1. The STAR program aims to address the skills gaps that exist between what academia produces and what industry demands by developing a customized talent pool with relevant industry skills through targeted training. 2. It facilitates an informed recruitment process by providing visibility into student progression and performance over time. 3. The program builds a pipeline of resources that can be easily onboarded as needed, bringing down costs while ensuring organizational adaptability.

1. Stratadigm STAR®
-
Smart Talent Acquisition Solutions

2. Train-Hire-Deploy
Hire-Train-Deploy
To the new age
From the vintage
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A Paradigm Shift

3. Why Consider the New Model?
What Industry wants?
• A talent pool that
o has Industry-relevant skills
o has knowledge of the practical
aspects of the business
o can be productive from Day Zero
o Has good soft/communication skills
What Academia produces?
• A student pool that
o has gaps in knowledge and skills
o has poor communication skills
o requires substantial investments to
make it productive
Knowledge & Skill Gaps
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A McKinsey report finds only 25% engineers, 15% finance graduates
and less than 10% of the other graduates to be employable
Your Organisation

4. Skill Gaps – The Cost to the Industry
• Very low conversion rates – as low as 2% in many cases
• High cost of talent acquisition
• Forced recruitment decisions
• Forced lateral recruitment at higher costs
• Challenges in ramping up
• High attrition – voluntary and forced
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5. The Solution
STAR® - Smart Talent Acquisition & Retention
• An initiative that helps develop customized talent pools
o Trained & skilled on areas/subjects/topics demanded by the industry/company
• Facilitates informed decision making
o Provides visibility into the student progression over a period of time
• Facilitates easy scale up of operations
o Build a pipeline of resources that can be onboarded as per a well laid out plan
• Brings down cost of recruitment
o Access to high quality resources at low costs
• Easy organizational adaptability
o Challenges posed by lateral recruitments are done away with – no need for
unlearning, organizational culture changes and adjustment challenges etc.
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6. How the STAR® Program Works?

7. The STAR® Model
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Scope
• Defining the roles, processes, skill requirements and knowledge levels
• Locations and likely recruitment numbers
• Remuneration and other employee benefits for roles
• Broad definition of student profile
Program
•Curriculum design, content development
•Testing criteria definition
•Training duration finaization
Mobilisat
ion
•Student mobilization
•Student screening
•Student enrollment
Training
•Student training
•Periodic performance review
•Performance progress MIS
Selection
• Final assesment
• Interviews & Selections
• Documentation & BGV
• On-boarding

8. STAR® - Models & Options
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Customized for Bank / Financial
service / Insurance
Company
Open Pool from Stratadigm
• Training curriculum designed jointly
• Studens pre-screened by Stratadigm
and approved by your company
• Periodic reviews by your company
• Student performance MIS
• First right-of-refusal
• Open curriculum (based on industry
requirements)
• Studens pre-screened by Stratadigm
• Trained for the industry
• Student performance MIS
• Offer to multiple employers

9. The Training Curriculum
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10. Customized Domain Skills Development

11. Why Stratadigm?

12. Why Stratadigm?
• Working relationship with leading banking companies
• Proven expertise in the BFSI domain
• Successful deployment of STAR® in other large banks
• Strong relationship with colleges and universities
• Tangible business benefits

13. Thank you
Sanjuwar Devalapally
Sanjuwar.dc@stratadigm.biz
+91 8886867891
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