVEYANCE, SPL. ALLOWANCE, LTA, PF, SAF, GRATUITY, ANNUAL VALUE OF
CAR, MAXIMUM PERFORMANCE LINKED BONUS, MEDICAL, ANNUALIZED VALUE OF
PERQUISITES .. ETC AND OTHER INCENTIVES PAID AS PER THE COMPANY RULES IN VOGUE)
OF THE CANDIDATE PLACED. THIS SHALL BE PAYABLE WITHIN 30 DAYS OF THE CANDIDATE
REPORTING FOR DUTY, ON OUR BILLING. THE SERVICE TAX, AS PER THE RATES EXISTING AT
THE TIME OF BILLING, SHALL BE PAID BY THE CLIENT.
 THE PROFESSIONAL FEES, ABOVE THE MANAGERIAL LEVELS (OR OTHERWISE ABOVE THE
WORK EXPERIENCE LEVEL , WILL BE EQUAL TO THE 10% (TEN PERCENT) OF THE ANNUAL
GROSS SALARY (DEFINED AS COST TO THE CO: BASIC, HRA / LEASE, CONVEYANCE, SPL.
ALLOWANCE, LTA, PF, SAF, GRATUITY, ANNUAL VALUE OF CAR, MAXIMUM PERFORMANCE
LINKED BONUS, MEDICAL, ANNUALIZED VALUE OF PERQUISITES .. ETC AND OTHER
INCENTIVES PAID AS PER THE COMPANY RULES IN VOGUE) OF THE CANDIDATE PLACED.
THIS SHALL BE PAYABLE WITHIN 30 DAYS OF THE CANDIDATE REPORTING FOR DUTY, ON
OUR BILLING. THE SERVICE TAX, AS PER THE RATES EXISTING AT THE TIME OF BILLING,
SHALL BE PAID BY THE CLIENT.
 IN CASE THE CANDIDATE LEAVES YOUR ORGANISATION WITHIN 2 MONTHS OF JOINING, AT
HIS OWN CHOICE, WE SHALL PROVIDE YOU A FREE REPLACEMENT, OR EQUIVALENT VALUE
OF SERVICE, IN LIEU THEREOF. THIS HOWEVER, IS NOT A GUARANTEE OF THE CANDIDATE’S
PERFORMANCE.
 RESUMES SENT TO YOUR ORGANISATION SHALL HAVE THE VALIDITY OF 1 YEAR. IN CASE
THE CANDIDATE IS INTERVIEWED, THEN HE IS CONSIDERED TO BE THE CANDIDATE FROM US
FOR A PERIOD OF ONE YEAR, FROM THE LAST INTERACTION.
 CLIENT SHALL CONTACT THE CANDIDATES SENT TO THEM, ONLY VIAUS. IF ANY RESUME IS
SHORTLISTED, THE ORGANIZATION SHALL ASK US TO SCHEDULE THE FIRST DISCUSSIONS.
AFTER THE ICE IS BROKEN, THE CANDIDATE CAN BE CONTACTED DIRECTLY WITH A CC TO
US OR KEEPING US INFORMED ABOUT, THE LATEST STATUS.
 IF THE RESUMES ARE SENT BY DIFFERENT VENDORS TO THE CLIENT, THEN THE RESUME
SENT EARLIER SHALL HOLD GOOD. HOWEVER, THE HR DEPARTMENT OF THE CLIENT SHALL

18. CONTACT US
ALL INQUIRIES ABOUT THIS PROPOSAL MAY PLEASE
BE DIRECTED AT-:
RISE INDIA ENTERPRISES MANPOWER PVT LTD
Address: 104 G, B Wing ,Sumit Samarth Arcade bld.opp to
Samsung gallery Near. to Jain Mandir , Near Stn, Goregaon
West, Mumbai, Maharashtra 400104
Hr. Person – Ram Varma
Mob: 8169464358/897672200
Mail id: riseindia.client@gmail.com
client@riseindiajob.com
web:www.riseindiajob.com/riseindiahr.com

19. Who says finding a job
has to be a hassle?
Let yoursearchstart--andend--
right here!...
R I E M
RISE INDIA
ENTERPRISES
MANPOWER PVT.LTD.