EXECUTIVE SEARCH
End to End Search for Senior Level Profiles
Accurate Understanding of Client Needs based on Competence Landscape & strategic Objectives
High level of Secrecy of Information
Skill & Grade Equivalence
Competence Mapping

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DATABASE SEARCH
Search from Large Current Database
Validated Talent Pool
Screening of Potential Candidates with respect to Competence
Strong Support System


TALENT SEARCH/SURVEY
It’s a very refined process of searching for the best performers within the industry verticals from all regions from among the specified competitors/customers base
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PAYROLL OUTSOURCING SERVICES
Outsourcing / Temping is a Co-employment relationship between Employers, Us & the Employee wherein we assume responsibility for statutory obligations related to Recruitment, Payroll & Benefits, Statutory Compliance, Employment Rules & Services Temporary staffing was responsible for reduction of unemployment in


STATUTORY COMPLIANCE OUTSOURCING SERVICES
BENEFITS TO EMPLOYERS:
• Focus On Core Competencies
• Cost Control
• Global Best Practices
• Rapid & Flexible Deployment of Resources
• Reduced Administrative, Payroll, Accounting Cost
• Regulatory & Statutory Compliance
• Enhanced HR Services



CUSTOMISED RETENTION/EXIT INTERVIEW PROCESS

• Confidentiality of employee data/informed shared in the process
• Friendly and thoughtful process
• Suggestions and initiatives during the process
• Climate survey and small group discussions
• Evaluation of employment details
• Compensation benefit analysis

PRE/POST EMPLOYMENT REF CHECK PROCESS
Regardless of the size of your business, pre-employment screening is a necessary hiring practice to avoid lawsuits and costly hiring mistakes. Gone are the days of a simple reference check and a few phone calls to screen new employees. Amid security concerns, corporate scandals, and workplace violence, pre-employment screening has been gaining ground.

Pre-employment screening is the process of using psychometric testing, background checks, and drug testing to determine the background and identity of hiring a new employee. Background checking is a popular method of pre-employment screening. Over 96% of HR professionals report that their companies do background checks of new hires, up from 66% in 1996 according to The Society for Human Resource Management Workplace Violence Survey

VALUE ADDED SERVICES

JOB ASSESSMENT TOOLS
A job analysis identifies the competencies/KSAs directly related to performance on the job. It is a systematic procedure for gathering, documenting, and analyzing information about the content, context, and requirements of the job. It demonstrates that there is a clear relationship between the tasks performed on the job and the competencies/KSAs required to perform the tasks.

CANDIDATE PROFILING
We create a unique profiling process that accurately describes your ideal candidate which can help you identify exactly who you're looking for and why. Using behavioral, aptitude, and skills testing, we uncover the key attributes shared by your most successful employees. These characteristics then become the central focus of a detailed candidate profile. With this information in hand, you'll have a benchmark to finding candidates that fit your culture, share your values, and thrive in the position to which they've been hired.

RECRUITMENT COST ANALYSIS / REPORT
Since there isn’t a universal formula for calculating recruitment costs, you will need to determine what costs you want to track and attribute to your hiring. There are many direct and indirect costs that you may consider including in the calculation

PRE-RECRUITMENT CANDIDATE ANALYSIS REPORT
RECRUITMENT AND EXECUTIVE SEARCH
 We use wide portfolio of methods to address candidates
 We use our own database of candidates
 Executive search
 Project recruitment and recruitment of large numbers of employees

DO THE FOLLOWING QUESTION CROSS YOUR MIND?
 "Where to look for a new employee?"
 "Where to look for large amount of new employees?"
 "Where to find a reliable partner able to support us with quality candidates?"


WE SEARCH FOR CANDIDATES FOR
 Specific working positions
 Planned broadening of HR capacity

WHEN SEARCHING FOR SUITABLE CANDIDATES FOR OUR CLIENTS, WE STAND TO THESE PRINCIPLES
 We base our search of thorough knowledge of our clients' expectations, that we respect as the base for successful co-operation
 We try to understand current need of our clients to identify the purpose for the position to be staffed and the requirements stemming from it
 We feel it crucial to give our candidates key information about our client's company
 We take care of our candidates during all course of recruitment process
 We work hard to find satisfactory long-lasting solutions for both sides so as the expectations of both the candidate and the client are fulfilled in during their cooperation in future


STEPS OF RECRUITMENT PROCESS
1. We search in our database of candidates and advertise if our client wishes also in press, or professional media. We also address the candidates recommended to us by our networking partners.
2. We do pre-selection of candidates and carry out interviews with all who have been preselected - we evaluate the professional competencies, personality treats and candidate's expectation and motivation, and we inform the candidate about the position
3. We carry out secondary selection of the candidates suitable to enter further round of selection procedure
4. We create the list of pre-selected candidates and we write up an "Essence" of the most important data from the interview with commented recommendations for the position
5. We communicate with all the candidates and inform them about rejection or promotion to further interviews in the client's company

In case of important positions or positions in top management, we offer complex psychological screening or psychological diagnostics.



