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Recruitment Strategy

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Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.

Published in: Technology, Business

Recruitment Strategy

  1. 1. RECRUITMENT STRATEGY
  2. 2. <ul><li>Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry. </li></ul>MOTTO
  3. 3. FLOW <ul><li>Recruitment Strategy </li></ul><ul><li>Process </li></ul><ul><li>Technology </li></ul><ul><li>Team </li></ul><ul><li>Approach to Continuous Improvement . </li></ul>
  4. 4. RECRUITMENT STRATEGY <ul><li>Recruitment Strategy for Top Level </li></ul><ul><li>Recruitment Strategy for Managerial Level </li></ul><ul><li>Recruitment Strategy for Store Level </li></ul>
  5. 5. TALENT SOURCE
  6. 6. RECRUITMENT ACTION PLAN
  7. 7. EXPAT RECRUITMENT PROCESS
  8. 8. CORPORATE /GROUP LEADERS , TOP & SENIOR LEADERS RECRUITMENT PROCESS
  9. 9. MIDDLE & NEW LEADERS RECRUITMENT PROCESS
  10. 11. DELIVERY MODEL Tapping the Target Group <ul><li>Job Sites </li></ul><ul><li>Direct </li></ul><ul><li>Internal Reference EOBT </li></ul><ul><li>E Recruitment System </li></ul><ul><li>Campus </li></ul>Selection Process <ul><li>Screening </li></ul><ul><li>RPAT </li></ul><ul><li>Predictive Index </li></ul><ul><li>Preliminary Interview </li></ul>Final Step <ul><li>Final Interview </li></ul><ul><li>Reference Check </li></ul><ul><li>Offer </li></ul><ul><li>Medical Check up </li></ul>Facilitating the On boarding Process Joining Technology Technology Technology Defining the Recruitment <ul><li>Position </li></ul><ul><li>Requirement </li></ul>Planning <ul><li>Defining the process </li></ul><ul><li>Setting the Time frames </li></ul>
  11. 12. STRATEGY FOR TALENT ACQUISITION <ul><li>Build the best employer brand to attract the most suitable talent </li></ul><ul><li>Clearly define the structure & staffing, roles and responsibilities, reporting relationships and capabilities required for the job. </li></ul><ul><li>Select the people based on Personal Qualities and Professional capabilities keeping in mind “Job-fit” and Culture fit </li></ul><ul><li>At top 2 levels just below the CEO recruit people with extraordinary entrepreneurial qualities and tolerance to ambiguity with “can-do and never- say-no attitude”. </li></ul><ul><li>Excite people with opportunity of learning, growth and wealth creation through equity compensation . </li></ul><ul><li>Tactics: Go for “Leg-down” strategy in compensation and designation i.e. to attract people pay them higher than the market and over 2- 3 years give moderate salary increases so that the average cost is better managed. </li></ul><ul><li>Keep an eye on average employee cost – build the staffing pyramid with the focus on creating the most cost efficient people organization in the world. </li></ul>

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