During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Seasoned Human Resource Practitioner from XLRI having 17 years of experience in Human Resource and talent management, has worked in global organizations and in global roles that have helped to hone up his relationship and cross-cultural skills. His ability to understand the business has helped him to align the people strategies of the businesses to its ever-evolving needs. He has been able to decode the secret recipe for being a “Great Place to Work” and has helped his organization to be in the league of select few. His ability to attract the right talent has helped him to build organizations that are competitive and agile. His ability to think strategically on current and future talent issues
The Next (R)evolution of the Talent Acquisition Function -- Breakout Session ...LinkedIn Talent Solutions
Partner session: The next (r)evolution of the talent acquisition function. Martin Cerullo, Managing Director, Consulting – Asia Pacific, Alexander Mann Solutions. Claire Weekes, Senior Customer Success Consultant, LinkedIn
As the world's leading talent acquisition and management services company, Alexander Mann Solutions is continually tracking the latest thinking in terms of structuring the talent acquisition function to deliver the very best business outcomes. With the continued rise in importance of social and digital channels, the critical element for transformation in major corporates is the sourcing capability. In partnership with LinkedIn, this session will explore how the talent acquisition function is developing with new roles and models, with new organisational structures, career paths and training for sourcers, the addition of new subject matter roles from outside talent acquisition as well as the latest thinking on KPIs for the function. As well as sharing detail on this, the latest trends will be illustrated through real case studies, covering Australian companies as other companies across Asia Pacific.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Seasoned Human Resource Practitioner from XLRI having 17 years of experience in Human Resource and talent management, has worked in global organizations and in global roles that have helped to hone up his relationship and cross-cultural skills. His ability to understand the business has helped him to align the people strategies of the businesses to its ever-evolving needs. He has been able to decode the secret recipe for being a “Great Place to Work” and has helped his organization to be in the league of select few. His ability to attract the right talent has helped him to build organizations that are competitive and agile. His ability to think strategically on current and future talent issues
The Next (R)evolution of the Talent Acquisition Function -- Breakout Session ...LinkedIn Talent Solutions
Partner session: The next (r)evolution of the talent acquisition function. Martin Cerullo, Managing Director, Consulting – Asia Pacific, Alexander Mann Solutions. Claire Weekes, Senior Customer Success Consultant, LinkedIn
As the world's leading talent acquisition and management services company, Alexander Mann Solutions is continually tracking the latest thinking in terms of structuring the talent acquisition function to deliver the very best business outcomes. With the continued rise in importance of social and digital channels, the critical element for transformation in major corporates is the sourcing capability. In partnership with LinkedIn, this session will explore how the talent acquisition function is developing with new roles and models, with new organisational structures, career paths and training for sourcers, the addition of new subject matter roles from outside talent acquisition as well as the latest thinking on KPIs for the function. As well as sharing detail on this, the latest trends will be illustrated through real case studies, covering Australian companies as other companies across Asia Pacific.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
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O estudo da diversidade e importância ecológica do grupo Scarabaeinae (Coleop...Rafael Nunes
Essa palestra foi ministrada no III Biota em Tangará da Serra-MT. Um overview histórico e ecológico é apresentado sobre os besouros rola-bosta (Scarabaeinae). Aplicações no campo da biogeografia, taxonomia, ecologia, conservação e evolução são expostos com base na literatura recente do grupo.
Báo cáo thực tập - Nhơn Mỹ - Nguyễn Xuân Thu- 2016nhonmy luu
Đơn vị thực tập : Công ty TNHH MTV NHƠN MỸ
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Inking a Harmonious Career: For Technical Writers who want to enter, survive,...Amit Kapoor
For Technical Writers who want to enter, survive, and thrive/grow in the field of Technical Writing.
A presentation by Amit Kapoor at the 18th STC India Annual Conference @ Hyderabad, December 2016
11+ year’s substantial experience in recruitment, compensation & benefits, Multifaceted and collaborative. Skilled in the areas of executive talent selection, leadership development, and succession planning. Exceptional ability to work with senior management understands business requirements, develop well-structured processes, and lead a productive team. Experienced in providing timely and update HR advice to managers. Extensive knowledge in handling HR team practices, recruitment, salary negotiations, the onboarding process for new employees, conditions of employment, and diversity issues.
• 7+ years of diverse experience as Sr HR Executive / Generalist majorly with IT Industry & multi-disciplinary industry expertise: emphasis on planning, directing and coordinating Human Resources to maximize the strategic use of resources,
• Currently associated with Damcosoft Pvt. Ltd. as Senior Executive HR
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
1. Shilpi Raj Kasodhan
Linkedin: http://in.linkedincom/pub/shilpi-raj-kasodhan.
