Purpose

 The purpose of this Staff Augmentation Recruitment Process document is to ensure that:
 Understanding the customer’s talent need requirements and deploy the resources.
 Set up a realistic timeline to deploy the resources with the customers.
 Keep the consultants engaged through out their deployment with the customer and address their grievances
whenever required.
 Maintain the talent pool to use it for various customer’s talent need as and when arises.
 To achieve the maximum revenue for the Staff Aug Business Unit.

Manpower Planning:

All hiring managers would keep in touch with their existing customers and provide a talent hiring forecast for the quarter
and intimate to Staff Aug recruitment team.

This includes average number of resources, skills sets of hiring, duration of engagement etc.,

The recruitment team would publish a quarterly and monthly hiring plan based on the above average resources forecast with
the customers by taking into account the current changes / challenges if any.

The position request:

For every new position, a PR is raised through CRM the by the respective sales manager / account manager, and this gets
submitted for the approval of the HOD. The Recruitment team gets notified once the PR is approved by the HOD . The Position
Request includes the following :

Position name

Required no of staff

Job Description

Education / Certifications

Experience required

Deadline

Recruitment Process SLA:

To make the effective staff augmentation recruitment process, following recruitment process SLA to be followed mentioned
in the Table -1

Table – 1
 Hiring Manager Talent Acquisition Team

HM to communicate to TA team about the final

selection of the candidate by customer and max
offer package for the candidate after finalising
the rate cards with customer.

TA team to inform the candidates about their

selection and negotiate with candidates on the
final offer package.
HM to confirm the final offer package to TA
team / HR team (Upon customers approval) to
roll out theHiring
offer.Manager Talent Acquisition Team

Hiring Manager Talent Acquisition Team

Once the resumes shortlisted by customer, TA TA
team to schedule
team to collectinterviews
documentsfor the candidates
from
HM to get the interview slots from the candidates
for offeron the given slots. TA Team to give
process.
customer.
HM to Share the appropriate Job Description to atUnderstanding
least 24 hours the prior notice
Job to the candidates
Description and connect
the TA team as per customer needs. about
back the
withinterviews
HM if anyand shared the
clarification interview
required
links
TA/venue
Team details.
to coordinate with HR team
regarding technical skills, experience, and andsalary
ensure
budget. to roll out offer for the candidates.
TA team to ensure candidates to turn up for the
interview
TA team at to
thefollow
givenup
interview scheduleand
with candidates date
If required HM should connect with customer and time.
ensure they accept the offer.
and TA Team for better understanding for
technical skills. TA TA
Team to follow
team up up
to follow forwith
the feedback and
offered candidates
customer should
and ensure give
they comefeedback within
on board 24 hours
on given date.
of the interview completed.
HM to ensure salary budget / monthly rate
HM
cardstoare
follow up forwith
matching the feedback with
industry standards for TA Team to inform if there is any deviation of
customer if interview feedback
the skill sets in the market. is not received joining date or dropping out of candidate as
within 24 hours of the interview completion. TAsoon
Teamas to
they getsourcing
start information fromresumes
relevant candidate.
and
submit to HM within 48 hours of JD received.
HM to inform the deviation of joining date / If there no feedback till 3 days after interview
drop out of candidate to customer within 1 daycompletion
TA Team tofrom
get customer,
the resumesresumes validity
feedback from HM
to customer. will be expired.
within 48 hours.
Max 10 interviews / 20 quality resumes can be
If there is no feedback after 48 hours of processed for 1 position with the customer.
resumes submission from customers, HM to TA Team to search resumes for replacement
follow up for the feedback and inform to TA and submit it within 2 days once the request
Team. raised by HM and replacement candidate to be
If placed
there iswithin 15 days.till 15 days from
no feedback
customers on the resumes submitted, validity of
resumes submitted will be expired.
 HR Team to complete the joining formalities and
induction.

HM to coordinate with customer and deploy the

employee on the projects.

The Timelines for Hiring Completion and Offer to On-boarding for the position(s)
is given in below Table – 2.