CANDIDATE SUITABILITY ASSESSMENT REPORT
PEOPLE PERSON
 Great communication skills
 Integrity
 Positive attitude
 Oriented to solving customer problems
 Hard worker, competitive
 Appropriately assertive
 Skilled in listening and asking qualifying questions
 Responsible and self-confident
 Stable, able to handle rejection
 A pleasant negotiator
 Passionate about product
 Knows buying/sales cycles and how they mesh
 Gains access to real decision makers
 Understands the value of activity
 Team player, creative and energetic
 Professional appearance
 Not afraid to ask for the order
Once I'm satisfied that a candidate presents a majority of these attributes, I proceed to get more information while seeking to keep the process fair and objective.


JOB-RELATED QUESTIONS
Essentially, there are two areas of job-related questioning for salespeople I find most useful: sales track-record verification and real-life renderings of past performance in specific circumstances. Here are some examples of sales track-record questions. The answers can be verified through reference checks and other means.

 What was the revenue in your area of responsibility when you started, and what is it now?
 What is your monthly quota, and how often do you meet or exceed quota?
 How many sales reps are in your region, and how do you rank among them?
 What is your average gross profit on a deal?
 What is your track record for selling service/supply agreements?

To get behind the resume even further, here are some questions that require the applicant to relay real-life stories according to specific circumstances described in the questions themselves:

 Tell us about the most competitive sales situation you were ever in, what you did, and how things turned out.
 Think of a specific time when consistent prospecting really helped you avoid a personal slump when everyone else was crying "recession!"
 Share a time when you wrote out your goal with an action plan and acted upon it, and tell us about the outcome.
 Listening skills are central to success in sales. Tell us about a time when your listening skills gave you the competitive advantage.
 Share an instance when your positive attitude and self-confidence helped you win the deal.
 Tell us about a time when you were able to step into another person's world to understand his or her take on things

RECRUITMENT PROCESS—EMPLOYER & CANDIDATE FEEDBACK
We offer a diverse range of career opportunities and therefore we've designed our recruitment steps around different types of roles, whilst maintaining the same underlying process. For example, some appointments may require an additional interview, or ask you to participate in a group discussion, presentation or aptitude test.

BACKGROUND CHECKS
It is a requirement that all employment offers are subject to the TAC receiving a satisfactory probity check (i.e. background check) for all prospective employees. More detailed information will be provided to you by your Recruitment Advisor at the time of your interview / assessment centre. The TAC can assist you to undertake this part of the process either manually or via the internet.

APTITUDE TEST
Depending on the role, you may be required to participate in a selection of aptitude tests. These tests are carefully chosen to further assist us in determining your suitability for the role and typically include numeric reasoning, verbal reasoning and an occupational personality questionnaire. The results of these tests are assessed by qualified psychologists and compared against industry norms that are relevant to the criteria being assessed.


ASSESMENT CENTRES
For some roles, you may be invited to attend a TAC ‘Assessment Centre’ as part of our recruitment and selection process. Assessment Centres are facilitated by members of the recruitment team and representatives of the hiring team. They comprise of a series of role-related assessments and/or aptitude tests combined with a behavioural based interview.
It is our aim to ensure that our recruitment processes are as effective and efficient as possible. By running Assessment Centres candidates are assessed alongside a team of prospective employees and are able to work through several aspects of our recruitment process in one visit to the TAC.
Our Assessment Centres often comprise of both group activities and individual tasks so that our candidates can be assessed in a variety of settings.
We strive to make our Assessment Centres an informative and comfortable experience for all. Light refreshments, pleasant surroundings and friendly staff all help to make this a more relaxed part of our recruitment process.

POST RECRUITMENT ADMINISTRATION
When you talk about Post Recruitment, I presume you want details about Joining Formalities
I am just giving a Checklist:

1. Have you recd the duplicate copy of the letter duly signed?
2.Take a Joining Report specifying Date and Time of reporting.
3. Take Copies of Certificates (SSC Certificate for Date of Birth) and Copies of qualifications
4. If he were employed, take a Relieving letter from the previous company.
5. Last drawn salary slip
6.Photographs atleast 5 copies
7.Check on PF Was he a member then take 13/13 A Otherwise take nomination form
8. Is he covered under ESI? Then Declaration Forms to be obtained
9. Nomination Forms for gratuity and leave salary in the prescribed format
10. Medical records if he has undergone medical check up with with companys Doctor
11. Complete formalities for Bank details for crediting salary
Then the Induction starts
1. Brief about the company Organizational structure
2. Brief him about leave rules
3.Brief him about Travel rules and give a copy
4. Then take him to his dept and discuss with his boss regarding circular
5. Assign him the seat on the same day if possible

I think thus is exhaustive