Career Objective
Managed Talent Acquisition Pan India.
Pragmatic, with proven managerial acumen and abilities to withstand work pressures, deliver
assignments within specified time frame without compromising on quality benchmarks.
Possessing valuable insights, keen analysis and team approach to implement best practices used in
organizing and implementing business-impacting changes.
Constantly recognized as the best performer in Past 2 companies.
Career Overview:
Shilpi is Post Graduate in HR with above 4.9 years’ experience in Technical recruitment, Team Management, Talent
Acquisition, Resource Management, Vendor coordination, Account Management, Head Hunting, Research, Bench
Management, Project Mapping, Project Transitions, Skill Mapping, Staffing, Networking, Referrals, Rebadging,
Escalation Management.
Scope of work:
Talent Acquisition- Strategic Hiring, Head Hunting, Social Networking, Referrals, Negotiations.
Client Relationship and engagement- Account Management, Rebadging, Transitioning. Mapping.
HR Generalist Affairs-Retention, Management Games, Celebrations, Employee Queries.
Team Building
Professional Summary
Organization : Sapient Nitro
Designation : Senior Associate-HR (Acting Team Lead)
Reporting to : Manager-HR
Role : Hiring Permanent Manpower for Sapient India
Duration : May 2016 to till date
Responsiblefor developing Talent Acquisition Strategy,analyzingrecruitment needs, design and
implement global recruitment solutions.Aggressively sourcingon customer demand.
Led a team of junior/senior recruiters & sourcingstrategists
Develop and Manage strong consultative relationships with hiring managers, candidates and with the
Team.
Handling end to end recruitment process
Leadership Skill:Motivatingteam, Educatingteam with new techniques of hiring,helpingthe team for
better networking and sourcingskills.Impartingtrainingsto the team on a regular basis
Evaluated the strengths and weaknesses of candidates through screeningand interviews
Comprehensive recruiter responsibilities for several roles acrossRazor Fish includinghiringmanager
meetings, candidatesourcing/screening,compensation negotiation and requisition compliance
Regularly track pipeline,priorities and performancedata to sharewith internal stakeholders
Used a variety of sourcingmethods to find new talent, includingtargeted recruitment, external
networking, internal referrals and continuinga strongpipelineof candidates
Worked with business heads and leaders to understand roledescriptions and develop best sourcingmix.
Leading the interview process.
Conducted the Walk-in drives to meet the critical requirements of customer needs.
Have detailed discussionswith the hiringmanager’s in-order to understand the requirements better and
modify the search as per the need to hire the righttalent. Handlingthe complete recruitment process –
source, screen, validate,offer and closeresources for job requirements for different positions ranging
from Entry Level to Senior Manager.
Maintain key hiringmetrics for measuringefficiency of hiringatregular time intervals (TAT , Source
Utilization,Requisition :Hired,Cost of Hire & Quality of Hire, Gender diversity)
Workingon multipleprofiles and maintain theQuality of Hiring(QOH).
Communicatingrecruitingneeds, strategies,and results within the recruitingteam and other leaders for
their area of responsibility Partnership.
2. Shilpi Raj Kasodhan
Organization : HCL Services Ltd
Designation : Senior Executive-HR
Reporting to : Manager-HR
Role : Hiring Permanent and Contract Manpower for HCL Infosystems Ltd &all subsidiaries
Duration : July 2013 to Feb 2016
Dealing with the Zonal Delivery Managers, Programme Managers, Project Managers all stakeholders for
manpower resource planning.
Responsiblefor replenishing,managing, tracking & utilizing the resources of the company to the optimum
level.
Candidate Pool &Database Management- Creating a Database for Active Job seekers in Industry.
Interacting with Business Groups and understanding their resource needs. Planning &forecasting the
future requirements.
Working as Individual contributor for critical positions in multiple BU’s.
Training and Mentoring the Team and Interns.
Escalation Management for Team.
Designing the keywords to find immediate prospective candidates for right job at right time and in right
cost. Screening the job descriptions and discussing with Client to target right candidate.
Drivingbest practices to implement effective sourcingand recruitingstrategies:HiringPAN India Technical
Manpower for BU’s (Managed Services, Financial Inclusion, LCS, SI-System Integration)
Actively participating in Weekly review meetings and sessions- Bridge calls, Face to Face, Video
Conferencing sessions.
