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Recruitment Strategy

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Sudha Koya
Sudha Koya

The document outlines a recruitment strategy with the goals of aligning recruitment with business plans, defining processes for attracting top talent at different levels, and establishing a talent acquisition strategy. It discusses recruiting top and senior leaders from direct sources, campuses, and job sites. The strategy aims to build the best employer brand, clearly define job requirements, select candidates based on qualifications and culture fit, and attract entrepreneurial people through opportunities for learning, growth, and equity compensation.

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RECRUITMENT STRATEGY
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. MOTTO
FLOW Recruitment Strategy Process Technology Team Approach to Continuous Improvement .
RECRUITMENT STRATEGY Recruitment Strategy for Top Level Recruitment Strategy for Managerial Level Recruitment Strategy for Store Level
TALENT SOURCE
RECRUITMENT ACTION PLAN
EXPAT RECRUITMENT PROCESS
CORPORATE /GROUP LEADERS , TOP & SENIOR LEADERS RECRUITMENT PROCESS
MIDDLE & NEW LEADERS RECRUITMENT PROCESS
 
DELIVERY MODEL Tapping the Target Group Job Sites Direct Internal Reference EOBT E Recruitment System Campus Selection Process Screening RPAT Predictive Index Preliminary Interview Final Step Final Interview Reference Check Offer Medical Check up Facilitating the On boarding Process Joining Technology Technology Technology Defining the Recruitment Position Requirement Planning Defining the process Setting the Time frames
STRATEGY FOR TALENT ACQUISITION Build the best employer brand to attract the most suitable talent Clearly define the structure & staffing, roles and responsibilities, reporting relationships and capabilities required for the job. Select the people based on Personal Qualities and Professional capabilities keeping in mind “Job-fit” and Culture fit 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”. Excite people with opportunity of learning, growth and wealth creation through equity compensation . 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. 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.

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Recruitment Strategy

  • 2. 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. MOTTO
  • 3. FLOW Recruitment Strategy Process Technology Team Approach to Continuous Improvement .
  • 4. RECRUITMENT STRATEGY Recruitment Strategy for Top Level Recruitment Strategy for Managerial Level Recruitment Strategy for Store Level
  • 8. CORPORATE /GROUP LEADERS , TOP & SENIOR LEADERS RECRUITMENT PROCESS
  • 9. MIDDLE & NEW LEADERS RECRUITMENT PROCESS
  • 10.  
  • 11. DELIVERY MODEL Tapping the Target Group Job Sites Direct Internal Reference EOBT E Recruitment System Campus Selection Process Screening RPAT Predictive Index Preliminary Interview Final Step Final Interview Reference Check Offer Medical Check up Facilitating the On boarding Process Joining Technology Technology Technology Defining the Recruitment Position Requirement Planning Defining the process Setting the Time frames
  • 12. STRATEGY FOR TALENT ACQUISITION Build the best employer brand to attract the most suitable talent Clearly define the structure & staffing, roles and responsibilities, reporting relationships and capabilities required for the job. Select the people based on Personal Qualities and Professional capabilities keeping in mind “Job-fit” and Culture fit 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”. Excite people with opportunity of learning, growth and wealth creation through equity compensation . 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. 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.