Timeline-
S. No Position Hiring Timeline-Offer Remarks
Completion & to Onboarding
Offer
Software Engineer/ This solely depends
Senior Software on the candidates
Engineer/Tech Lead notice period time
with the current From
30 Days Approval
employer or any
1 other appropriate of PR
reasons

Architect / Project
Manager
2 30-45 Days From
“ Approval
of PR

Senior Manager Level From

3 30-45 Days “ Approval
of PR
Leadership Level
From
4 30-45 Days “ Approval
of PR

Exceptions may be made for urgent/ unplanned requirements where

Recruitment Representative can raise the PR, if the respective department has not raised the PR. This is done
after the necessary consultation and approval from Function Head / HOD. The Recruitment team is to work on the
requirement(s) from the date on which the PR has been raised and approved.

4.1 The Sourcing Methods

The Recruitment Team follows different sourcing methods based on what fits best for a
position. There are internal & external sourcing methods, and the Recruitment
Representative may opt for any of them or a combination of a few of them to source.

4.2.1 Internal Methods

Internal Database
The recruitment team maintains an updated and resourceful databank of profiles that has
multiple skills and competencies in it. Based on the required skill sets / roles, data bank will
be examined internally for the open positions. The hiring team understands the
importance of resource data bank and ensures that the resource databank is updated and
enriched regularly and is an ongoing strategic process.

Walk -in’s
SBL encourages Walk-in’s as one of the methods of recruitment. HR advertises the open
positions in related medias/websites with the details / date of walk-in mentioned. The
candidates can walk into the Company Office or Walk-In Location on the date with their
profile and the Recruitment Team shortlists the profiles after the Interview & Selection
Process.

Rehire
Employees who have voluntarily resigned, will be eligible for rehire if they have had a
satisfactory work record while employed with SBL. A complete Re-Hire check will be done
internally before proceeding for a Rehire. The internal rehire check may include the
employee’s performance and overall track record during the tenure with the company and
should have had a clean exit from SBL.

SBL Career Page

SBL has a career page (http://www.sblcorp.com/career) where the candidates fill-in and
submit their details and upload the resumes against the job vacancies displayed or
notified. They can also directly send the CV to the careers@sblcorp.com email id which in
turn gets forwarded to the recruitment team.
 Internal Job posting (IJP)
Internal Job Posting (IJP) will be done to identify and place qualified internal candidates for
the open positions in the company. This process enables the employees of all SBL locations
to apply for an open position. IJP encourages SBL employees to seek various career
opportunities within the organization, gain valuable work experience, enhance their
competencies and increase job satisfaction. IJP is not mandatory for all open positions.
The HR / Recruitment team publishes the open position through an IJP, as may be required
with the positions details and qualifying criteria as in the PR. This is published through the
Company’s internal communication platforms. To apply for an IJP the employee should have
spent a minimum of 2 years in the current role with a satisfactory performance record.
When an employee applies through the IJP it would to be approved by the respective RO /
Function Head to ensure that the current assignment is not impacted with this internal
movement. Post the check on the qualifying factors the regular interview / selection process
will be followed. If selected, a minimum of 15 days is to be provided for the required
transfer of information / transition from the current assignment. The number of days may
very based on the current assignment / business scenario. This movement may or may not
result in designation or role change and would be made effective only after 3 months of the
movement post the performance review / check.

4.2.2 External Methods

Open Advertisements in media
SBL team, based on the business exigency, shall consider placing advertisement(s) in print
media for filling the position (s). This will be done directly by the Recruitment team or with
the help of an external advertising or marketing agency. Normally this is done when there is
an urgent position to be filled, has relatively a large number of positions to be closed or
when the supply-demand situation of a particular position, job category or categories is not
favorable to the organization.

The Internet / Social Media Advertisement

Social media plays a vital role in sourcing. SBL also finds talents from different social media
platforms which may include but not limited to Linked-in, Facebook, Twitter and Google+.