Making Weekly, Monthly, Quarterly reports. Handy on excel, PowerPoint. From receipt of requirements
to sourcing;profilingresume formatting; coordinating interviews; providing status updates; Coordinating
Job offer and Onboardingdocumentation and coordinate 1st day instructions to newly hired consultants/
employees.
Analyses, verify and update information in the system and ensures that all information are accurate to
avoid discrepancies in the reports (Weekly, Monthly & Quarterly)
Performing End to end recruitment task.
Actively Facilitating Wilkin Drives, Job fairs, Training Institutes for Quality Manpower pooling & Funnel
management.
Maintaining healthy relations with customers, colleagues, candidates and employees.
Responsible for Document submission of candidates, Hence Smooth Onboarding of Employees.
Conducted Employee Engagement Programmers -Management Games, Competitions, etc.
Involve in quoting the price and Defining the TAT for multiple skills for New and upcoming project with
Sales and Delivery Team.
Vendor Management-Sharing Job Descriptions, Screening best profiles, assigning TAT.
Sourced for APAC –Project for IT InfrastructureRequirement. Coordinatingwith ProjectTeam in India and
HR team in Gulf, Singapore, Dubai for Manpower planning.
Handled PAN India Induction for New Recruits by Team members- Planning, coordination and Tracking.
Alignment with Trainers, Admin department, Recruitment Team, Project owners. Induction planned in
Noida, Hyderabad, and Mumbai.
Involve with few Senior Level Hiring’s confidential assignments for HCL Talentcare – The Emerging
Business of HCL Corporation in Education sector.
Projects worked on 30 big accounts running in HCL – North India. Worked on New and Replacement needs of
Customers.
Organization : Net Connect Private Limited
Designation : Recruitment Executive
Reporting to : Staffing Manager
Role : Contract Hiring for Net connect in PAN India
Duration : January 2012 to July 2013
Handlingcomplete process of recruitment for Top, Middle & lower level positions.
3. Shilpi Raj Kasodhan
Sourcingcandidates on various techniques through the methodologies of sourcingsuch as Job portals,
Social Networking websites, Internal Job posting,Employee referrals & Conduct Walk In etc.
Preliminary interviews with candidates to ensure only quality candidates meet the reportingmanagers,
hence ensuringbetter & faster closures.
Regular coordination with hiringmanagers to gather & update on the current status of their
requirements.
Interview Co-ordination and takingfeedback from the interviewer.
Salary Negotiation with candidates.
Completing necessary documentation for selected resources.
Workingfor Clients likeIBM, Accenture, Tech Mahindra,HP, HCL, Bharti Airtel, Orange Business services,
Verizon business services,Comviva Technologies etc. for technical positions.
Educational Qualification
P.G.D.M (HR & Finance) Completed
Managerial & Technical skills
Management:
o Excellent communication & presentation skills.
o Confident & poised in interaction with individuals of all level.
o Proven ability to gather, collate and use data effectively.
Technical skills: MS Excel , Powerpoint, Excellent in Net surfing.
Tools used- Taleo, Alt-Recruit, Resolute, Catalyst, hireright, Google Doc.
Key Deliverables:-
Closed maximum manpower requirements within SLA.
Hired 200+ Plus Permanent and ContractManpower in HCL hiringCycle(Aug 2014- Aug 2015).
Contributed to rapid organic growth through Just-In-Time and Proactivesourcing(this broughtdown
Vendor dependency)
Ensure 100% on time hireat optimal cost
Ensure 100% compliance(Statutory & Internal requirements)
Cost/Hire ratio is decreased by adaptingeffective Recruitment trends.
Worked closely with Stakeholders and buildinga good Repo with them.
Achievements in Education and Professional field:
Certificate-High Ten Club-in Net Connect for Outstandingperformance in 2012(JFM)
Applause by Managers and Customers for fulfillingCritical positionsin LeastTAT in HCL & Net Connect.
Tagged as “Crisis Manager of Team” in HCL.
Tagged As “Overall Excellent Performer” in HCL.
Offer to Joiningratio increased Y-O-Y.
Appraised as innovativein thinkingand improvingprocess.
Attended Big Client –Visit to KPMG, Sunpharma, Walmart etc for Manpower Hiring Plan.
Selected as a Joint Secretary Academics in Post-Graduation, conducted various interactivesessions for
the GBS students Won certificates and medals in sports and cultural activities atcollegeand school level.
Strengths
Confident, Proactive, Flexible, Good Listener, Open to challenges.
Personal Details
Marital Status : Married
Nationality : Indian
Hobbies : Playing chess, Googling, Cooking, and Travelling.
Languages : English, Hindi