Talent

I. Talent Search Services

We source best candidates through personal relationships, candidate research and networking; develop candidate interest for available positions and client companies. Recruiting the right candidate in the right position is much more than just matching the position title and requirements; but also knowing our clients and its business thus matching Culture, Personality, Skills, Ambitions and Values – It’s all about people!

“WE DON’T GIVE JOBS TO PEOPLE, WE GIVE RIGHT PEOPLE ON THE RIGHT JOB”.

1. Executive (CXO’s/C-Suite) Recruitment
2. Temporary/Contractual Recruitment
3. Vertical/Niche Recruitment
4. Bulk/Mass Recruitment
5. Social Recruitment – openings are shared on as many platforms (like social media) as
possible and invite people to refer relevant candidates by offering to share revenue for each
successful placement.
Consulting Areas:
* Analyzing Client Requirements.
* Screening & Sourcing Matching Candidates
* Shortlisting Candidates.
* First Round Interview with the Candidate – Verify Experience, Position, Salary, References.
* Second Round Interview with Clients.
* Salary Negotiation
* Job Offer

If people are at the HEART of your business, speak to us today.

II. HR Partnership/Consulting Services

We engage with our clients as their Strategic Business Partners and follow a robust process based approach for each and every assignment we take up; and ensure pre and post customer delight.

WHAT DO WE DO UNDER HRP?

Step 1 : We conduct an ‘HR Audit’ to understand the current state of HR activities in your company.
Step 2 : Post the ‘HR Audit’, we setup a fully functional HR Department from scratch within a month.
Step 3 : We take full ownership of all the processes and implement/execute all the functions within the HR Domain.
Step 4 : In case, if there is an existing Senior Management HR professional available in your organization, we report to them functionally and execute all the tasks assigned to us.

Consulting Areas:
1. Complete HR Documentation which will include defining HR Policies, Employee Handbook, Database Management, creating selection/offer/appointment/appraisal/ letters etc.
2. Establishing Organizational hierarchy/structure/levels
3. Manpower Planning & Budgeting
4. Creating specific job roles & responsibilities which will include the following –
* Creating a clear job description for every job role. A clear JD will include – the Job title, to whom the job reports, duties & responsibilities, the purpose & scope of the job. A JD will become the basis for Job Specification which will include qualification & characteristics an employee will have, to perform the tasks for the job. It’ll help you find employees that match the skill-set you’re looking for.
* Hiring employees based on their skills, but ensuring they are culturally fit for your organization.
* Creating a job appointment letter that describes all the terms of employment so that you can avoid future disagreement.
5. Setting up entire Talent Acquisition process which will include the following –
* Recruitment – Sourcing (Selection criteria will be set at this stage)
* Talent Assessment – Screening
* Talent Selection – Hiring/Interviewing (Defining the rounds of Interviews & the type of Interviews)
* Pre-Boarding formalities will broadly include providing new hire the company information, product/service lines, initial staff orientation, information on benefits, especially networking opportunities with new colleagues, training & development to new hire and laying the groundwork for the first day on the job, pairing the new employee with a buddy to help him/her “learn the ropes”.
* On-Boarding formalities will broadly include complete orientation like, The business the company is in; The basis on which it will compete; The traits & skills that the employees need, to achieve the organization’s strategic goals etc.
6. Talent Development/Learning & Development which will typically include 4 steps namely Talent Needs Identification; Talent Needs Analysis; Training Plan; Training Calendar. This process will also include defining a Career Path for employees and Employee Retention.
7. Defining the Performance Management Systems including Rewards & Recognition, Incentive policy etc.
9. Leave & Attendance Management
10. Determining Compensation & Benefits –
* Pay Structure
* Benefits
* Payroll Management which will include statutory compliances like PF, ESIC, Tax, GST etc.
10. Other miscellaneous HR activities like defining Escalation Matrix in case of any Grievances, formulating Exit Interviews, Employee satisfaction surveys etc.

This is our most comprehensive solution  for organizations which are SMEs, in Growth Stage and Start-ups.