Job Portals
SBL sources profiles through various leading job portals like Naukri, Monster, LinkedIn and
Indeed. SBL also utilizes other location related Job sites. The profiles that matches the
requirement are shared with the intender and tracked to closure.

Placement Consultants
SBL also utilizes the services of placement consultants. SBL retains the consultants who are
effective and may engage new consultants based on reputation and goodwill. A legally
sound agreement is signed with all placement consultants which gets renewed based on the
duration of the contract and business requirement.
The Recruitment Representative shall depend on the placement consultant only if they are
not able to get the suitable profiles within one week of the stipulated time through other
internal sources of recruitment (Job portals, Referrals Database, Direct).

On receipt of the resume from the agencies, the Recruitment Representative shall check the
suitability and duplication in the existing database of the Company and proceed for the next
steps.
Head-hunting
The recruitment team shall headhunt a particular position from the competitor companies
or similar companies based on the availability of matching resources.

Campus recruitment / Job Fairs

Campus recruitment shall be planned according to the growth plans of the
organization. The recruitment plan shall be finalized every year based on the
manpower projection given by the concerned department.
The recruitments shall be done directly from the campuses (Engineering Colleges,
Polytechnics, other recognized institutes and so on).
The checklist prior to the campus recruitment program shall follow:

 List of candidates shall be sought from each institute based on the cut off
percentage fixed, based on which the database is collated.
 Finalization of recruitment board and recruitment schedule with detailed time
estimate.
 Question paper shall be finalized to conduct tests. The internal question bank which
consists of ‘Aptitude’ and/or ‘Technical’ questions shall be prepared / modified based
on the position and function. The question data bank is subject to periodic review by the
concerned department or function. The average marks scored for each question paper in
the preceding years, as applicable, shall also be checked.
 Preparation of key sheets and answer sheets.
 A pre-placement presentation shall be prepared, focused on creating awareness about
SBL, building a brand image and also highlights what SBL offers to its team members.
 Arrange for laptops/LCD / Other Stationary – To check with the Institution about
the availability the required logistics. If not available at the college, alternate
arrangements shall be made.
 Make the necessary arrangements for the travel.
 Venue for the campus recruitment shall be decided according to the facilities/ location
and reputation of the Institution.
 The details of the venue and timing of the recruitment drive shall be intimated to the
participating Institutions well in advance.

Note: Campus recruitment will be taken up only based on business need.

 5.1 Shortlisting of CVs by the Technical / Functional Team and Scheduling of Interview

After the initial screening by the Recruitment team, the shortlisted profiles will be
sent to the concerned person from client for review.

Once the profiles are shortlisted by the client ,the Recruitment Team shall
schedule the interview based on the availability of the Interviewer/Panel from
client side and of the Candidate within 48hrs.

The interview feedback is to be sent to the recruitment team within 24 hours of

the interview . If the interview feedback is not received within 3 days, position will be assumed to be
on hold and will be informed to all stakeholders.

5.1 THE INTERVIEW PROCESS

5.1.1 Interview (Direct, Telephonic, Video Conferencing)

Technical/Functional Interview will be conducted by interviewer from

client . If rejected, the next set of CVs / profiles will be provided within 3
business days.

Final HR Interview, Discussion and Offer Roll Out

Post all the Interview Evaluation rounds completed from client side ,it will be followed by
the final HR discussion. In this process, Recruitment Team / HR discusses and negotiates
with the candidate the offer details including salary, joining time, exit details from the
existing organization and similar related matters. Once finalized and confirmed, offer is
released within 48 hours after receiving the required details from the candidate.

5.2 Joining Intimation to Stakeholders.

The Recruitment Team sends an intimation to all concerned respective sales

managers/account managers once the offer has been accepted by the candidate. This is to
be done at least one week before the date of joining. This intimation is to inform all
stakeholders for the necessary onboarding process including the facilities and related
logistic arrangements like system, laptop, seat or any other requirement.

Once the Candidate joins, a Joining Completion Note is sent by the Recruitment Team to the
concerned stakeholders communicating the joining and completion of the recruitment
activity. This is done within 48 hrs of the candidate’s joining.