RECRUITMENT STRATEGY

BY : PRAMITA SINGH

MOTTO
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.

FLOW
Recruitment Process Technology Team Approach

Strategy

to Continuous

Improvement.

RECRUITMENT STRATEGY
 Recruitment  Recruitment  Recruitment

Strategy for Top Level Strategy for Managerial Level Strategy for Store Level

TALENT SOURCE
Cadre
Corporate /Group Leaders Expats

Source
International Retail Organizations Competitor Organizations in Retail, FMCG, Consumer Durables, Service Industry Competitor Organizations in Retail, FMCG, Consumer Durables, Service Industry

Top & Sr. Leaders

Middle & New Leaders

Competitor Organizations in Retail, FMCG, Consumer Durables, Service/Hospitality Industry

Officers

Competitor Organizations in Retail, FMCG, Consumer Durables, Service/Hospitality Industry, Management Campus

RECRUITMENT ACTION PLAN

Formulating Campus strategy 2007 to attract talented students and groom them to be the future managers

Filling the Top Level Position on a priority basis

Closely working with the respective leaders to fill the first level positions through the Top Down approach

Working with Category / Business HR heads to fill key positions through

EXPAT RECRUITMENT PROCESS

Map the International Retail Organizations Take references from the expats who are onboard Use International Jobsites on need basis

Short-listing
Telephonic interview by HR & respective Business leader to assess the suitability Call the prospective candidate to meet CLT

Interview & Assessment by the CEO & CLT Release offer

Sourcing

Hiring

CORPORATE /GROUP LEADERS , TOP & SENIOR LEADERS RECRUITMENT PROCESS

Short-listing
Telephonic interview by HR & respective Business leader to assess the suitability Call the prospective candidate to meet HR

Map the International Retail Organizations

Interview & Assessment by the CEO & CLT Release offer

Take references

Sourcing

Hiring

MIDDLE & NEW LEADERS RECRUITMENT PROCESS

Map the International Retail Organizations Identify the potential talent Take references

Short-listing
HR to Conduct Personal meeting and assess the suitability

Interview & Assessment by the Business Head Release offer

Sourcing

Hiring

Concerns
Many MNCs entering Market RR Talent pool - poaching ground

Strengths
Strong Brand Proven track record Scale of Business Sunrise sector Talent Migration Strong Leadership Brand Ambassadors

DELIVERY MODEL
Technology
Tapping the Target Group Job Sites Direct Internal Reference EOBT E Recruitment System Campus

Defining the Recruitment Position Requirement

Facilitating the On boarding Process

Technology

Planning Defining the process Setting the Time frames

Selection Process Screening RPAT Predictive Index Preliminary Interview

Joining

Final Step Final Interview Reference Check Offer Medical Check up

TECHNOLOGY
 E Recruitment

system to facilitate the recruitment process  Link between the E recruitment system and SAP so as to further smoothen out the process

CONTINUOUS IMPROVEMENT
feedback from the Users  Review the process.  Modify the processes to make them more user friendly and efficient.
 Obtain

Excite people with opportunity of learning, growth and wealth creation through equity compensation. compensation. Tactics: Tactics: Go for Leg-down strategy in compensation and Legdesignation 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. 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. world.

TALENT SOURCE

Cadre
Middle & New Leaders

Career Band
C1 to D2

Source
Competitor Organizations in Retail, FMCG, Consumer Durables, Service/Hospitality Industry