Churchill Insurance UK engaged Datamatics to provide recruitment process outsourcing (RPO) services including permanent, temporary, executive recruitment, and training support over nearly eight years. This scalable solution delivered significant results, reducing time-to-hire and cost-of-hire while accommodating fluctuating business demand. Etisalat Corporation engaged Datamatics to improve the efficiency and effectiveness of its recruitment process through online situational tests to better assess candidate fit and improve offer ratios. For Ramky Group, Datamatics created a centralized shared services recruitment center to standardize processes, reduce agency spending, and improve services through a single point of contact.

1. Select Recruitment Case Insights
Large Corporate’s

2. Case Study: Churchill Insurance, UK ( aka Royal Bank of Scotland IDC)
At A Glance:
Temporary &
Contract
Recruitment
Permanent
Recruitment
Executive
Search
Eight Year
Tenure
90% direct
hiring ratio

3. Background
In 1995 Churchill Insurance UK, part of the Swiss Winterthur group decided to set up its India development centre. Recruitment
in the Financial services Industry is particularly competitive, as are the markets in which they operate. Being in a highly
competitive business segment the ability of Churchill India to execute its business strategy hinged around its ability to attract
and retain key talent
Solution
The implemented solution, utilized a combination of VOP staff capabilities, robust processes and technology, and operated from
the headquarters in Delhi. Managed as a RPO engagement the primary scope of services included permanent recruitment in
India, from entry-level (‘volume’) roles to specialist IT, Insurance & Actuarial services hiring and the core senior management-
level staff. Recruitment and resourcing support in the following areas was also part of the service offering :
•Temporary/contractor recruitment (including payroll services) in India
•Executive search support in India
•Training support to rollout ‘Hiring Essentials’ training program in India
•Providing support to conduct exit surveys, delivering continuous improvement projects, technology
optimization and psychometric testing, as needed
Result
Delivered significant results over nearly eight years. To accommodate peaks and troughs in hiring demand the team size was
increased and decreased as needed. This scalable solution ensured cost efficiencies remained consistent despite fluctuating
business demand. Aggregate time-to-hire and cost of hire was reduced, translating into significant cost savings over the lifetime
of the solution. In 2001, Churchill introduced an industry-leading Contingent Workforce program. We supported the execution of
the program and provided ongoing support for resourcing initiatives, upgrades and re-engineering of processes
Buying Professional Services is rarely a comfortable experience. Unfortunately there seem to be very few professional firms who
can "hit the ground running" and provide the kind of professional support you need. We did not buy into a service, we bought
ourselves a relationship - a top drawer Professional Services provider who had the right skills and urgency in recruiting the right
person for our organization. The key is - the right kind of attitude & desire to help meet the unique manpower challenges of a
rapidly growing organization. As a client they earned my trust and confidence. "” July 13, 2007, Amit Gupta, Managing Director,
Royal bank of Scotland India development centre

4. Case Study: Etisalat UAE
At a Glance
Sourcing,
Assessment &
Selection
Strengthened
Employment
Brand
Time
Efficiencies
Improved
Candidate
Experience
ROI
Specialist,
strategic
expertise

5. Background
Etisalat corporation, the largest Telecom operator out of UAE and the tenth largest telecom carrier globally, approached
Datamatics to help attract & acquire best of the breed talent as it found itself operating in an increasingly Globalized context
The Challenge
Each year Etisalat recruits hundreds of overseas staff in the IT, Telecom, Entertainment, media space. These roles attracted
thousands of applicants and were previously all screened manually, which required significant resources and therefore cost.
There was a limited ability to sift candidates based on skills and experience as such fitment was a issue
Solution
Etisalat asked Datamatics to help them hire the ‘right talent’ by improving the efficiency and effectiveness of their recruitment
process and ensure those put forward to assessment centre had a better fit to the key success criteria of the roles to improve the
offer ratio at this stage. The assessment team at Datamatics designed a unique Situational Tests to be used online as an
integrated part of the initial screening process. This presented candidates with realistic scenarios based on the key challenges
they’re likely to encounter in the roles. Not only did this technique enable Etisalat to assess each candidate’s suitability against
common situations, but it also helped candidates to ‘self-select’ in or out of the process as they learned more about what the job
would really involve. Furthermore Candidates found the assessment to be more engaging and informative, as it provides a true
insight into the realities and demands of the job. It also gives successful candidates realistic expectations, which in turn tends to
boost retention. In summary, assessments proved to be a highly effective pre-screening tool which lowered costs at the same
time as it improved:
Offer/ Acceptance
Ratio
Candidate
Experience
Overall
Recruitment
Campaign

6. Case Study: Ramky Group
At a Glance
Created a seamless
shared service centre
model
Re-
engineered
fragmented
recruiting
processes
Reduced
Agency
Recruitment
from 90% to
30%

7. Background
Among India’s largest integrated infrastructure and waste management organizations, the group has notched up an impressive
growth rate in recent years and has laid down an ambitious roadmap to be a USD 5 billion group by 2015.
The key enabler : Did it have the right talent , it’s only critical business asset to compete in the marketplace?
The Challenge
A ground up view on key recruiting areas : sourcing , recruiting operations, technology, recruitment strategy , and metrics
revealed an environment drawn between the forward thinking and the status quo
Solution
Brand, strategy, structure and technology represented an effective framework for assessing Ramky’ talent operations at a high
level. The issues that challenged Ramky’s talent operations also presented it with opportunities for improvement. Ramky’ brand,
strategy, structure and technology work together to create a complete talent picture, and so their workings are highly
interconnected. Applying a holistic perspective won’t solve the challenge, but it can help make sure that we were asking
questions that consider the complete workings of our organization’s talent operations. The solution to this problem proposed at
Ramky, in the background of its context was the creation and utilization of a Centralized Shared Service Centre (CSSC) as part of a
Recruitment Process Outsourcing (RPO) model to deliver recruiting services.
Result
•Improved services by providing a single point of contact for policy interpretation, consistency in decision-making, advice and
guidance as well as the administration of recruiting to common standards, SLA’s & processes
•Resource flexibility, scalability and knowledge sharing enabling recruiting best practices and expertise to be shared throughout
the business units
•Reduced duplication and inconsistency through the standardization of core processes and automation of manual tasks
•Created a single information source will improve quality, consistency and quick access to information
• Improved Talent Acquisition delivery through the freeing up of recruiting staff to focus more strategically focused business
partners to all
Ramky Group companies.